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BENEFITS QUESTIONS?
OUR BENEFITS STAFF IS HERE TO HELP
We're proud to offer a wide array of benefit options. Let us help you make educated choices about your healthcare coverage so that you and your family can make the most of your benefits.
If you have any questions, please contact your Benefits Desk Team at:
CALL NOW!
EMAIL THE TEAM!
A team member will respond within 24 hours.
Monday - Friday | 7:30 a.m. - 5:00 p.m., Central Time (CT)
HAVE BENEFIT QUESTIONS?
Contact your Benefits Desk Team
Phone: (888) 655-9980
Hours: Monday - Friday | 7:30 AM to 5:00 PM CT
This portal includes a high-level summary of common benefits. For more details about your plans, please refer to your Plan Document, Summary Plan Description, or Certificate of Insurance Coverage. The information in those formal plan documents governs.
© 2026 TrueNorth Companies, L.C. All rights reserved.
NEW HIRE & EMPLOYEE FORMS
DOWNLOAD FORMS FOR NEW HIRES & EMPLOYEES
NEW HIRE FORMS
EMPLOYEE FORMS
HAVE BENEFIT QUESTIONS?
Contact your Benefits Desk Team
Phone: (888) 655-9980
Hours: Monday - Friday | 7:30 AM to 5:00 PM CT
This portal includes a high-level summary of common benefits. For more details about your plans, please refer to your Plan Document, Summary Plan Description, or Certificate of Insurance Coverage. The information in those formal plan documents governs.
© 2026 TrueNorth Companies, L.C. All rights reserved.
JOB DESCRIPTIONS
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ENVIRONMENT | LAUNDRY | MAINTENANCE
NURSING
HAVE BENEFIT QUESTIONS?
Contact your Benefits Desk Team
Phone: (888) 655-9980
Hours: Monday - Friday | 7:30 AM to 5:00 PM CT
This portal includes a high-level summary of common benefits. For more details about your plans, please refer to your Plan Document, Summary Plan Description, or Certificate of Insurance Coverage. The information in those formal plan documents governs.
© 2026 TrueNorth Companies, L.C. All rights reserved.
PAYROLL,
VACATION,
& TIME OFF
DOWNLOAD PAYROLL, VACATION, AND TIME OFF FORMS
HAVE BENEFIT QUESTIONS?
Contact your Benefits Desk Team
Phone: (888) 655-9980
Hours: Monday - Friday | 7:30 AM to 5:00 PM CT
This portal includes a high-level summary of common benefits. For more details about your plans, please refer to your Plan Document, Summary Plan Description, or Certificate of Insurance Coverage. The information in those formal plan documents governs.
© 2026 TrueNorth Companies, L.C. All rights reserved.
FMLA
ACCESS LEAVE ADMINISTRATION RESOURCES
We remain committed to supporting a healthy work-life balance for our employees. This includes offering various leave options to address personal and professional needs.
LEAVE CASE SUBMISSION
FMLA Process
When an employee has indicated they need time off work, please submit a case via AbsenceTracker. To log in, click the button below.
For more information on FMLA, please go to the Department of Labor's website.
FAMILY MEDICAL LEAVE ACT (FMLA)
What is it? Who is eligible? When can they take FMLA?
The FMLA provides eligible employees of covered employers with job-protected leave for qualifying family and medical reasons and requires continuation of their group health benefits under the same conditions as if they had not taken leave. FMLA leave may be unpaid or used at the same time as employer-provided paid leave. Employees must be restored to the same or virtually identical position when they return to work after FMLA leave.
Eligible employees:
Employees are eligible if they work for a covered employer for at least 12 months, have at least 1,250 hours of service with the employer during the 12 months before their FMLA leave starts, and work at a location where the employer has at least 50 employees within 75 miles.
The FMLA protects leave for:
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The birth of a child or placement of a child with the employee for adoption or foster care,
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The care for a child, spouse, or parent who has a serious health condition,
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A serious health condition that makes the employee unable to work, and
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Reasons related to a family member’s service in the military, including
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Qualifying exigency leave - Leave for certain reasons related to a family member’s foreign deployment and
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Military caregiver leave – leave when a family member is a current servicemember or recent veteran with a serious injury or illness.
How much time does an employee get?
Eligible employees may take:
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Up to 12 workweeks of leave in a 12-month period for any FMLA leave reason except military caregiver leave and
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Up to 26 work weeks of military caregiver leave during a single 12-month period.a
Intermittent or reduced schedule leave:
Employees have the right to take FMLA leave all at once or, when medically necessary, in separate blocks of time or by reducing the time they work each day or week. Intermittent or reduced schedule leave is also available for military family leave reasons. However, employees may use FMLA leave intermittently or on a reduced leave schedule for bonding with a newborn or newly placed child only if they and their employer agree.
Paid leave?
FMLA is job-protected, unpaid leave. Employees may use employer-provided paid leave at the same time as they take FMLA leave if the reason they are using FMLA leave is covered by the employer’s paid leave policy. An employer may also require an employee to use their paid leave during FMLA leave.
How does leave need to be requested?
Requesting FMLA leave:
Employees do not have to specifically ask for FMLA leave but do need to provide enough information so the employer is aware the leave may be covered by the FMLA.
Employees must provide notice to their employer as soon as possible and practical that they will need to use FMLA leave. For example, if an employee knows that they have a procedure for a serious medical condition scheduled in three weeks, the employee needs to provide notice to the employer as soon as the procedure is scheduled.
Employers may ask for information from the health care provider before approving FMLA leave and must allow 15 calendar days to provide the information. In some circumstances, such as when the employee’s health care provider is not able to complete the certification information timely, employees must be allowed additional time.
What does FMLA do for the employee?
Job protection:
Employees who use FMLA leave have the right to go back to work at their same job or to an equivalent job that has the same pay, benefits, and other terms and conditions of employment at the end of their FMLA leave. Violations of an employee’s FMLA rights may include changing the number of shifts assigned to the employee, moving the employee to a location outside of their normal commuting area, or denying the employee a bonus for which they qualified before their FMLA leave.
An employer cannot threaten, discriminate against, punish, suspend, or fire an employee because they requested or used FMLA leave. Violations of an employee’s FMLA rights may include actions such as writing up the employee for missing work when using FMLA leave, denying a promotion because the employee has used FMLA leave, or assessing negative attendance points for FMLA leave use.
Group health plan benefits:
Employers are required to continue group health insurance coverage for an employee on FMLA leave under the same terms and conditions as if the employee had not taken leave. For example, if family member coverage is provided to an employee, family member coverage must be maintained during the employee’s FMLA leave.
Employer Notification Requirements
Covered employers must provide employees with certain critical notices about the FMLA.
Eligibility Notice:
When an employee first requests leave for a reason that may qualify for FMLA leave, the employer must notify the employee whether they are eligible for FMLA leave. This must be provided within 5 business days from the recognition of/request for FMLA.
Rights and Responsibilities Notice:
If the employee is eligible, the employer must notify the employee in writing about employee rights and responsibilities under the FMLA. This must be provided within 5 business days from the recognition of/request for FMLA.
Designation Notice:
Once the employer has enough information to know whether a leave request qualifies as FMLA leave, the employer must notify the employee in writing whether the employee’s time off from work will be designated FMLA leave, and the amount of time that will count against the employee’s FMLA entitlement.
Once the employer has enough information to determine that the employee’s requested leave qualifies as FMLA leave, the employer must provide the employee with a written designation notice within five business days, absent extenuating circumstances. If insufficient/incomplete certification, the request for additional information is submitted to the employee/physician and we must allow 15 days for this to be completed.
Employers are also required to comply with all applicable requirements under Federal or State law for notices provided to sensory-impaired individuals.
Where a significant portion of the employer’s workforce is not literate in English, employers are required to provide certain notices in languages other than English.
General Notice:
All covered employers must display a general notice about the FMLA, the FMLA poster. If a covered employer has any eligible employees, the employer must also provide each employee individually with a general notice containing the same information about the FMLA as contained in the FMLA poster.
Eligibility Notice:
When an employee first requests leave for a reason that may qualify for FMLA leave, the employer must notify the employee whether they are eligible for FMLA leave.
Rights and Responsibilities Notice:
If the employee is eligible, the employer must notify the employee in writing about employee rights and responsibilities under the FMLA.
CONSEQUENCES OF NOT PROVIDING REQUIRED NOTICES
Failure to provide required FMLA notices may constitute an interference with, restraint, or denial of the exercise of an employee’s FMLA rights. An employer may be liable for compensation and benefits lost by reason of the violation, for other actual monetary losses sustained as a direct result of the violation, for liquidated damages, and for appropriate equitable or other relief, including employment, reinstatement, promotion, or any other relief tailored to the harm suffered.
TrueNorth provides the required notices to both the employee and the facility for their records.
PREGNANT WORKERS FAIRNESS ACT (PWFA) (2024)
The what, who, when, where, and why?
Which employers does the PWFA apply to?
The PWFA applies to private employers and public sector employers (state and local governments) that have 15 or more employees. It also applies to Congress and Federal agencies, and to employment agencies and labor organizations.
Who does the PWFA protect?
The PWFA provides for reasonable accommodations for qualified applicants or employees who have known limitations. Under the PWFA, “limitations” are physical or mental conditions related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions.
What does the PWFA prohibit?
Covered employers must not:
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Fail to make a reasonable accommodation for the known limitations of an employee or applicant, unless the accommodation would cause an undue hardship;
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Require an employee to accept an accommodation other than a reasonable accommodation arrived at through the interactive process;
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Deny a job or other employment opportunities to a qualified employee or applicant based on the person’s need for a reasonable accommodation;
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Require an employee to take leave if another reasonable accommodation can be provided that would let the employee keep working;
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Punish or retaliate against an employee or applicant for requesting or using a reasonable accommodation for a known limitation under the PWFA, reporting or opposing unlawful discrimination under the PWFA, or participating in a PWFA proceeding (such as an investigation)
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Coerce individuals who are exercising their rights or helping others exercise their rights under the PWFA.
Can employers require that the employee or applicant provide information from the employee’s health care provider about the limitation?
In many instances under the PWFA, a discussion with the applicant or employee may be sufficient and supporting documentation will not be needed. Employers also should keep in mind that it may be difficult for a worker to obtain information from a health care professional early in pregnancy.
What should employers remember about the PWFA and reasonable accommodation?
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Train supervisors about the PWFA. First-level supervisors may be particularly likely to receive accommodation requests and should be trained about how to respond, including how to avoid retaliating against those who request or use a reasonable accommodation.
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Workers do not need to use specific words to request an accommodation to begin the interactive process. Once an employee requests an accommodation, use the interactive process.
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Limitations may be minor and may be associated with an uncomplicated pregnancy and may require accommodations that are easy to make.
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A worker may need different accommodations as the pregnancy progresses, they recover from childbirth, or the related medical condition improves or gets worse.
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For assistance identifying possible reasonable accommodations, consult the Job Accommodation Network (JAN) (https://askjan.org/). JAN is a free, expert, confidential service that helps workers and employers with reasonable accommodations.
AMERICANS WITH DISABILITIES ACT (ADA)
The what, who, when, where, and why?
Title I of the Americans with Disabilities Act of 1990 prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment.
The ADA covers employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations.
An individual with a disability is a person who:
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Has a physical or mental impairment that substantially limits one or more major life activities
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Has a record of such an impairment; or
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Is regarded as having such an impairment.
A qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question. Reasonable accommodation may include, but is not limited to:
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Making existing facilities used by employees readily accessible to and usable by persons with disabilities.
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Job restructuring, modifying work schedules, reassignment to a vacant position;
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Acquiring or modifying equipment or devices, adjusting or modifying examinations, training materials, or policies, and providing qualified readers or interpreters.
An employer is required to make a reasonable accommodation to the known disability of a qualified applicant or employee if it would not impose an "undue hardship" on the operation of the employer's business. Reasonable accommodations are adjustments or modifications provided by an employer to enable people with disabilities to enjoy equal employment opportunities. Accommodations vary depending on the needs of the individual applicant or employee.
Not all people with disabilities (or even all people with the same disability) will require the same accommodation. For example:
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A deaf applicant may need a sign language interpreter during the job interview.
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An employee with diabetes may need regularly scheduled breaks during the workday to eat properly and monitor blood sugar and insulin levels.
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A blind employee may need someone to read information posted on bulletin board.
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An employee with cancer may need leave to have radiation or chemotherapy treatments.
An employer does not have to provide a reasonable accommodation if it imposes an "undue hardship." Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as an employer's size, financial resources, and the nature and structure of its operation.
STATE OF IOWA - PREGNANCY DISABILITY LEAVE ACT
The what, who, when, where, and why?
The state pregnancy leave provisions apply to employers with four or more employees.
State of Iowa Pregnancy Disability Leave (PDF Download)
Employee eligibility
Unlike federal FMLA, the state pregnancy discrimination provisions do not contain any eligibility criteria; the employee needs to work for an employer with four or more employees.
Leave entitlement
When required by the employee's health care provider, employees must be allowed to take an unpaid leave of absence for up to eight weeks if they are disabled because of the employee's pregnancy, childbirth, or related medical condition.
Type of leave
In regard to pregnancy disability leave, pregnancy is considered a temporary disability and must not be treated more harshly than other temporary disabilities under an employer policy.
Maintenance of health benefits
The law does not indicate that group health insurance coverage is required to be maintained during a pregnancy disability leave. Pregnancy-related leave should be treated the same as other types of leave. However, the federal FMLA does require group health care to be maintained during leave. Job Restoration
Employers must hold open a job for a pregnancy-related absence the same length of time jobs are held open for employees on sick or disability leave, but must allow up to eight weeks of medically indicated leave. Beyond that, employers should try to return the person to the same or similar job within the same pay range.
Notice
Employees must provide timely notice of the period of leave requested, and the employer must approve any change in the period requested before the change is effective. Employers may require that there be a medical certification to support the need for pregnancy disability leave.
HAVE BENEFIT QUESTIONS?
Contact your Benefits Desk Team
Phone: (888) 655-9980
Hours: Monday - Friday | 7:30 AM to 5:00 PM CT
This portal includes a high-level summary of common benefits. For more details about your plans, please refer to your Plan Document, Summary Plan Description, or Certificate of Insurance Coverage. The information in those formal plan documents governs.
© 2026 TrueNorth Companies, L.C. All rights reserved.
MISC. FORMS
DOWNLOAD ON-CALL AND MISCELLANEOUS FORMS
HAVE BENEFIT QUESTIONS?
Contact your Benefits Desk Team
Phone: (888) 655-9980
Hours: Monday - Friday | 7:30 AM to 5:00 PM CT
This portal includes a high-level summary of common benefits. For more details about your plans, please refer to your Plan Document, Summary Plan Description, or Certificate of Insurance Coverage. The information in those formal plan documents governs.
© 2026 TrueNorth Companies, L.C. All rights reserved.
NEED HELP?
BENEFITS QUESTIONS?
OUR BENEFITS STAFF IS HERE TO HELP
We're proud to offer a wide array of benefit options. Let us help you make educated choices about your healthcare coverage so that you and your family can make the most of your benefits.
If you have any questions, please contact your Benefits Desk Team.
A team member will respond within 24 hours.
Monday - Friday | 7:30 a.m. - 5:00 p.m., Central Time (CT)
HAVE BENEFIT QUESTIONS?
Contact your Benefits Desk Team
Phone: (888) 655-9980
Hours: Monday - Friday | 7:30 AM to 5:00 PM CT
This portal includes a high-level summary of common benefits. For more details about your plans, please refer to your Plan Document, Summary Plan Description, or Certificate of Insurance Coverage. The information in those formal plan documents governs.
© 2026 TrueNorth Companies, L.C. All rights reserved.
