Reclass from FT to PT prior to FMLA

David

A Benefits Specialist has requested Parental Leave starting 6/15. The company is hiring a full time Human Resources and Benefits Specialist (new position w/emphasis added to the HR role). The AP portion of the current Benefits Spec job is being moved to Accounting in the corporate office and will therefore reduce the position from FT to PT. Should the position be reclassified now or after FMLA? If it's done after FMLA, the incumbent has a position to return to with similar hours, however, that would change shortly after returning; reasoning being the AP duties were removed (back in May 2001)...so actually the reasoning was prior to FMLA beginning. Shouldn't the position be completely reclassed now (keeping benefits included)?

WD

The position should be re-classified at the point that it needs to be. If the Corporate Office is already handling the AP portion, then essentially the job has already changed. One thing you might consider...is the current Benefits Specialist qualified to cover the HR role also? Or would he/she be trainable via seminars, etc. to perform the role? I myself am a Benefits Specialist with other HR functions and, like you, find that both go hand-in-hand. If the person is familiar with laws governing benefits such as FMLA, Cobra, etc. it would not take much for him/her to learn about recruiting, interviewing and other laws such as Title VII, ADA, etc. This of course would depend on whether or not the employee is willing to take on the new role.