(1) Basic payroll and identifying employee data, including name, address, and occupation;
rate or basis of pay and terms of compensation; daily and weekly hours worked per pay period;
additions to or deductions from wages; and total compensation paid.
(2) Dates FMLA leave is taken by FMLA eligible employees (e.g., available from time records,
requests for leave, etc., if so designated). Leave must be designated in records as FMLA leave;
leave so designated may not include leave required under State law or an employer plan which
is not also covered by FMLA.
(3) If FMLA leave is taken by eligible employees in increments of less than one full day,
the hours of the leave.
(4) Copies of employee notices of leave furnished to the employer under FMLA, if in writing,
and copies of all general and specific written notices given to employees as required
under FMLA and these regulations. Copies may be maintained in employee personnel files.
(5) Any documents (including written and electronic records) describing employee benefits or
employer policies and practices regarding the taking of paid and unpaid leaves.
(6) Premium payments of employee benefits.
(7) Records of any dispute between the employer and an eligible employee regarding
designation of leave as FMLA leave, including any written statement from the employer
or employee of the reasons for the designation and for the disagreement.
One of the many strengths of Attendance Enterprise is compliance with federal FMLA requirements. Attendance Enterprise’s ability to track employee eligibility for FMLA leave, as well as its ability to record leave usage, makes it an important tool for employers. Additionally, custom pay designations can track multiple types of FMLA leave, improving reporting accuracy and relevance.