Maternity Leave for Part-Time Employees

misspuppychow

I work as 9 month faculty at 60% FTE. I work approximately 950 hours a year. I have worked at my job for 8 years. My employer requires you to be 75% FTE to get paid maternity leave, so that's out (it is 6 weeks). You have to work 1,250 hours in the past year to qualify for FMLA. So I'm outta luck with both. I have 10 weeks of sick time accrued, so getting paid is not my concern. My concern is my job security if I get pregnant and have a baby during the school year. Is there anything to stop my employer from firing me? Most doctor's recommend 4 weeks for a vaginal delivery and 6 weeks c-section delivery. Can my employer fire me for taking those 4-6 weeks off work since I don't qualify for FMLA? I want to start a family but I don't want to lose my job over it! I don't get vacation time since I have summers and school breaks off work (typical teacher hours). I am in Ohio.  Getting pregnant is stressful enough - I don't want to quit trying after my October cycle if we're not pregnant out of fear of losing my job if I conceive later and have a baby during the school year! TIA!

meggyme

The working mom board might have some better insight into maternity leave details. Even though they legally don't have to save your job for you, depending on your employers and their need for your skill set, that doesn't mean they won't. Talking to someone in HR would be the only way to find out if they're willing to work with you.

ETA: employers not employees.

indulgentgypsy

There are not many women on this board that can answer your question, as many are TTC their first take home baby.

First or even 3rd trimester might be a better place for your question.

To answer you though...
Yes, your employer does not need to hold your job for you under any federal guidelines. State regulations may be different, you should look them up.

letyourheartbeyourguide

I don't know about employment laws in Ohio re: discrimination or protections for pregnant women. You also might want to look into private options for short-term disability insurance and/or what disability leave you would be eligible for.

I think your best bet would be scheduling a meeting with someone in HR to discuss it. There can't be any repercussions about you inquiring into the general policies on using sick leave (or any other leave you're eligible for).

penelope4612

I suggest you look into whether or not their are state laws that prevent your employer from firing you for taking leave.  Each state has varying requirements and policies.

Also, you should talk to whomever is responsible for your employment benefits, as they probably know the answer to this.

misspuppychow

That's so frustrating that as a woman... I cannot keep a part-time job and have a family without riskign losing my job

sorarose

meggyme said:

The working mom board might have some better insight into maternity leave details. Even though they legally don't have to save your job for you, depending on your employers and their need for your skill set, that doesn't mean they won't. Talking to someone in HR would be the only way to find out if they're willing to work with you. ETA: employers not employees.

Definitely meet with someone in HR. They may have a policy you don't know about maternity leave, and they'll lead you in the right direction. Although I was FT, I didn't qualify for FMLA at my new school because I'd been there less than a year. HR was incredibly helpful telling me my options; I was also offered my job back for the following year, even though they weren't required to because that was the culture of the district. Good luck!

sassyduck0415

I'm an HR professional, but in the state of Texas. First & foremost I recommend meeting with a member of HR for your company. They are going to be the most qualified in your states laws, as well as you company's policy & procedure.

Second, in the general scope of practice, though you're not qualified for FMLA, all employees qualify for ADA. Though pregnancy is not a disability & ADA does not have anything to do with leave, ADA does state that an employer has the right to determine if an employees accommodations are reasonable. I don't say that to scare you, I'm sorry if it is.

For instance, I had an employee who said she couldn't climb stairs & as a company I had to help determine whether or not that was reasonable for business practices.

I hope this helps! Feel free to message me if you would like!!

misspuppychow

I sat down and spoke with HR. They agreed that I would have zero job protection and COULD be fired for taking any maternity leave. My boss is more than happy to give me the time off, but the ultimate decision is over her heard so I'd have to either go back to work right away or just risk it. How sad

sorarose

foreverlaur said:

I sat down and spoke with HR. They agreed that I would have zero job protection and COULD be fired for taking any maternity leave. My boss is more than happy to give me the time off, but the ultimate decision is over her heard so I'd have to either go back to work right away or just risk it. How sad

Sorry to hear that, but...