When reviewing leave plans in Cocoon, it’s important to understand that Wisconsin FMLA (WFMLA) operates differently from federal FMLA. This can impact how leave is displayed and applied across different phases of a leave. This article explains how WFMLA is applied to leaves and how it is reflected in Cocoon.
How WFMLA Works
WFMLA is category-based, meaning it provides separate leave entitlements depending on the reason for leave, rather than one continuous bank of time.
Under WFMLA, employees are eligible for:
Up to 2 weeks for their own serious health condition (including pregnancy- related disability)
Up to 6 weeks for bonding with a new child
These entitlements are distinct and capped individually. They do not combine into a single pool of time and are not interchangeable.
WFMLA operates on a calendar- year basis, meaning entitlements reset each calendar year. This may differ from federal FMLA, which typically uses a rolling or employer defined 12-month measurement period.
When an employee is eligible for both WIFMLA and federal FMLA, the leaves typically run concurrently.
How This Applies in Practice
Because WFMLA is structured in separate categories, how and when leave is used matters.
The 2 weeks of WFMLA disability entitlement applies at the start of the disability period. For medical leaves, this applies to the start of the medical leave. For parental leaves, this may include pre-birth or post-birth disability. If pre-birth is added to a parental leave, the 2 weeks of WFMLA will solely apply to the start of pre-birth disability.
Example:
If the 2-week medical entitlement is used pre-birth, it is considered fully exhausted
This means there is no remaining WFMLA medical leave available for post-birth recovery, even if disability continues.
As a result
If the employee is eligible for federal FMLA, post-birth recovery is covered under federal FMLA
The 6-week bonding entitlement under WFMLA remains fully available
If the employee is not eligible for federal FMLA, post-birth recovery may be unpaid or subject to employer policy
How WFMLA Appears in Cocoon
In Cocoon, WFMLA is displayed in alignment with how the law is structured:
Disability and bonding entitlements are tracked separately
Once the 2 week disability entitlement is used, it will no longer appear as available for later phases of leave
Bonding leave will still be shown as available and usable, even after disability leave is exhausted
WFMLA bonding leave may:
Run concurrently with federal FMLA, or
Begin after federal FMLA exhausts, depending on how much federal leave has already been used
Common Point of Confusion
A common expectation is that WFMLA will “map” continuously across the entire leave timeline, particularly into the post-birth recovery period.
However, WFMLA does not function this way.
Because the disability and bonding entitlements are separate:
The disability portion cannot be reused or shifted to a different phase once exhausted
Each leave type is applied strictly based on its designated category
Why Cocoon Reflects It This Way
Cocoon’s leave tracking mirrors the structure defined by Wisconsin law. This approach is consistent with:
Guidance from the Wisconsin Department of Workforce Development
Standard interpretation by Wisconsin employment law practitioners
If you have questions about how a specific leave plan is structured or displayed, reach out to [email protected]