Sentinel 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 7 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 (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 + Rhode Island leave process, surface the gaps, and show you how Sentinel closes each one. No sales pressure.