Leave of Absence & Wellness Specialist (Confidential Administrative Support II), Human Resources Division

Job Summary:

Under the general direction of the Senior Manager, Employee Benefits, the incumbent implements the activities of the Leave of Absence programs and ADA accommodation. This position is responsible for the implementation and application of current laws, guidelines, regulations, and CSU policies/procedures, and contract provisions governing Leave of Absences and other benefits. Consults with the Senior Manager, Employee Benefit on complex issues and provides support and analysis for sensitive or high-level requests.

Responsibilities:

Leave of Absence Concierge

Coordinate Leave Requests and Eligibility: Manage all employee leave requests by reviewing available leave options such as credits, benefit options, catastrophic leave eligibility, and applicable collective bargaining agreement provisions. Determine employee eligibility for various leave programs, ensuring compliance with university policies, state, and federal regulations.

Serve as Primary Liaison for Leave Management: Act as the key point of contact between employees, managers, Payroll, Faculty Affairs, and external agencies to facilitate effective leave administration. Respond to inquiries about leave policies, provide guidance, and follow up with employees and managers to ensure accurate and timely resolution of leave-related issues. This will include working closely with Risk Management on Workers' Compensation-related matters.

Develop and Enhance Leave Processes: Recommend and implement improvements to leave administration processes by researching and analyzing union contracts, university policies, personnel practices, and relevant state and federal statutes. Collect and organize data to support process enhancements and ensure alignment with best practices and legal requirements. This includes providing necessary training.

Support Grievance and Collective Bargaining Processes: Collaborate with the Employee Labor Relations and campus partners to address union employee grievances that impact collective bargaining unit positions. Provide sensitive and confidential information to HR, campus counsel, or via subpoena for investigations, negotiations, or grievance responses, ensuring accurate and timely documentation.

Handle Confidential Data with Discretion: Regularly access and manage highly sensitive and confidential data related to collective bargaining activities and grievance processing. Maintain strict confidentiality and adhere to university protocols to protect employee information while supporting leave and labor relations activities.

ADA Support

Accommodations: Review and assess employee requests for reasonable accommodations under the ADA, engaging in the interactive process to understand the employee’s needs, medical documentation, and job requirements. Collaborate with the employees, supervisors, and medical professionals (if necessary) to identify effective accommodations that enable -enable the employee to perform essential job functions.

Assist the ADA Coordinator with the Development of and Accommodation Plans: Help design and implement individualized accommodation plans that comply with ADA regulations, ensuring accommodations are reasonable, effective, and do not impose undue hardship on the organization. Document plans, communicate details to relevant parties, and monitor their effectiveness, adjusting as needed to meet the employee’s evolving needs.

Educate and Train Staff on ADA Compliance: Conduct training sessions for employees, managers, and leadership on ADA requirements, the accommodation process, and best practices for fostering an inclusive workplace. Provide guidance to supervisors on supporting accommodated employees and addressing accommodation-related concerns promptly and sensitively.

Maintain Confidentiality and Documentation: Ensure all accommodation requests, medical information, and related communications are handled with strict confidentiality and stored securely in compliance with ADA and privacy regulations. Maintain accurate records of requests, interactive process discussions, and accommodation outcomes for compliance and auditing purposes.

FMLA/CFRA Compliance and Coordination: Coordinate ADA accommodations with other leave policies, such as FMLA/CFRA, ensuring seamless transitions for employees who exhaust job-protected leave and require further accommodations. Collaborate with HR and legal teams to review complex cases, ensuring compliance with federal and state laws while addressing employee needs.

This position is regularly involved in communications that may affect collective bargaining, unit positions, and negotiations, including those related to employee grievances arising from ADA accommodations and leave-related matters, in support of Employee and Labor Relations.

Benefits Administration

Support the Administration of Employee Ben