Check and prove
Handle a leave or accommodation request
FMLA eligibility facts and notice deadlines computed in code, the medical certification checked entry by entry, a cure letter, DOL notices prefilled, and a dated accommodation log.
The steps
- 1Read the request
- 2Check the certification
- 3Prefill the DOL notice
- 4Compare absences
- 5Accommodation log
Who it's for
The HR generalist at a 50 to 1,000 person employer without a leave administrator, or the owner doing HR.
What they do today
A calendar reminder for the five-business-day notice, a certification read by eye, a cure letter from an old template, and DOL forms filled by hand.
The moment it earns its keep
The eligibility facts and the notice deadline appear with their rules; the certification's blank and vague entries are listed, and the cure letter names exactly those entries.
What it never does
- It never approves, denies or designates leave.
- It never decides an accommodation or whether it is reasonable.
- It never ticks eligible / not eligible or approved / not approved on a DOL form.
- It never shares medical papers with the investigation.
- It never covers state leave laws yet (federal FMLA, ADA and PWFA only).
It isn't legal advice and doesn't say anything is “compliant”. It shows the rule it applied, with the date we checked it.