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Absence Management Specialist in Los Angeles, CA at Goodwill Southern California

Date Posted: 4/20/2018

Job Snapshot

Job Description

Primary Responsibility / Summary:

The Absence Management Specialist coordinates employee and participant leave of absence, accommodation and workers’ compensation needs.  Position supports day-to-day requests, payroll coordination, individual claim management, compliance and return to work procedures for all individuals within assigned business unit(s) for Goodwill Southern California.  Point person for walk in questions or concerns at assigned campus.

Essential Duties & Responsibilities:

  • Practice, support and promote the Mission, Vision and Values of Goodwill Southern California. 
  • Facilitate a positive work environment and support an environment of compassion, fairness, and consistency. Engage employees and guests with a positive professional demeanor at all times. Recognize that individual needs are unique and varied.  Strive to exceed expectations and to ensure that every interaction with an employee is reflective of a high quality organization. 
  • Coordinate leaves of absence for individuals within assigned business unit(s), to include: FMLA, CFRA, PDL, Program Interrupt, personal leave, military leave, workers’ compensation and all other mandated leaves.  Input leave of absence data within leave management system.  Serve as the primary point for leave and workers’ compensation inquiries, educating team members and mangers on the leave and worker’s compensation process and related policies.
  • Support intake of leave and workers’ compensation requests, sending required notices, forms and letters, and determining leave eligibility. WC claim intake coordination with vendor. Report accrual utilization to payroll team as applicable. Support individuals as needed with State Disability Insurance and Short Term Disability claim initiation or questions.  Ensure compliance with all applicable laws and regulations, including certification of leaves.
  • Support all workers’ compensation claims in partnership with TPA from initiation to claim to claim resolution.
  • Correspond with injured employee or participant, TPA, management, witnesses and treating doctors as needed within the first 24 hours of knowledge of incident and throughout the life of the claim. Serve as primary contact for managers to communicate concerns, restrictions, medical appointment and/or physical therapy. Escalate complex situations or sensitive situation to Director and work in conjunction for resolution.
  • Work closely with TPA and Director HR, Absence Management on WC claims.
  • Participate in weekly, monthly and/or quarterly workers’ compensation claims review meetings.
  • Create and maintain complete and accurate leave and workers’ compensation files.  This includes initiative to move from hard copy to electronic files for all open cases.
  • Facilitate Stay at Work or Return to Work options to minimize employee or participate time off work.  Coordinate with employees or participants, supervisors or managers, and HR team to complete Interactive Process (IP) for understanding of restrictions, possible reasonable accommodations, and leave expirations. Develop and generate reports related to assigned business unit(s) on a regular basis to facilitate discussions and strategize on recent risks, injuries or absences to minimize frequency in future as appropriate. Coordinate complex cases with Director as needed.
  • Primary point of contact for employee and participant requests related to temporary and permanent workplace accommodations as a result of personal medical condition or disability or work related illness or injury.  Employee or participant restrictions or limitations to be address as workplace accommodations through the Interactive Process (IP). Facilitate IP meetings to identify and assess options for providing reasonable accommodations and access to eligible employees in accordance with the Americans with Disabilities Act and other disability laws.   Initial IP meetings to be facilitated in person as possible and follow up meetings to be facilitate telephonically.  Responsible for basic IP requests and accommodations.  Work with Director on requests that have multiple restrictions or permanent and/or long term needs. 
  • Facilitate leave and workers’ compensation training for employees, managers and HR staff as needed, including new hire orientation.
  • Maintain the privacy and confidentiality of all protected health information in accordance with established policies, procedures and practices, and in compliance with applicable Federal and State regulations.
  • Participate in the development, implementation, and maintenance of policies, objectives; support department projects or initiatives to assist in the accomplishment of established team or organization wide goals.
  • Assist and work on specific projects for the department as needed (i.e., Annual Health Fair, etc).
  • Work in partnership with Employee Relations team to ensure collaboration and transparency in all job related and organizational issues.
  • Perform other duties and tasks as assigned.

Education & Experience:

  • Minimum of 2 years workers’ compensation, leave or accommodation experience. 
  • Bachelor’s degree and/or California LVN license preferred.  Will consider someone currently in process of obtaining degree.
  • General knowledge of Federal and State leave related regulations including, but not limited to: FMLA; ADA, FEHA and HIPAA.
  • Valid California Driver’s License and reliable vehicle in order to visit company locations as needed.
  • General understanding of SDI and STD plan coordination.
  • Ability to maintain high level of confidentiality and professionalism.
  • Excellent written and verbal communication skills.
  • Must have demonstrated and recent track record of dependable attendance.
  • Strong multi-tasking, prioritization and organizational skills. Must be proactive.
  • Critical thinking, analytical, problems solving and detail skills.
  • Ability to juggle multiple tasks under pressure and meet deadlines without sacrificing quality.
  • Self-motivated, demonstrates initiative in all aspects of work.
  • General knowledge of OSHA regulations.

Goodwill Industries in Southern California is an equal opportunity employer and gives consideration for employment to qualified applicants without regard to race, color, religion, sex, national origin, disability or protected veteran status. If you'd like more information about your EEO rights as an applicant under the law, please click here:

Goodwill gives preferential consideration to persons with barriers to employment.   Persons with disabilities are encouraged to apply. 

Equal Employment Opportunity

Goodwill is committed to a policy of equal employment opportunity for applicants and employees. 
Employment decisions will comply with all applicable laws prohibiting discrimination in employment including Title VII of the Civil Rights Act of 1964, the Age Discrimination Employment Act of 1967, the Americans with Disabilities Act of 1990, the Immigration and Nationality Act, and any other characteristic protected by federal or state law.  

Nondiscrimination on the Basis of Disabilities

In furtherance of our commitment to end discrimination against qualified disabled individuals, and in accordance with the provisions of Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act, and all regulations properly issued thereunder to protect the rights of qualified disabled persons, it is Goodwill's policy that no program or activity administered by it shall exclude from participation, deny benefits to or subject to discrimination any individual solely by reason of his or her disability.   Equal employment opportunity will be extended to qualified disabled persons in all aspects of the employer-employee relationship, including recruitment, hiring, upgrading, training, promotion, transfer, discipline, layoff, recall and termination.   We further affirm that we will provide reasonable accommodation to the known physical or mental limitations of an otherwise qualified disabled employee or applicant.  

It is the policy of Goodwill to provide reasonable accommodations for qualified persons with disabilities who are employees or applicants for employment.  If you need assistance for accommodations to interview because of a disability, please notify the Human Resources Department. 
Employment opportunities will not be denied to anyone because of the need to make reasonable accommodations for a disability.