Sentel runs federal FMLA and Rhode Island-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 + Rhode Island 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 8 weeks at 60% wage replacement. Weekly max $1,070 (2026). Runs concurrent with FMLA. Job-protected.
Citation: R.I.G.L. § 28-41-35
Every case generates 12 documents per 29 CFR 825.500 retention requirements. If Rhode Island HR gets a DOL inquiry, the file is one button.
HR managers can be personally sued under FMLA (Graziadio v. Culinary Institute of America, 2d Cir. 2016; Haybarger v. Lawrence County, 3d Cir. 2012). Sentel closes the documentation gaps a manual process misses, so the record of what you decided and when exists before anyone asks for it. Not legal advice.
10-minute audit call. We'll walk your current FMLA + Rhode Island leave process, surface the gaps, and show you how Sentel closes each one. No sales pressure.