The Top 10 Best Practices for Leave Management

The Top 10 Best Practices for Leave Management

Leave management has taken center-stage as one of the issues affecting employees at work. Therefore, they gave been calls for employers to be up to date on matters touching on leave management. Recently, conferences have increased, and most of them touch on the Family Medical Leave Act.


Best Practices

The sources of leave information emphasize that leave should be well managed to achieve efficiency and productivity. Good management begins with proper internal structures. Therefore, the following leave management practices will make the process efficient.

1. Close relationship between business units

The coordination of leave will be effective if the HR, legal, disabilities and other closely related departments are linked. When all the departments have a clear understanding of the expectation, they will take caution. It leads to an efficient management of the leave process and brings increased productivity.

2. Sufficient training

To effectively administer leave, the managers in charge of the closely linked departments should be trained on what they ought to do. They have to understand the leave policies and how to administer them. Also, they are in a position to solve a conflict that arises regarding the leave policy.


Qualified HR managers

3. Qualified HR managers

The HR and other departmental managers need to be up to date with the current leave policies. They should be qualified either through training or simply understanding of the current on-goings on the laws. They should be armed with the employee management program knowledge. Also, they should be ready to answer any question from employees touching on leave.

4. Consistent, clear processes and policies

The management and decision making in the organization should be consistent with a level that employees can easily remember. Correspondence, tracking, and communication should be consistent and clear. Clear communication removes doubt of potential misinformation while consistent tracking may reveal areas of potential challenges.

5. Central administration of leave

Given the number of departments, which are certainly more than one, there can be challenges of effective communication. In that regard, therefore, leave should be administered centrally to a level that all information is found in a single source. To employees, it is easy to ask questions and get answers from a single source. There are low chances of receiving contradictory information.


Program evaluation

6. Leave program evaluation

Organizations should put in place an internal system that manages and tracks leave. In that case, it is easy to evaluate performance concerning the expectation. A full audit of the leave management system may reveal faults, which may be crucial learning points. The program should be assessed for effectiveness.

7. Outsourcing Program-evaluation Company

Some organizations do not have an internal leave program in place, and for that, they need to outsource consultants that specialize in the evaluation. It will help understand the performance of management on leave and the remedial measures to be instituted. There are several options for outsourcing leave management, and the organization should focus on the best they can contract.

8. Evaluate the Vendor

It should be clearly defined whether the company being contracted has an understanding of both leave management and law, or is it simply one of them. It should not be assumed. On the same note, the company should not necessarily outsource all the services if it can handle one of them. As an appropriate culture of leave management, the organization should establish a process that will update the leave program with the intention to catch up with the changing business environment.

9. Institute actionable parameters for tracking and reporting

Effective tracking and performance evaluation involves having actionable metrics. Metrics like costs, lost time, return to work rates, productivity and abuse are useful to a level where they help in the changing of the leave program. Therefore, they are essential in the management’s role to the employee and organizational needs.


Continuous improvement culture

10. The continuous improvement culture

The legal and regulatory frameworks are essential in driving productivity, but are not enough to make leave programs move towards the attainment of organizational strategic goals. Therefore, it calls for executive and managers to view management as an avenue for new investment. Also, the training and new investment can be a source of better returns.

Terri Rhodes, the executive director of Disability Management Employers Coalition (DMEC), California, intimates that the resources and time invested is worth the gain in employee satisfaction. On the same note, the heightened regulatory framework on leave is critical. She adds that all managers in the organization should be involved in the planning and implementation stage of the leave process.

To win the best talent battle, employers should provide an adequate balance between work and life. Leave programs that are well-run require time and resources, but confer a competitive advantage. Therefore, each organization that aims at increasing productivity should begin from leave management before moving to other matters.



Article provided by Neches FCU, with locations in Port Neches, Nederland and Beaumont.
Neches FCU is a trusted Texas Credit Union and has a courteous and attentive team of professionals ready to provide services to our members. When its doors open at any of the several service centers, the mission of “Ultimate Member Satisfaction” becomes the imperative for every employee. They are respected for a personal, dynamic and upbeat work atmosphere, providing a memorable service experience, and where members are known by name.

Here Are Some Tax Deductions Charity Volunteers Must Claim This Season

Tax Deductions Charity Volunteers Should Claim This Year

Charitable deductions
Charitable deductions

Tax deductions for volunteering expenses:

Many people often look for meaningful ways to spend their money. Volunteering can be the right solution for this. Whether you use your free time to engage in a fundraising event or love participating in volunteer work to help those in need, you are eligible for tax deduction claims to cover some of your volunteering expense.

With such benefits in place, you can pursue your interests and help people by doing some charity work. If you have clients who constantly work for a charity to support their favorite cause, then they should be getting the tax deduction benefit from the IRS for the expenses they bear for the volunteering work. Although all personal expenses are non-deductible, charity workers can get tax deductions for all out-of-pocket expenses incurred while participating in fundraisers and charitable duties.

What types of expenses can be claimed?

Taxable expenses
Taxable expenses


To be exact, the expenses we are talking about include everything from your travel cost to the amount you spend in organizing an event for fundraising or charity work purposes. The expenses also include all types of small items, including stamps, postage for fundraising mailer, baking expenses for a church bake fundraiser.

The tax deductions rules for larger costs made towards buying and using hardware and lumber used in building projects are also covered under this criterion. In short, the tax deductions on charitable expenses don’t have any dollar limit. However, there are a few other rules still applicable for charitable deductions.

List of expenses for tax deduction:

List of Deductions
List of Deductions


To make it easy for volunteers of charitable events in filing their claims, here is a list of expenses commonly included under the tax deduction claims.

– Travel expenses:

This is the most common expense often done towards a charitable contribution deduction. Volunteers can claim taxi fares, bus or railway fare and produce gas bills if using their own cars for traveling. Most of the time, the incurred travel expenses also include flight transfer expenses when the volunteers are away from home to perform services. Travel expenses also include out-of-pocket expenses, taxi fares, lodging costs, meal costs and other transportation costs between the airport or railway station to the destination. As per the IRS approved flat rate, its 14 cents per mile when volunteers use their own cars for charitable driving.

– Business Expenses:

Such type of expense includes all types of material and service costs made towards the charitable events and the promotion of the business.


Trade conventions
Trade conventions


– Conventions:

Volunteers who are attending conventions for promoting a charity or fundraising for a nonprofit organization can reimburse expenses done towards this purpose. This expense includes the travel expense made towards attending the convention, expenses for lodging and meals and fees to attend the convention.

– Telephone expenses:

Tax deduction list from the IRS also include telephone expenses, which also include fax bills, bills of long-distance telephone calls and cell phone charges. If the volunteer has a separate phone connection exclusively for charity calls, he can include the bill under this expense list and file claims.

Underprivileged youths
Underprivileged youths


– Underprivileged youths:

This is another benefit for volunteers participating in charity events. If you are supporting some underprivileged youths selected by a charitable organization to attend educational competitions, athletic events and entertainment events, then you can get the benefits of tax deductions from the IRS. The youths who you support should be selected by a charity organization that works towards reducing youth delinquency.

– Entertainment:

The expenses under this category includes all expenses made toward hosting a fundraising event, which includes dinner, party, entertainment cost, and all out-of-pocket expenses made for charitable functions. There is no limit on entertainment expenses as with the 50% cutoff in case of the travel expenses.

– Uniform costs:

If volunteers use a certain type of uniform while performing charitable events, they can get tax deduction benefits for the expenses they bear to upkeep, clean and buy the uniform.

Exchange Students
Exchange Students


– Exchange Students:

Under this category, volunteers are eligible to file expenses that they bear to house a foreign-exchange student. The student should be selected by a charitable organization and must be living in your house under a written agreement.

– Foster parents:

Foster care providers are eligible for tax deductions for certain expenses that they bear for nonprofit foster care.

To get the full benefit of tax deductions, volunteers must consider keeping all bills and expense reports. If under any circumstances the expenses exceed $250, volunteers should have a written acknowledgement from the charitable organization they work with.

This written letter should include details about service descriptions, expenses made, and statements of claims. The statement should also include an estimate of the goods and services offered and received with all other details supporting your eligibility for tax deduction claims. Keeping this in mind and taking all the above discussed factors into consideration, volunteers can file their claims this year.

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