LOA
What's the best way to handle employees on a Leave of Absence / LOA? From time to time, we assign compliance training courses to all employees as REQUIRED and with a specific due date; after enrollments are done, we reset due date to + 30 days to pick up anyone hired after the initial enrollment. If employees are on a LOA, we manually re-set their due dates to [null] and when they return to work, we re-set the due dates again to +30 days. Handling this at the course level is time-consuming. It would be great if there was a way to change their status in the employee record to PAUSE, with the effects of: (1) preventing them from accessing the courses, (2) suspending their due dates; and (3) preventing their names from showing up on manager reports as coming due or overdue. And when they return, and we mark them as NOT PAUSE, they would be auto-enrolled in all the compliance training they missed while they were on LOA. How does everyone else handle this fairly normal situation?
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We have a very unique situation. LOA is handled by HR versus the Learning Team. The learner is removed from the API import which syncs daily. Then added back once they return. The Learning Team does not have visibility to this data at all. The issue with this is once they are restored, they will then get the enrollments back from before they were removed. This means they will have the same due date that was originally set by the enrollment of the user in the course. This means your courses may be overdue when you return which seems unfair to the learner. This workaround only stops them from showing overdue to the manager as there is no action to take until the employee returns. I am going to enter a suggestion for a better way to handle this normal work event.
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