I am working until 2 weeks before my EDD but I am not going back after mat leave so time at home with baby is less of a concern. If I was going back to work I would work until I went into labour to maximize my leave with baby. Last time I had 2 weeks of vacation I had to use up prior to leave so I stopped 2 weeks before EDD and he was late. I ended up being off for over 3 weeks before he arrived and I was bored (although my house was super clean). I would work right until my due date this time but my best friend is getting married the week after so I will have lots to keep me busy in the event that I am late again.
My first pregnancy, I was returning to my employer after a relevant professional fellowship program, and the timing worked out so that I had a week off before giving birth. I don't know if it was coincidence or having nothing to do, but I went from feeling great to feeling pretty crappy and over it, really fast.
This time, I am under German law so could technically stop working (and be paid) 6 weeks before my due date. I will work until 1-2 weeks before my EDD, though.
I am sharing this because I see that a lot of women unfortunately don't have the luxury of taking time off before the baby...and I want to provide the perspective that having time off wasn't so good for me, personally, anyway.
I had DS in August, so being a teacher, i didnt have to worry about work. This time DD is due June 11. The day after the last day with the kids. The plan is to go until i go into labor. We will see what happens when i get there though. Last week of school, 40 weeks pregnant? It sounds a little scary.
Me: 34 DH: 35 Married: July 2009 BFP: November 2012 after 2 years of TTC DS born August 2013 Diagnosed with PCOS April 2016 3 months of trigger shot with timed intercourse BFN x3 First IUI: 9/17/16 BFP: 9/30/16 EDD: 6/11/17
I was willing to work until the beginning of June (EDD June 21st), but due to the nature of my job my boss and I agreed that I will work until mid-April, then help train the next person for a week or two so they take over beginning of May. I don't have FMLA or anything through my work (the company is literally just my boss and I) so I'm just grateful we had the discussion far enough in advance so I could plan accordingly. I figure I'll use my free time to complete my capstone project for my grad cert so that it is done before baby comes. I do enjoy making money though, so I may end up finding online jobs to do in the meantime regardless.
This thread has 1) reminded me that we have a long long way to go in terms of improving maternity leave policies in the states and 2) reminded me to begin working on my MT coverage plan/ transitions earlier. Completely wasn't factoring in bedrest or other unforeseen conditions (thanks for flagging). I may be at higher risk for pre-eclampsia this time around, so I guess I should be more proactive and start mapping things out sooner to avoid the additional stress.
I will work up until my due date but have flexibility at work where I could work from home.
Last time I went into labor 11 days early on a weekend so it wasn't an issue. Hoping for a similar scenario that doesn't entail my water breaking at our office
This all depends on how strict my job will be about me working there a year in order to have FMLA benefits. My due date cuts really close to the year mark so taking time off before will be tough if they're sticklers about it. I'm looking at a possible scheduled c-section so I would take the week before off if I can, and try to work remotely the 3 weeks before that. Otherwise I'll still ask to work remotely until my delivery.
Last time I worked until the day before, but that was because I was induced. I plan to go as far this time, but I still have to figure out how to file for short term disability and fmla. Last time I was a contractor so it didn't matter.
I have short term disability and my rep told me to contact him a month before my due date to get the process started. I talked to my HR Dept today she told me to contact her first of April to start FMLA paperwork. She said she wanted to wait until I was a little closer because we earn sick & vacation time each pay. And so that she would have a better understanding of how much PTO I will have. I will have to use my PTO before my time goes unpaid.
Last time I worked up until my due (well, the Thursday before. I was due on a Sunday). I went into labor that following Monday (day after due date).
This time around I schedule myself month to month and work part time. So I don't plan on scheduling myself for June at all (due June 6). And if I feel like it I'll go in for two half days the week before my due date week but just let my boss know the night before.
With DD I took the day off before I was induced. This time school is out June 2nd, then I have inservice the next week which will give me about two weeks before my due date.
The way my work schedule is I'll be technically on FMLA June 20 but my last night of work will be June 15. If I could just go into labor in that week I would be happy with that. FMLA is already in and approved. May ask my doc to request me to be part time from 36 weeks, especially if things start hurting bad. Then I can also get paid out my PTO as part time, allowing it to last longer.
I'm due on a Tuesday (6/13) so right now I'm looking at working up until the Thursday before and using my two personal days for that Friday & Monday. Per my HR department we can take 6 weeks for vaginal delivery and 8 weeks for a cesarean section and if we need more time off we have to provide a medical reason for either myself or baby boy. I'd like to take the whole 12 weeks but right now I'd be happy with 8-10 weeks off. Mind you that all of this is via FMLA which I didn't realize they could so heavily govern.
Well, I found out this week that my clinic is eliminating OT services as of April 30th so my last day of work will be April 26th. The PLAN was to work until I felt I could not anymore (due June 1) and DS was born at 37 weeks for various circumstances.
So...I have 8 more weeks left of work. I like to look for the silver lining; it will be really nice to spend the month of May with DS just us before DS2 arrives.
This all depends on how strict my job will be about me working there a year in order to have FMLA benefits. My due date cuts really close to the year mark so taking time off before will be tough if they're sticklers about it. I'm looking at a possible scheduled c-section so I would take the week before off if I can, and try to work remotely the 3 weeks before that. Otherwise I'll still ask to work remotely until my delivery.
@meilay I hope your employer works with you if you go into labor before your one year mark. Just Incase they aren't a good company for your own protection to be covered under federal law to have your job protected you have to be employed a year. Hopefully you job will allow you flexibility in your leave just if you have any doubt I would try to stick it out until your year mark.
I went into labor with my first 2.5hrs after my last night shift at work at 39+1. Will be at almost 39 weeks at the very end of May, so thinking of asking to either not be scheduled for shifts in June or being scheduled for 1-2 and on admin/sick call so that I can technically still start my FMLA on my due date (June 8) or when I actually deliver. That way, I don't have too many shifts scheduled for others to cover in case I do go early, which is sometimes hard to arrange, and I can always use sick time for any of those (I have a LOT of extra sick days accrued). Would like to maximize FMLA (mostly will be paid) for only once baby is here and then use some extra unpaid time to extend leave until the end of September, if possible. Depends on how much I can save up in terms of both time credit at work and money from taking on extra shifts before I deliver. Hate that it has to be so complicated to spend time with your baby!
@Mother0fDragons it totally stinks. I work for an ABA clinic, so they're incredibly "billable" and reinbursment driven. OT reimbursement rates are just not great, especially for private insurance, so they are losing about half of my part time salary in a years time. It's just upside down and "as much as they love me as a clinician and person, they're not in the business to be losing money".
Adding- I am the only OT. I had a relationships with the clinicians during my previous job, and once I left that we began the conversation about OT starting at the current clinic I'm at. So, it was a brand new program and we were working through the reimbursements as we went. With my part time status and the crappy reimbursement rates, they just can't afford to continue to lose $$. I totally understand where my HR department is coming from, but it still sucks for me, and my kids/families losing out on OT services.
Totally unsure of what I'll be doing. If I do go back to work, I won't be looking for anything before October/November so I have some time to decide. We don't need me to work...but I do enjoy the balance. We will see!
I'm hoping to leave work early this time. I worked up until my water broke last time. I was so uncomfortable and basically teaching from a rolling chair for a few weeks, but I wanted to save my sick days. I was exhausted after teaching almost a full day and then going into labor, plus my water broke in the parking lot of work, and I'd really like to avoid my water breaking in front of a bunch of teenagers, if possible. I don't need to save my sick time this time, so I'm hoping to leave at about 36 weeks (my first two were 1-2 weeks early). Need to discuss this with my doctor.
I am very lucky to be part of a union. I get a month my due date and six weeks after the baby's born with full pay (using accumulated sick days). After that, I can use FMLA.
I'm due on a Tuesday (6/13) so right now I'm looking at working up until the Thursday before and using my two personal days for that Friday & Monday. Per my HR department we can take 6 weeks for vaginal delivery and 8 weeks for a cesarean section and if we need more time off we have to provide a medical reason for either myself or baby boy. I'd like to take the whole 12 weeks but right now I'd be happy with 8-10 weeks off. Mind you that all of this is via FMLA which I didn't realize they could so heavily govern.
Talk to your doctor about this. They are the ones who complete the paperwork and maybe they can provide you some insight. I don't think they can if your doctor writes you off for 12 weeks. It just might be unpaid.
@tmrussell I'm in a similar boat with needing a Dr. note after 8 weeks. I'm going to talk to my doctor to see what we can do, but with my vacation time I can get to 10.5 weeks, but I'd much rather use the STD time if I can.
Has anyone had luck getting the Dr. to sign off on 12 weeks for medical reasons from the jump? I hope I don't have complications, but I also want to use the whole 12 weeks if possible.
Your doctor could get in trouble for writing you a note for extra time off of there is not actually a medical reason. I was under the impression that FMLA allowed you to take 12 weeks off for the birth of a child, even though you are not technically"disabled" after the 6-8 weeks in most circumstances, though much of it may be unpaid.
Your doctor could get in trouble for writing you a note for extra time off of there is not actually a medical reason. I was under the impression that FMLA allowed you to take 12 weeks off for the birth of a child, even though you are not technically"disabled" after the 6-8 weeks in most circumstances, though much of it may be unpaid.
@mrt that is a good point. I did not use FMLA for my first pregnancy... My employer didn't qualify too small. I know the doctor completes the paper work. Ladies at my office use FMLA for 11 to 12 weeks for leave all the time. I am not sure how it works. I think the discussion should start with your doctor and reviewing the paperwork. Luckily 12 weeks is standard where I work so I haven't worried about it.
My other thought is it FMLA allows for 12 weeks for the birth of the child without a medical reason just due to birth for bonding etc then that should be covered under federal law and not up to employer policy... Right?
@beckij34 you need to find out if you qualify for FMLA at your employer... I have a feeling they were talking more and the terms of six weeks paid for vaginal birth 8 weeks paid for cesarean birth as that goes along the lines of short-term disability I did a little research on FMLA and it does state that you are entitled to 12 weeks for the birth of a child the father has the same rights he can take 12 weeks off for the birth of the child:
I'm due June 1/May 31(according to dating scan), but I'm already on sick leave due to sciatica up until my due date. Once baby is born it switches into maternity leave (15 weeks) followed by parental leave (35 weeks). So I suppose a total of 60-65 weeks of leave. They average out 55% of my top paying 21 weeks of work within the last year so while our income drops quite a bit, it's not too bad and will be manageable while I'm home!
I live in CA so I can receive up to 12 weeks disability pay after birth (6 weeks bonding, 6 weeks recovery if I have a csection), and I will be taking them all in addition to the two weeks my job pays for and then two weeks unpaid (I'll be taking two weeks less if I don't have a c-section). I'm not worried about my job protection and know I can take the 14-16 weeks as long as I go out on leave in the month of June. I'm just waiting to hear back to see what would happen if there was an emergency and I didn't make it to June so DH and I can be prepared.
The only way I get paid while I'm off is to use any sick leave I have accumulated. If I can get the whole 12 weeks off I'd get paid for halfish of it using my accrued sick leave. I was under the impression we could just take off 12 weeks too via FMLA without any issues. I work for a school district so we qualify for FMLA benefits.
@beckij34 I work for a school district too, my district told me that I could actually take the rest of my 12 weeks in the fall (baby will probably come 2-3 weeks before the end of the school year, so I could take off 9 weeks at the start of next year), but all of that would be unpaid. If they are telling you you can't take off 12 weeks (understanding you won't get paid for a lot of it) I would talk to someone to clarify. Union person (depending on what state you are in) or your doctor might be good starting places.
@beckij34 I would second reaching out to your union rep. FMLA is 12 weeks of job protection and runs concurrent with whatever leave policy your job has. So if you have to use sick leave, vacation pay, disability, etc. and that doesn't cover 12 weeks, you're still allowed the 12 weeks even if part is unpaid.
I'm self employed. I'd love to not work for at least a week before my due date. I worked all the way up to delivery with my first. I wasn't self employed at that time. I honestly wish I'd have had some time off before. It was hard going from working full time to jumping right into being a FTM. I didn't feel as though I was in the right head space. However, I don't know if any amount of time could have put me in the right head space. It'll be the state of our finances that'll determine when I stop working.
Re: When will you stop working?
This time, I am under German law so could technically stop working (and be paid) 6 weeks before my due date. I will work until 1-2 weeks before my EDD, though.
I am sharing this because I see that a lot of women unfortunately don't have the luxury of taking time off before the baby...and I want to provide the perspective that having time off wasn't so good for me, personally, anyway.
Me: 34 DH: 35
Married: July 2009
BFP: November 2012 after 2 years of TTC DS born August 2013
Diagnosed with PCOS April 2016
3 months of trigger shot with timed intercourse BFN x3
First IUI: 9/17/16 BFP: 9/30/16 EDD: 6/11/17
thanks for all of the input ladies!
Last time I went into labor 11 days early on a weekend so it wasn't an issue. Hoping for a similar scenario that doesn't entail my water breaking at our office
Me: 29 DH: 35
Married: 9/29/12
DS #1: 3/8/15DS - 5/2010
DD - 6-2013
TTC #3 - Cycle #9
This time around I schedule myself month to month and work part time. So I don't plan on scheduling myself for June at all (due June 6). And if I feel like it I'll go in for two half days the week before my due date week but just let my boss know the night before.
So...I have 8 more weeks left of work. I like to look for the silver lining; it will be really nice to spend the month of May with DS just us before DS2 arrives.
DH: 29
DS: 18 months 4/2/2015
Baby #2 EDD: 6/1/2017
Due June 25 2017
Adding- I am the only OT. I had a relationships with the clinicians during my previous job, and once I left that we began the conversation about OT starting at the current clinic I'm at. So, it was a brand new program and we were working through the reimbursements as we went. With my part time status and the crappy reimbursement rates, they just can't afford to continue to lose $$. I totally understand where my HR department is coming from, but it still sucks for me, and my kids/families losing out on OT services.
Totally unsure of what I'll be doing. If I do go back to work, I won't be looking for anything before October/November so I have some time to decide. We don't need me to work...but I do enjoy the balance. We will see!
DH: 29
DS: 18 months 4/2/2015
Baby #2 EDD: 6/1/2017
Has anyone had luck getting the Dr. to sign off on 12 weeks for medical reasons from the jump? I hope I don't have complications, but I also want to use the whole 12 weeks if possible.
My other thought is it FMLA allows for 12 weeks for the birth of the child without a medical reason just due to birth for bonding etc then that should be covered under federal law and not up to employer policy... Right?