FMLA Meeting Today...

LadyBird9 · April 2014

Hey there! I'm meeting with my firm's FMLA guru this afternoon to go over specifics for maternity leave. My firm has an incredible leave policy (I know I am very lucky) so I am not too concerned with the meeting... but I was wondering if there are any questions I may not think to ask? Any advice?

LadyBird9 · April 2014

Ah! Yes... didn't even think to ask about that... thanks!!!!

jaminjeff · April 2014

If you're going to need to pump when you come back to work, I'd get the details ironed out now. My police department had never dealt with this before and another woman and I were on ML at the same time and both came back needing a place to pump and they had to set something up for us.

xiaopeapod · April 2014

FMLA is just the job protection part. Be sure to ask about SDI too and figure out when that will kick it. There is a 7 day waiting period, so if you leave before then, you'll need to figure out if you have enough sick leave/vacay to cover it or just do absence without pay.

mb314 · April 2014

I would ask what happens if you have to go out on bed rest or leave prior to giving birth. It doesn't hurt to ask about pumping too, even though that's not part of FMLA, it's good to have that conversation early.

I would also ask if you are able to save some days/hours for when you come back to work. I saved about 3 days of vacation/sick time when I was out with DS. That way, when I returned to work, I had some time to go to doctor's appointments, pick up DS early from daycare if he was sick, etc. It would have sucked coming back to work with 0 hours to spare (I have to earn both sick and vacation time).

justjinny · April 2014

I wanted everything in writing after coming to an agreement with HR on my leave for DS#1. I called it more of a "plan" but really I wanted it to have to refer to incase I got any push back to come back early or work while on leave.

I'd ask how your benefits at work are being covered. My work covered my portion of health insurance, dental insurance and STD policy premiums while I was out and now I get a little bit taken out of my paychecks to make up what I owe them. I didn't get STD for my leave since I didn't have a pregnancy/give birth so my whole 3 months was unpaid (but I still had to pay for the STD policy during that time - frustrating!)

I also negotiated to get them to agree to change my hours when I returned. I could not have handled the first week back if I had to go full time 5 days/wk. It was nice to ease into it.

I like others' suggestions about talking about pumping when you return and to have some rough idea of what would happen if you were to go on bed rest.

TXSparky · April 2014

Ask if they have any company specific paperwork that has to filled out by your Dr in addition to the standard FMLA paperwork. With my DD, my company had an additional form and my Dr office charged for filling out any additional paperwork if it wasn't all done at the same time. Also ask if they need something in writing from your Dr when you return releasing you to work.

missnacholover · April 2014

These are all great questions, thanks for posting this @LadyBird9! I've taken some notes!

aishadumi · April 2014

Thank you for posting this question! my firm in general has great family-oriented policies, but I am worried that I might have some challenges in my specific team. We shall see! I'm taking notes.

missnacholover · April 2014

Kllopez1221 said:

Thanks for posting this thread. I didn't know much about FMLA, so I looked it up and discovered that while I can take up to twelve weeks, my boss is not required to pay me a dime, because this company only has 4 employees. At least I found out now. I have lots of saving to do.

Unfortunately, to my knowledge (I'm in the US), most places aren't required to pay you. The only reason I'll get any $$ is because I have Short Term Disability. And that will be 2/3 of my pay for either 6 or 8 weeks (vaginal vs. C-section). The rest I have to use vacation or Leave without pay.

sunflwra · April 2014

Kllopez1221 said:

Thanks for posting this thread. I didn't know much about FMLA, so I looked it up and discovered that while I can take up to twelve weeks, my boss is not required to pay me a dime, because this company only has 4 employees. At least I found out now. I have lots of saving to do.

@Kllopez1221 - FMLA is solely about job protection, not pay. However, if your company only has 4 employees, they are not bound by FMLA law, so you only have that job protection if they choose to follow those laws. Just wanted to be sure you checked with your company specifically and not just about FMLA since it wouldn't apply. Good luck!

jessa1228 · April 2014

Great suggestions above. My HR rep has given me a preliminary mat leave schedule breaking down what will be STD, PTO, and FMLA and it's been pretty helpful to reference.

ExcitedKJ · April 2014

Also, ladies, keep in mind that it is job protection in the sense that you have a job that is similar to your current position with same pay and hours.

Another good thing to find out is protocol for your company if the baby would decide to come early. Such as, how long do you have to notify them; can your spouse call or must it be you; to whom/what number does this "special" notice go.

What do they expect in order for you to return. Is it a decided number of days or a note that your doctor releases you/any limitations you still have.

Want a personalized experience?

FMLA Meeting Today...

Re: FMLA Meeting Today...

Choose Another Board

Search Boards