MELANIE ACCIARDO
Louisville ,KY
Overview
11
11
years of professional experience
Work History
General Manager
Extended Stay America
04.2023 - 02.2026
- Refined operational processes to enhance guest experiences and drive efficiency across daily activities.
- Designed and executed comprehensive staff training programs to enhance service quality and optimize team performance.
- Managed budgeting processes, ensuring alignment with financial goals and resource allocation.
- Directed property maintenance initiatives to elevate facility standards and enhance guest experience.
- Fostered a culture of teamwork, leading regular meetings to address challenges and share best practices.
- Established relationships with local businesses to drive partnerships that enhanced guest services.
- Managed a diverse team of professionals, fostering a positive work environment and high employee satisfaction.
- Cultivated strong relationships with clients, vendors, and partners to ensure long-term success and loyalty.
Guest Service Representative
Value Place/ Woodspring Suites
01.2015 - 09.2020
- Delivered exceptional customer service, addressing inquiries and resolving issues promptly.
- Managed reservations and check-ins efficiently using property management systems.
- Assisted guests with local recommendations, enhancing overall guest experience.
- Trained new staff on service protocols and operational procedures for consistency.
- Implemented process improvements to streamline check-in/check-out workflows.
- Oversaw daily operations, ensuring adherence to company standards and policies.
- Mentored junior team members, fostering a collaborative work environment.
- Assisted guests with reservation modifications, resolving any issues promptly and professionally.
- Handled payment transactions accurately, maintaining proper cash handling procedures at all times.
- Developed strong rapport with returning guests to foster loyalty and repeat business.
- Managed guest inquiries via telephone, email, and in-person communication, ensuring accurate information delivery.
- Enhanced guest satisfaction by providing exceptional customer service at the front desk.
Education
High School Diploma -
Kirby Alternative
Skills
Achieved project milestones by optimizing team collaboration and engagement Drove team performance improvements through targeted leadership and support Enhanced overall project outcomes by promoting a cohesive team environment
Analyzed and diagnosed issues to develop targeted resolutions, improving overall service quality
Implemented strategic operations management practices to optimize resource allocation and drive productivity
Engaged with colleagues to enhance teamwork and drive collective performance
Streamlined operations by effectively juggling various tasks, ensuring timely completion and quality outcomes
Implemented effective communication strategies to inspire and motivate team members
Achieved improved team performance through effective training programs Enhanced employee skills by implementing targeted coaching strategies Fostered a culture of continuous learning through engaging workshops
Achieved project milestones by optimizing team performance and collaboration Drove successful outcomes through proactive leadership and strategic planning Enhanced team efficiency, resulting in timely project delivery
Developed strategies for improving customer engagement and resolving inquiries promptly
Engaged with stakeholders to build trust and facilitate effective communication
Conducted training sessions focused on operational procedures and best practices for staff development
Analyzed customer interactions and feedback to optimize relationship management processes and improve service delivery
Achieved optimal staffing levels through effective employee scheduling practices Improved operational efficiency by streamlining shift assignments and minimizing coverage gaps Enhanced team productivity by fostering a supportive scheduling environment
Achieved seamless communication flow within teams, resulting in improved project alignment and efficiency Developed comprehensive written materials that enhanced understanding and engagement among stakeholders Cultivated strong relationships through effective verbal communication, leading to increased collaboration and project success
Designed and executed workshops focused on skill enhancement and career advancement for team members
Analyzed and managed profit and loss statements, focusing on cost control and revenue enhancement
Achieved successful project completions by optimizing team performance and resource allocation Drove project efficiency through proactive risk management and stakeholder engagement Enhanced overall project quality by implementing best practices and lessons learned
Coordinated and maintained schedules to ensure timely project execution and adherence to deadlines
Achieved high levels of staff motivation, resulting in improved team performance Enhanced employee engagement through targeted initiatives Promoted a positive workplace culture that contributed to overall success
Purpose of Letter
This letter acknowledges your leave request. Your leave under the Family & Medical Leave Act (FMLA) request for a leave of absence to care for a family member was received on December 17, 2025. The leave was requested to begin on December 22, 2025 and end on January 31, 2026.
Your Entitlement
As of the date of this letter and prior to the beginning of your leave date, you have 480 hours of unpaid leave remaining under the Family & Medical Leave Act for the current 12 month period, which is measured backwards from the first date leave was taken.
Important Employer Information
- If you have any questions, please contact your Human Resources department at LOA-Admin@extendedstay.com.
- The Benefits Department allows the election to use payment options while on FMLA leave. The Benefits Department will not require that you use accrued paid leave for unpaid FMLA. Please contact the benefits department for specific details regarding your paid leave options.
- While on leave of absence, in order to continue your benefits, you will be responsible for payment of your benefit premiums. You will receive a separate letter from ESA Management, LLC with your responsibility to pay. Benefit premiums are due and payable to ESA Management, LLC (HVM, LLC) on or before each scheduled pay date. If you elect to receive your accrued sick and/or vacation pay while you are on leave, benefit premiums will be deducted from these paychecks first. Once all sick and/or vacation pay is exhausted, you will be responsible for the bi-weekly payment shown in the letter from ESA Management, LLC. If your payment is more than five (5) days late, your group benefits will be cancelled. If your benefits are cancelled for non-payment of premium, you will be offered the option to continue your benefits under COBRA at current COBRA rates. You will be eligible to re-enroll during the next open enrollment period at the active employee rate.
- If your leave is due to your own medical condition, the benefits department requires that you present a fitness-for-duty certificate prior to being restored to employment. If such certification is required but not received, your return to work will be delayed until certification is provided. Please contact your employer to discuss the required return to work procedures within your company.
- Inquiries regarding your employment status or any benefits should be discussed with your employer while you are on leave.
Action Required
- Read the enclosed “Read Me Next” document and learn more about how the leave of absence process works.
- Refer to attached document “Rights and Responsibilities under the Family and Medical Leave Act,” for information about eligibility, entitlement and other leave policies.
- Submit the above supporting documentation within 15 days of your scheduled leave begin date using the contact information below.
- Retain a copy for your records. Please allow two business days for us to review faxed and emailed documents and seven business days for mailed documents.
- Contact your employer at least two (2) business days prior to the date you intend to report to work to schedule your return to work and discuss your employment status. In most cases, if you return before or at the conclusion of your leave, you will be reinstated to the same or an equivalent position upon your return from the leave under the Family & Medical Leave Act (FMLA). Failure to return to work on the date indicated may be considered a resignation of your employment status.
- Recertify your ongoing leave if the circumstances have changed or upon your leave end date as indicated on your Certification of Health Care Provider Form. The maximum time allowed before recertification is required is 180 days during an approved open leave.
Our Next Steps
You will receive a separate letter regarding the status of your leave under the Family & Medical Leave Act (FMLA) request.
Attachments
- Read Me Next - Leave FAQ
- FMLA Rights
- Certification Of Health Care Provider Form Family
- What to Expect During Your Absence
What Is FMLA?
The Family Medical Leave Act (FMLA) is a Federal mandated benefit which provides eligible employees up to 12 weeks of unpaid job protection without the threat of job loss. The Leave Specialist manages the FMLA benefit and other Leave of Absences.
What Is Entitlement?
Entitlement is 12 Weeks of unpaid, job protected leave provided to “eligible” employees for the following reasons: Incapacity due to Pregnancy and childbirth, Bonding with newborn baby, foster child or adopted child, Care of a family member or self with serious health condition, Exigency Leave
What Is LOA?
Leave of Absence (LOA) is an approved, unpaid absence from work. This absence can either be intermittent or continuous FMLA or coordinated with a disability claim.
What is Disability Insurance?
Disability insurance provides supplemental income while an eligible employee is out of work on an approved medical leave of absence (non-work related illness or injury). A disability claim is managed by a Disability Case Manager (DCM).
What is an Intermittent Leave?
An intermittent leave will allow unpaid, sporadic or periodic absences from work, rather than leave of absence involving a single absence of consecutive days.
What is a Frequency?
The Frequency of an Intermittent FMLA leave is the estimated rate that absences could occur as a result of a certified serious health condition which is predicted by the physician.
What is a Continuous Leave?
A continuous leave is a single unpaid leave of absence involving more than 3 consecutive days.
Who Is Eligible?
To be eligible for FMLA employees must: Work for a covered employer at least 12 months prior to the start of the leave and Satisfy at least 1,250 hours during the 12 month period and Work in a location where the employer has 50 or more employees within a 75-mile radius.
What is a Leave Specialist?
A Leave Specialist is a Lincoln Financial representative who manages and tracks your Leave of Absences.
What is a Disability Case Manager (DCM)?
A DCM is a Lincoln Financial representative who manages your paid disability benefit.
What is IVR?
The IVR is a computerized Interactive Voice Response system that allows a computer to interact with human voice. The IVR will allow you to report an intermittent absence, report your return to work, and report a new Leave or Claim.
What is My Lincoln Portal®?
- A website dedicated to provide you 24/7 access to the most up to date information on your Disability or Leave request. Complete a onetime user registration and use company code ExtendedStay to create an account. Returning user will enter ID and password.
- Click on View an Existing Claim or Leave and Review Disability payments, See Claim and Leave Status, Get your leave entitlement balance, Report your Return to Work, Report intermittent absences, Review your Time Applied Report
What to Expect During Your Absence
- This overview can help you plan for your absence from work. If you have any questions about your claim, visit us online.
- Start Your Absence: When a health condition for you or a loved one means you'll be out of work, you can let us know by phone, mail or web. You may be eligible for additional (or different) benefits than what you've requested- we'll work quickly to let you know.
- Certify Your Absence: A doctor will need to provide documentation that 'certifies' your absence before we can approve your absence. We'll let you know when that paperwork is due, based on the timeframe set by your employer. If the information we receive is incomplete, we'll let you know what's missing and when it's needed by.
- Confirm Your Benefits: If we're able to confirm that your absence reason is eligible for benefits, we'll approve your absence for an initial period of time. If we find that your absence reason isn't covered, we'll let you know and provide info on your next steps.
- Keep In Touch: Let us know if you're going to be out of work longer than expected – you or your doctor may need to provide updated information. Keep us updated if there are any other changes to your situation. We'll work with you so you understand any changes to your absence.
- Close Your Absence: When it's time to return to work, let us and your employer know and we'll close your absence. There may be additional documentation needed by your employer before you can return to work.
- What You Need to Do: If you're already out of work or planning a future absence, contact us via our online portal, phone, or mail to start your claim. We've provided contact info in the included letter for you to choose the option that works best for you.
- Return the completed Certification by the date indicated in your letter. If you're out on intermittent absence, make sure to continue to report any missed time, even if your absence isn't yet approved.
- Get back to us promptly if we reach out with any follow-up questions.
- Let us know if your situation changes so we can help you understand any changes to your eligibility or next steps. If you're out on intermittent absence, report any missed time within 3 calendar days.
- If you're returning to work, make sure you connect with us and with your employer to confirm and make any necessary arrangements. If you're unable to return, contact us to determine additional assistance that may be available.
Your Employee Rights Under the Family and Medical Leave Act
- What is FMLA leave? The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with job-protected leave for qualifying family and medical reasons. The U.S. Department of Labor's Wage and Hour Division (WHD) enforces the FMLA for most employees.
- Eligible employees can take up to 12 workweeks of FMLA leave in a 12-month period for: The birth, adoption or foster placement of a child with you, Your serious mental or physical health condition that makes you unable to work, To care for your spouse, child or parent with a serious mental or physical health condition, and Certain qualifying reasons related to the foreign deployment of your spouse, child or parent who is a military servicemember.
- An eligible employee who is the spouse, child, parent or next of kin of a covered servicemember with a serious injury or illness may take up to 26 workweeks of FMLA leave in a single 12-month period to care for the servicemember.
- You have the right to use FMLA leave in one block of time. When it is medically necessary or otherwise permitted, you may take FMLA leave intermittently in separate blocks of time, or on a reduced schedule by working less hours each day or week. Read Fact Sheet #28M(c) for more information.
- FMLA leave is not paid leave, but you may choose, or be required by your employer, to use any employer-provided paid leave if your employer's paid leave policy covers the reason for which you need FMLA leave.
- Am I eligible to take FMLA leave? You are an eligible employee if all of the following apply: You work for a covered employer, You have worked for your employer at least 12 months, You have at least 1,250 hours of service for your employer during the 12 months before your leave, and Your employer has at least 50 employees within 75 miles of your work location.
- You work for a covered employer if one of the following applies: You work for a private employer that had at least 50 employees during at least 20 workweeks in the current or previous calendar year, You work for an elementary or public or private secondary school, or You work for a public agency, such as a local, state or federal government agency. Most federal employees are covered by Title II of the FMLA, administered by the Office of Personnel Management.
- How do I request FMLA leave? Generally, to request FMLA leave you must: Follow your employer's normal policies for requesting leave, Give notice at least 30 days before your need for FMLA leave, or If advance notice is not possible, give notice as soon as possible.
- What does my employer need to do? If you are eligible for FMLA leave, your employer must: Allow you to take job-protected time off work for a qualifying reason, Continue your group health plan coverage while you are on leave on the same basis as if you had not taken leave, and Allow you to return to the same job, or a virtually identical job with the same pay, benefits and other working conditions, including shift and location, at the end of your leave.
- Your employer cannot interfere with your FMLA rights or threaten or punish you for exercising your rights under the law. For example, your employer cannot retaliate against you for requesting FMLA leave or cooperating with a WHD investigation.
- After becoming aware that your need for leave is for a reason that may qualify under the FMLA, your employer must confirm whether you are eligible or not eligible for FMLA leave. If your employer determines that you are eligible, your employer must notify you in writing: About your FMLA rights and responsibilities, and How much of your requested leave, if any, will be FMLA-protected leave.
- Where can I find more information? Call 1-866-487-9243 or visit dol.gov/fmla to learn more.
- If you believe your rights under the FMLA have been violated, you may file a complaint with WHD or file a private lawsuit against your employer in court. Scan the QR code to learn about our WHD complaint process.
Certification of Health Care Provider for Family Member's Serious Health Condition Family and Medical Leave Act (FMLA)
- SECTION I: TO BE COMPLETED BY PATIENT/EMPLOYEE
- INSTRUCTIONS TO THE EMPLOYEE: Please complete Section I before providing this form to your family member's health care provider. The FMLA permits an employer to require that you submit a medical certification to support a request for FMLA leave. Failure to timely provide a complete and sufficient medical form will result in a denial of your FMLA Request.
- Company Name: ESA Management, LLC
- Employee Name: MELANIE ACCIARDO
- Leave ID#: 18290991
- Employee Date of Birth: ________________ Employee Phone: (____) ________________
- Employee Job Title: ________________
- Employee Regular Work Schedule: Shift Begin Time: ________________ Shift End Time: ________________
- Regular Days Worked: Sunday Monday Tuesday Wednesday Thursday Friday Saturday
- Work Schedule Comments: ________________
- Note: If you need a part time or a consistent reduced work schedule, it is your responsibility to provide this information to your employer in order for them to plan accordingly.
- Describe care you will provide to your family member: ________________
- Leave Begin Date: 12/22/2025 Leave End Date: 01/31/2026
- Family Member's information:
- Patient's Name: ________________ Patient's Date of Birth: ________________
- Patient's Relationship to Employee (Circle One): Mother / Father / Son / Daughter / Spouse / Other- ____________________
- Medical Release: I authorize the release and verification of medical information in order to process this FMLA request.
- Signature of Family Member/Patient: ____________________ Date: ____________________
- Signature of Employee (If child under age 18): ____________________ Date: ____________________
- SECTION II: TO BE COMPLETED BY A QUALIFIED HEALTH CARE PROVIDER
- INSTRUCTIONS TO THE HEALTH CARE PROVIDER: Your patient's family member has requested leave under the FMLA. Please answer all questions so a determination for FMLA coverage can be made.
- For residents of California, do not disclose the underlying diagnosis unless you have received consent from the patient.
- The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers and other entities covered by GINA Title II from requesting or requiring genetic information of an individual or family member of the individual, except as specifically allowed by this law. To comply with this law, we are asking that you not provide any genetic information when responding to this request for medical information. 'Genetic Information' as defined by GINA, includes an individual's family medical history, the results of an individual's or family member's genetic tests, the fact that an individual or an individual's family member sought or received genetic services, and genetic information of a fetus carried by an individual or an individual's family member or an embryo lawfully held by an individual or family member receiving assistive reproductive services.
SECTION II CONTINUED: TO BE COMPLETED BY A QUALIFIED HEALTH CARE PROVIDER
- 4. LEAVE DATES/FREQUENCY: For an extension of a leave, there should be no gap in time from the end date shown on page 1 and begin date provided.
- (4A) Will the patient's health condition require the employee to be absent from work for a single continuous period of time? YES NO
- If yes, Leave Begin Date: ________________ Leave End Date: ________________
- (4B) Will the patient's health condition require the employee to take recurring absences at separate periods of time? YES NO
- Frequency: Based on your medical knowledge, experience and examination of the patient, please estimate a frequency. If unsure, a reasonable range should be provided. Terms such as “n/a”, “unknown”, “undetermined” or “as needed” are not acceptable.
- I. Frequency for Incapacity:
- A) Number of episodes: _______ per Week OR Month and
- B) How many hours, days or weeks per episode?
- _______ Hour(s) _______ Day(s) _______ Week(s)
- Ii. Frequency for Treatment/Visits:
- Number of Appointments: _______ per Week OR Month
- (4C) Is it medically necessary for the employee to work a part-time or a consistent reduced work schedule due to the patient's health condition?
- If yes, specify below, including time and duration for the reduced work schedule: (Example: Cannot work more than 5 hours a day for one month)
- I certify that the information provided in this Certification of Health Care Provider form (Section II) is accurate to the best of my knowledge.
- Signature of Provider: ____________________ Date: ____________________
- Print Provider Name: ____________________ Phone: (______) ________________
- Provider Medical Specialty: ________________
- Medical Credentials (Example: MD, DO
- DC): ____________________ Fax: (______) ________________
- IF the medical credential is listed as “DC”, please confirm if x-rays have been taken for the patient's condition YES NO
- Please FAX the completed Certification of Health Care Provider form to Lincoln Financial. Retain a copy of the form AND the successful fax confirmation report for your records. If you wish to mail or contact Lincoln Financial, the information is provided at the top of page one.
Timeline
General Manager
Extended Stay America
04.2023 - 02.2026
Guest Service Representative
Value Place/ Woodspring Suites
01.2015 - 09.2020
High School Diploma -
Kirby Alternative