Sentinel runs federal FMLA and Colorado-specific leave law as one engine. Every deadline calculated, every notice generated, every case audit-ready — for HR teams without a legal department.
Federal FMLA + Colorado overlay run side-by-side. No spreadsheet handoffs. No "we'll figure that one out manually."
Rolling 12-month lookback, shift-aware hours math (per DOL FMLA2025-02-A), eligibility check on day 1 of notice, designation deadlines in business days per 29 CFR 825.300(d)(4).
Up to 12 weeks at 90% wage replacement. Weekly max $1,150 (2026). Runs concurrent with FMLA. Job-protected.
Citation: 8 CCR 1205-3 § 1.2
Every case generates 12 documents per 29 CFR 825.500 retention requirements. If Colorado HR gets a DOL inquiry, the file is one button.
HR managers can be personally sued under FMLA (Haybarger v. Lawrence County, 3d Cir. 2012). Sentinel keeps your name off the deposition list by closing every gap your manual process would miss.
10-minute audit call. We'll walk your current FMLA + Colorado leave process, surface the gaps, and show you how Sentinel closes each one. No sales pressure.