Suggest that, instead, it be in the benefits cost, consistently applied
across all employees, and a "pooled rate" rather than individualized
benefits costs be used.  That way sponsored programs pay their share based
on % effort with the total costs of all FMLAs spread over the total work
force.  It is clearly a benefit subject to direct costing, rather than an
indirect matter.

Chuck

At 11:51 AM 8/12/2004, you wrote:

>How are your organizations accounting for salary and benefit expense
>related to paid time off taken under the Family Medical Leave Act
>(FMLA)?  Direct cost vs. indirect cost?  Institutional cost vs. charging
>to grants?
>
>Up to this point, we have absorbed this as an institutional cost due to
>uncertainty about what the gov't's "fair share" would be.  Maybe I'm
>answering my own question......maybe we should be including it our
>indirect cost rate, however, all of our other fringe benefits are
>accounted for as a direct cost.  Any thoughts, comments or example
>policies would be appreciated.
>
>Best regards from the beautiful, but cold and wet, State of
>Wisconsin!  (Temps have been hovering around 50 - 55 degrees this week)!
>
>Deb
>
>***************************************************
>Debra K. Hansen
>Director of Sponsored Programs and Fiscal Affairs
>Marshfield Clinic Research Foundation
>1000 N Oak Avenue - 1R3
>Marshfield, WI   54449
>715-387-9130
>xxxxxx@mcrf.mfldclin.edu
>***************************************************
>
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Herbert B. Chermside, CRA
Special Asst. to VP-Research
Virginia Commonwealth University
PO BOX 980568
Richmond, VA  23298-0568
Voice:  804-827-6036
Fax     804-828-2051
e-mail xxxxxx@vcu.edu

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