Hi there HR Netters -

I have a few questions for the group:

1) For companies with workforce management roles (managing scheduling), are those roles responsible for approving individual time-off requests?  Or do the actual managers do this?  If the workforce management role does this, how do you ensure they don’t decline requests that are covered by FMLA, ADA, etc?  How do you balance this with the need for confidentiality?  Ultimately, what is your process for time off approvals?  What is the interface with HR on accommodations and scheduling?  What is the role of the manager vs the workforce management person?

2) What are the best practices for time off approvals?  First come , first serve, seniority? How is your company determining this to ensure fairness, consistency, etc?

Thanks - Lyndsey