Route a Leave Request Without Deciding Eligibility

Capture the request

Record the employee, the leave type requested, the start and end dates, the reason if the employee volunteers it, and the coverage plan.

Give the employee the approved form or channel. Do not ask for medical details in a chat or a general email.

The coordinator should document the next action for A controlled leave intake that preserves the employee's request, the policy, the dates, and the HR decision., the owner, and the date. A case without a next action will sit in the queue.

Use the approved HR system for A controlled leave intake that preserves the employee's request, the policy, the dates, and the HR decision.. Do not copy employee documents into a chat, a personal drive, or an unapproved spreadsheet.

Check the policy

Route the request to HR with the policy reference. The coordinator can confirm the notice period and the form, not the eligibility.

If the dates conflict with the schedule, tell the manager and HR. Do not deny the request on your own.

The coordinator should document the next action for A controlled leave intake that preserves the employee's request, the policy, the dates, and the HR decision., the owner, and the date. A case without a next action will sit in the queue.

Use the approved HR system for A controlled leave intake that preserves the employee's request, the policy, the dates, and the HR decision.. Do not copy employee documents into a chat, a personal drive, or an unapproved spreadsheet.

Confirm the decision

Record the HR decision, the dates, the pay treatment if provided, and the return date.

Tell the employee what to expect without disclosing information they do not need. Keep the medical documents in the approved system.

The coordinator should document the next action for A controlled leave intake that preserves the employee's request, the policy, the dates, and the HR decision., the owner, and the date. A case without a next action will sit in the queue.

Use the approved HR system for A controlled leave intake that preserves the employee's request, the policy, the dates, and the HR decision.. Do not copy employee documents into a chat, a personal drive, or an unapproved spreadsheet.

Authority and evidence

For A controlled leave intake that preserves the employee's request, the policy, the dates, and the HR decision., name the HR owner before the coordinator acts. The coordinator may collect, compare, and route evidence, but the HR owner decides eligibility, policy, and the employee outcome.

Record the source, version, and date for each field in A controlled leave intake that preserves the employee's request, the policy, the dates, and the HR decision.. An employee statement, a manager note, and an HR system value are different sources and should remain labeled.

Separate preparation from decision. A complete file, a drafted message, or a proposed correction is not approval. The record should show who decided and when.

Adverse cases

Test A controlled leave intake that preserves the employee's request, the policy, the dates, and the HR decision. with a missing document, a conflicting record, an expired policy, an unavailable owner, and a request outside the lane. The test should show whether the coordinator stops.

Preserve the employee's original request and the correction. Do not overwrite the earlier value or hide the failed attempt.

If the case involves identity, medical information, pay, safety, or legal rights, route it to the HR owner and keep the file in the approved system.

Verification and close

Close A controlled leave intake that preserves the employee's request, the policy, the dates, and the HR decision. only when the HR system, the payroll record, or the employee portal shows the approved change. A sent email is not proof of the update.

Tell the employee what changed and when it will appear. Give a contact for a correction. Do not promise an outcome the HR owner has not approved.

Review a sample of A controlled leave intake that preserves the employee's request, the policy, the dates, and the HR decision. cases each month. A repeated gap should change the checklist or the training, not only the coaching.