mat leave insight...

bionicb · July 2013

Hello! Finally heard back from my hr manager about maternity leave, unfortunately there isn't any concrete answers. So here's the deal, it sounds like i have options which is awesome but confusing. Basically I get 6-8 weeks under pregnancy disability, 8 weeks is for csection, and after that runs out I have to FMLA time available to me, which is an additional 12 weeks.

Granted I'm not going to take ALL that time, I'd never want to go back to work if I did. So here's my plan, please help! If it makes sense, if its weird, etc, any feedback is awesome. I want to start leave on Oct 3rd (which is about half a week before my doc wants me to go natural, or he'll induce by the 12th.) And go back to work Jan 6th, which would put me on leave for about 13 and 1/2 weeks.

Reasonable? Crazy?
TIA! Added some cool jelly beans for the readers!

allymp13 · July 2013

I personally don't think that's crazy. I'm planning on taking 2 weeks before EDD and then 12 weeks after. A lot of people where I work take everything which ends up totally 22 weeks.

CarolinaGirl411 · July 2013

If you got the time and can afford it with what benefits you get while you're out, I say go for it.

StayingSecret · July 2013

Are you sure? Usually STD and FMLA run concurrently, giving you a max of 12 weeks. FMLA is just job protection while you're out on STD.

If they really are separate, then awesome...because your employer isn't required to do that.

tracysailer · July 2013

I used to do leave/disability/FMLA, all that stuff before I became an RN. If you have 12 weeks in addition to the 6-8 of disability (most states besides CA & I think NJ, only give you 12 weeks total, because the 6-8 weeks you're on short term disability is part of your total 12 week FMLA leave) then I say go out 2 weeks early. I worked for a retail chain and a lot of those girls couldn't afford to be out after their STD ran out. If you're 2 weeks away from your delivery date, most carriers won't balk at starting your disability at that point and then you get it 6-8 weeks post delivery (depending on if you have a c-section or vaginal). That was the way they could get the most "bang for their buck" and not have no pay coming in.

I now work in a state where they have no STD and the hospital I work at has no continuation pay. I will work as long as I can and get paid for 4 weeks of "paid days off" (I only work 2-12 hour shifts per week) then I'll be on unpaid for 8 of the 12. I knew I should have had a kid when we lived in NY - lol!!

I had to edit this - apparently pregnancy has made me the worst speller/grammar person ever!!!!!

kellyk17 · July 2013

I am doing about the same, except I'm going to work as long as I can even if I'm overdue. My job gives you 12 weeks, then I asked my direct manager if I could take an extra week. So if she is on time (Oct 6), I'll go back January 6th.

Mama2be12345 · July 2013

I'm taking October 3rd through January 26th off, so that seems totally fine to me. My EDD is October 15th.

bionicb · July 2013

Awesome! Thanks ladies! I already emailed my hr with the tenative dates and will double check with my doc whrn I see him next. I realized I'm only like two months aeay and I gotta get this stuff in place! My employer is a huge company so I get a little more wiggle room than I thought. As long as I have a job to go back to I'm happy.

Sdeux · July 2013

I'm lucky to be Canadian! I'm leaving work on September 14th - due date is October 10th. I stand all day long and do a lot of lifting and slugging so I'm leaving sooner then I first thought I would. And up here we get a year of Mat leave. Of course income is slashed almost in half for that time to 55%. I'm not as lucky as my SIL who works for the government and would be bumped up to 93% of her wages for a year. Looking forward to some time off regardless.

knottied2a666e3e38a2a87 · July 2013

Lucky ladies! My STD and FMLA are also concurrent, and the STD is not guaranteed because I started this job already pregnant. Technically, I don't even get FMLA protection since I've been here less than a year. I'm looking at 2 weeks paid and 4 weeks unpaid, or 2 weeks paid and 6 weeks at 66% pay, if I do get the STD. So 6-8 weeks and that's all she wrote! And I'm a government attorney. BOO. I'll be working up to delivery to maximize the time I can take afterward.

SweetCFly · July 2013

Yes def double check to make sure the FMLA and STD are not concurrent. I am dealing with all this now and it's very confusing. I am also an RN in a large hospital. Ours is concurrent and we get 2 "paid" weeks STD at 60% base salary for vaginal, 4 for CS which I think is crap. I was originally told 6 and 8. FMLA gives me 12 weeks job protection. If I were to go into labor today, I would have 10 weeks and 1 day paid (work 3 12-hr shifts a week)... Seriously hoping to keep baby in until my due date, maybe 2 days before at earliest so I can have a full 11 weeks paid and just 1 week unpaid. If I can get to 41 weeks and keep working til the end to keep accruing time that would be amazing!

mrsredmoose · July 2013

My FMLA and STD are also concurrent (NY), but my department is taking holidays into account- Thanksgiving/Christmas. I'm in higher ed, so we get a nice chunk of time off for the holidays. With DS, the clock started ticking October 5th and I didn't have to return until the first week of January. I charged 6 weeks STD and 4 weeks vacation time.

shelley1002 · July 2013

My STD and FMLA run concurrent as well. I am only taking the 6-8 weeks that will be paid through STD.
FMLA here in CT is 16 weeks as opposed to the 12 weeks most everywhere else. But it is unpaid, unless you get STD.
I only get 2 weeks of vacation and 4 personal/sick days a year. I saw those for in case LO or I are sick or for taking a vacation in the summer.

ETA: I accidental quoted someone and deleted it but the quote box wouldn't go away.

sweettwilight16 · July 2013

Normally, STD and FMLA are concurrent. They definitely are in NY (I handle FMLA at my job), so yes- definitely double check.

This is why I plan on working right up until I need to go to the hospital- I don't want to sit at home when I could be using that time later on with my baby. Plus DH works in the same office, so if I start to go into labor at work, it shouldn't be an issue.

Inn2 · July 2013

I guess I'm confused on STD, which I also have. I didn't think it was used for pregnancy leave stuff unless you were hospitalized early and had to miss work because of complications. My understanding is that I have 6 weeks (8 with a c-section) and they will use my sick and personal days up first (of which I won't have enough to cover). Then I have to use my FMLA to cover when I run out and to stay out longer.

shelley1002 · July 2013

Inn2 said:

I guess I'm confused on STD, which I also have. I didn't think it was used for pregnancy leave stuff unless you were hospitalized early and had to miss work because of complications. My understanding is that I have 6 weeks (8 with a c-section) and they will use my sick and personal days up first (of which I won't have enough to cover). Then I have to use my FMLA to cover when I run out and to stay out longer.

I'm sure one of the ladies who work in benefits can explain it better, but this was my experience with DS.
STD covered my recovery period after giving birth (6 weeks for vag delivery, 8 weeks for c-section). It does not start until after the baby is born. It is not full pay, it is 2/3 of your normal pay.
I did not have to use any vacation or personal time before getting since STD is for medical disabilities and pregnancy recovery falls under that category.

FMLA is not paid leave. It just holds a job (not necessarily your job but a job) for you while you are out.

If I wanted to take time before the baby arrives then I would have to use my vacation and personal time or unpaid time under FMLA.

germanpickle · July 2013

Another thread that fascinates me. It is amazing to me that the US culture provides such little support for families.

sfshorter · July 2013

Inn2 said:
I guess I'm confused on STD, which I also have. I didn't think it was used for pregnancy leave stuff unless you were hospitalized early and had to miss work because of complications. My understanding is that I have 6 weeks (8 with a c-section) and they will use my sick and personal days up first (of which I won't have enough to cover). Then I have to use my FMLA to cover when I run out and to stay out longer.

Std is insurance to pay you for time you are away from work. It's not granting you the leave itself. Fmla is the government regulation that says your employer, depending on co. size and your time there, has to hold your job for at least twelve weeks. Most employers in the states don't pay you for any of that. You can use your accumulated sick and personal time off in combination with std to be paid for your time off under fmla.

Inn2 · July 2013

Thanks for your reply

I should have added that I knew FMLA won't pay anything. I do know that my STD will not run concurrent with sick leave because my HR person said people were abusing it and we have to use the other first. I was disappointed to find out that natural days off like Thanksgiving, still use sick time. Admit to wanting to "cheat the system" there since more paid days would be better!

Really was my understanding that STD was only mentioned because I might not be able to return this Fall. Anyone else have other understandings, love to hear them!

sleepy33 · July 2013

Inn2 said:

Thanks for your reply I should have added that I knew FMLA won't pay anything. I do know that my STD will not run concurrent with sick leave because my HR person said people were abusing it and we have to use the other first. I was disappointed to find out that natural days off like Thanksgiving, still use sick time. Admit to wanting to "cheat the system" there since more paid days would be better!

Really was my understanding that STD was only mentioned because I might not be able to return this Fall. Anyone else have other understandings, love to hear them!

This is a very strange company policy. I've never heard of a company that didn't grant at LEAST Thanksgiving,Christmas Day and New Year's Day as company holidays. Even grocery stores close then.

sweettwilight16 · July 2013

sleepy33 said:

Inn2 said:

Thanks for your reply I should have added that I knew FMLA won't pay anything. I do know that my STD will not run concurrent with sick leave because my HR person said people were abusing it and we have to use the other first. I was disappointed to find out that natural days off like Thanksgiving, still use sick time. Admit to wanting to "cheat the system" there since more paid days would be better!

Really was my understanding that STD was only mentioned because I might not be able to return this Fall. Anyone else have other understandings, love to hear them!

This is a very strange company policy. I've never heard of a company that didn't grant at LEAST Thanksgiving,Christmas Day and New Year's Day as company holidays. Even grocery stores close then.

It is strange... They can deny you holiday time legally, but most do not because that's kind of unfair... We also have a very high population of women in our office, so in an effort to support moms going on maternity leave, our employees still accrue time off while they are on leave.

sleepy33 · July 2013

sweettwilight16 said:

sleepy33 said:

Inn2 said:

Thanks for your reply I should have added that I knew FMLA won't pay anything. I do know that my STD will not run concurrent with sick leave because my HR person said people were abusing it and we have to use the other first. I was disappointed to find out that natural days off like Thanksgiving, still use sick time. Admit to wanting to "cheat the system" there since more paid days would be better!

Really was my understanding that STD was only mentioned because I might not be able to return this Fall. Anyone else have other understandings, love to hear them!

This is a very strange company policy. I've never heard of a company that didn't grant at LEAST Thanksgiving,Christmas Day and New Year's Day as company holidays. Even grocery stores close then.

It is strange... They can deny you holiday time legally, but most do not because that's kind of unfair... We also have a very high population of women in our office, so in an effort to support moms going on maternity leave, our employees still accrue time off while they are on leave.

OH, I see what you are saying. Something like if you are on STD you don't accrue holidays? I guess that's one positive of my only paid leave being the sick/vacay days I've accrued, holidays don't count against my sick/vacay totals.

sweettwilight16 · July 2013

sleepy33 said:

sweettwilight16 said:

sleepy33 said:

Inn2 said:

Thanks for your reply I should have added that I knew FMLA won't pay anything. I do know that my STD will not run concurrent with sick leave because my HR person said people were abusing it and we have to use the other first. I was disappointed to find out that natural days off like Thanksgiving, still use sick time. Admit to wanting to "cheat the system" there since more paid days would be better!

Really was my understanding that STD was only mentioned because I might not be able to return this Fall. Anyone else have other understandings, love to hear them!

This is a very strange company policy. I've never heard of a company that didn't grant at LEAST Thanksgiving,Christmas Day and New Year's Day as company holidays. Even grocery stores close then.

It is strange... They can deny you holiday time legally, but most do not because that's kind of unfair... We also have a very high population of women in our office, so in an effort to support moms going on maternity leave, our employees still accrue time off while they are on leave.

OH, I see what you are saying. Something like if you are on STD you don't accrue holidays? I guess that's one positive of my only paid leave being the sick/vacay days I've accrued, holidays don't count against my sick/vacay totals.

Right, we used to not allow vaca/sick time to accrue while people were out- it was based off of actual hours WORKED. Now it's based off of how many hours employees are normally scheduled. So if you're out for a week that you would normally work 40 hours, you still get the same amount of time added to your bank. The only downfall is you don't accrue extra time if you work more hours, but I'm salary so it's the same for me.

Inn2 · July 2013

I'm a teacher and so the setup is a bit different. We also have to use up our sick time during summer break, depending on when we take off. I get that, though, because our pay is spread out throughout the year to cover summer. In my last district you could choose to have bigger pay checks and not get paid during the summer because summer is considered a type of furlough.

hlb622 · July 2013

It's not crazy to go on leave for 12-13 weeks, provided you can afford it! My plan is to work until I'm in labor (provided I'm able and allowed to), at which time I am required to use 80 hours of paid time-off (PTO) at full-pay and then I can go on STD for up to 6 weeks at 2/3-pay. So, my plan is to be off for 8 weeks total; we can't afford to operate at 2/3-pay for longer than that, TBH. FMLA is completely separate from PTO/STD and just holds a job for me at the same level for up to 12 weeks (which includes all pre- and post-natal appointments). We just moved to an accrual system, so having read this, I'm emailing HR to ask if I'll be accruing while on leave. And, whether or not the holidays that we'll be closed "count" as STD days. Good luck, mama (and thank YOU for bringing this up!)

mrsturner012007 · July 2013

I dont think its a crazy amount of time. My FMLA doesnt start until she is born, so I will end up (hopefully) with my last day of work on 10/4 (if bed rest doesnt kick in sooner, annual leave until my csection date of 10/14, and then use through the rest of my vacation and sick time. I also have disability that will kick in two weeks after the doc takes me out of work and will continue for the time I am under doctors care (more than likely 8 weeks). I plan on going back in 1/21 or 2/3 if finances and my job allow.

jennlin · July 2013

maybe it's my state (washington), or maybe it's my company (pretty large company with locations in 49 states...i don't remember which one is left out, and roughly 70 countries)......but my STD and FMLA do not run concurrently.

with dd1, i got 6 weeks of STD, and then 1 week of an administrative uh-oh (i was technically required to report back, i did not, so it was technically LWOP), and then i took 12 weeks of FMLA, totaling 19 weeks of leave.

since STD is an insurance we pay into, i was paid for 80% of it, after a 1week waiting period (5 weeks of 80% pay). the 12 (13) weeks was unpaid.

this time around, i have a big mess, because we are paid for thanksgiving and friday after, as well as a winter break. since i will be on leave for less than 90 days at the time of both holidays, i will get full pay for those. if it were more than 90 days, i would not. but since we get time off for 1.5 weeks during december, i may or may not start/stop my leave to extend the 12 week FMLA. it's a lot of work, and probably looks bad with my boss, but it's more time with my baby, and perfectly legal and within my contract to do so. we'll see.

to answer your question, 12/13 weeks would not be enough for me, but it works for other people. some people go back to work as early as 4-6 weeks...or earlier.

citygirl17 · July 2013

StayingSecret said:

Are you sure? Usually STD and FMLA run concurrently, giving you a max of 12 weeks. FMLA is just job protection while you're out on STD.

If they really are separate, then awesome...because your employer isn't required to do that.

This! I get 12 weeks unpaid through FMLA, which I can supplement with STD and my own vacation time I have saved up. They run concurrently. When I go out on FMLA, I use my own vacation time for the first week. Then STD kicks in and I get paid at 70% salary for 6 or 8 weeks depending on vaginal or c-section delivery. I can use vacation time to supplement this to equal 100% pay. I can then use whatever vacation time I have left over to cover the remainder of my FMLA. I do not accrue additional vacation time or get paid for any holidays that fall during my leave, which sucks. My boss actually asked me if I was going to take the entire 12 weeks off. Ummm, sorry but YES!!!

pinkypinklolly · July 2013

I am Canadian too. The first time I had a year off on mat leave with 55% pay, but we do pay into that while we are working. It's called EI (Emplolyment Insurance). If you don't work a total of 600 hours before you go on mat leave you don't any mat leave benefits. This time around I work from home as a home daycare. I will not get any mat leave. I am closing for two weeks, with a friend as back up care for the kids I watch. I'm hoping that gives me some time to heal. My mom is coming for 3 weeks around my due date and hubby is taking a week off as well.

palm513 · July 2013

I can't afford to go back to work after this baby is born, but I can get 6-8 weeks of STD starting at as early as 4 weeks before my due date, and then I get 12 weeks of FMLA starting when the baby is born. So I could be out a maximum of 16 weeks well 17 if the baby is late...

which is definitely how I would do it if I was going back.

ndapc · July 2013

StayingSecret said:
Are you sure? Usually STD and FMLA run concurrently, giving you a max of 12 weeks. FMLA is just job protection while you're out on STD.

If they really are separate, then awesome...because your employer isn't required to do that.

This.

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