Sorry if something similar has been asked, I didn't see anything come up in the search.
First would you think it's okay to tell my female director (boss's boss) at work before my male boss? I feel more comfortable taking to her and she's mentioned me having a family before, where my male boss says thinks like "wait to have kids". I was planning to speak to HR first before telling my supervisors so I could learn about benefits.
Also our HR manual does not say anything about paid maternity leave, it says we can use short-term disability for pregnancy. However I didn't pay for ST disability this year and could enroll in November for next year, but I'm concerned pregnancy would be an existing condition (I'll be 4 months along by January). Should I not tell HR and enroll myself? Or would I be disqualified?
Has anyone had experience advocating for paid leave? My mom seams to think my company might evaluate it on a case by case basis. I don't know if we have a policy on paid leave and I can't ask anyone without outing myself.
Re: Who to tell about pregnancy & short term disability - advice
I don't think many companies in the US have maternity leave; like yours I think most have STD. In addition to STD, I took an extended Leave of Absence (past the amount "protected" by FMLA - which isn't much protection) and it was Unpaid. And then being in a Sales position, I found myself financially penalized upon my return, but I worked at home and did flex time to compensate. It recently occurred to me that I am doing my ART treatment end of year so if I get pg I would have to pay my high deductible all over again next year. I say: Happy problem! (having struggled for yrs to maintain a pg)
Congrats on your pg!
TTC#1 2003 BFNs, 2004-2009 5 angels above
2010 IVF-PGS-FET#1, DD b. Aug-2011
TTC#2 2012 BFNs, 2013 FET#2, DS b. Nov-2013
TTC#3 2015 BFNs, FET#3 (my 6th and last angel above)
My company automatically gives us STD and it's a paid leave of absence for "maternity leave" but only full pay for the first 6 weeks and the. 60% the next 12. After that no pay. My STD for intermittent is unpaid, but with proper scheduling of my doctors appointments, my schedule works around it and I get my full hours.
I would definitely check out the FMLA LOA, because that's a federal given leave due to any medical or family medical needs. I also see no problem in calling HR and talking about options before you speak with your management.