Maternity Leave

Cwyatt2571 · February 2016

Just curious as to when you other mama's are planning your maternity leave? I am really wanting to start mine the beginning of March since I am due the beginning of April. I'd like to have a few weeks to prepare before my son gets here. I didn't get to with my daughter and I so wish I had! I do not think I will be returning to work once he is born.

rschenck14 · February 2016

My maternity leave will probably start the day I have the baby, which will probably be a scheduled C-Section. I am going back to work though, so I want to make sure every minute of my leave is with the baby. But I can understand why you are considering going out a little earlier.

cmjenkies · February 2016

I plan to work up until I go into labor or get hit with an induction date. I will only have my 12 weeks of FMLA and do not want to waste any of it before because you never know when they will actually get here. I also have a vacation planned with my family mid-June that I don't want to jeopardize by leaving early! Haha.

With DS I took off about 3 work days before my induction, but I didn't really feel like it was a necessity. If I had more time though, I'd consider it a bit before.

Jules08 · February 2016

I will work until the day I get put on bed rest, get induced, or go into labor (all possibilities). I only get 6 weeks of paid maternity leave (+2 weeks of vacation) and only 12 weeks total should I go out on bed rest so I cannot fathom using any unnecessary time off before baby is here.

TBH, I don't understand "preparing before baby gets here" especially if this isn't your first. What the heck is there to do that NEEDS to be done before baby arrives?

tara4910 · February 2016

I'm a FTM and aiming to work until 38 weeks depending how I feel. My job requires standing/walking for 7-10 hours per day. My doctor asked that I try to sit for at least 10 minutes each hour, but that rarely happens. Once it becomes intolerable or unsafe I will probably start my leave. I'm also a grad student and I want to make sure I'm caught up on schoolwork before the baby arrives.

g&tlewis · February 2016

I will also be working until I get induced or go into labor. Even if I get put on bed rest, I will be working from home until the baby arrives.

Jules08 · February 2016

g&tlewis said:

I will also be working until I get induced or go into labor. Even if I get put on bed rest, I will be working from home until the baby arrives.

Just an FYI that depending on the conditions of bed rest (should you get put on it), that may not be possible. I was on bed rest for 4.5 weeks with DS and I was only allowed to lay on my left side (with the exceptions of moving to get something to eat and to go to the bathroom). Sitting, laying propped up, laying on my right side were not options.

erind228 · February 2016

I'll work until baby arrives. If I make it to an induction; I will probably take the day before off just to make sure I have everything in order for my other kids. I want to spend as much of my maternity leave with the new baby.

misstopsail · February 2016

I'm taking 12 weeks FMLA, so I plan to work until the minute I have to stop (aka labor, C-section or induction).
I had a friend who took a 'week' before the baby came.. And he came two weeks later. So she lost out on time with him at home.. I don't want that!

imrachellea · February 2016

I'm a teacher and spring break starts when i'm 36.5 weeks. I would go back after break at 37.5 weeks. I worked up until my EDD with DD1 (and was induced day of due date, so basically worked up until I delivered). This time around, given the timing of spring break to my due date, I will not be returning to work after break. It is perfect timing for my students too. I will have just finished a teaching unit, the third quarter will have just ended, so it's an easier transition for a temporary hire to come in for a full quarter fresh with a grading period than to have me do a week or so of it. There is also 52 working days after spring break before summer break starts, and since I can take 60 days as per FMLA, it also makes sense logistically.

If this didn't all coincide so well, I would work up until delivery to maximize the time I have off with the baby. But it does work great, and I'm really looking forward to a full summer off with both DD1, DD2, and DH. I will return to school in August when baby is 4 months old.

Ready4theParty · February 2016

I am in the same boat of waiting until I am induced or go into labor. I only get 12 weeks, and if I choose to go out early it comes out of that.

I might take the day before my induction for myself to do some personal trimming and get a pedi, and spend sometime with DD on her last day as an only child.

[Deleted User] · February 2016

Also a teacher here... I will be working until baby arrives! I went out a week early last time as I was having high BP and Dr thought it would be best, then she induced me that same week. I have exactly 12 weeks worth of sick days left (need 11, thanks April vacation) so any earlier i might not get paid for that time! STAY AWAY SNOW DAYS PLEASE.
That being said... I also shoot weddings and have one ten days before my due date - so 8 hours on my feet should be a grand ol' time! LOL Thankfully I hired a fully competent second shooter so if my pregnant ass is being too slow - or unable to attend she will take over!

ladylolly89 · February 2016

I work at a school (paraeducator, not certified staff), so I'll be working until baby arrives and then I'll be off until school starts again in August. The timing is perfect! I'm thrilled to have four whole months (yet technically only taking 5 weeks).

sarahufl · February 2016

I have a long commute, so I plan to work till I can't deal with that anymore. I am currently measuring 2 weeks ahead, so I am being closely monitored for that.

Also, I am not returning to my job after my leave, so that isn't really a factor for me.

linzoirv · February 2016

Like others have stated, I won't be taking any time off before LO arrives, unless medically necessary. I am actually very slim on sick & annual leave at my job and I have been flexing my schedule like crazy to make sure I save up every bit of leave I can. But, if I am given an induction date, I may possibly start my leave the day before to do some serious meditating and have some quiet time before my house turns into a circus with visitors and a new baby.

yodiggity · February 2016

linzoirv said:

Like others have stated, I won't be taking any time off before LO arrives, unless medically necessary. I am actually very slim on sick & annual leave at my job and I have been flexing my schedule like crazy to make sure I save up every bit of leave I can. But, if I am given an induction date, I may possibly start my leave the day before to do some serious meditating and have some quiet time before my house turns into a circus with visitors and a new baby.

Same here. I will have just short of 2 weeks of Pto saves up before my due date. That's if I don't go early. I plan to work up until labor/induction/scheduled cs, etc. so as to save some time on the back end.

geminioftwo · February 2016

If I get put on bed rest, I will take time off before, but if not, I will take the recovery period of 6-8 weeks, then the 12-weeks of FMLA after that. I plan to take the max amount of time possible.
With DS#1, I was put on bed rest 1.5 weeks before he came, then my doc had me take 8 weeks of recovery and then I had the 12 weeks of FMLA. I was happy and thankful for every day I had off. Thanking Jesus for our maternity policy. Of course I always wish for more, but I'll take what I can get!

Ellenlbishop · February 2016

Quick question for ladies who have been in bed rest before, do you know if this counts as part of FMLA time or is it company specific? My last maternity leave STD and FMLA both started concurrently and I was paid for STD for 6 weeks (after birth) then 1 week PTO and then 5 weeks unpaid. Sounds like a few of you had different experiences. I am fairly certain that bed rest is covered my companies STD policy but not sure if it eats into 12 weeks.

MrsCayEye · February 2016

I plan on working until my due date like I did with DS. Originally the plan was just to take off the rest of the school year and return in September, but we are moving away over the summer so I will be taking some time to SAH instead.

Jules08 · February 2016

Ellenlbishop said:

Quick question for ladies who have been in bed rest before, do you know if this counts as part of FMLA time or is it company specific? My last maternity leave STD and FMLA both started concurrently and I was paid for STD for 6 weeks (after birth) then 1 week PTO and then 5 weeks unpaid. Sounds like a few of you had different experiences. I am fairly certain that bed rest is covered my companies STD policy but not sure if it eats into 12 weeks.

It counts towards FMLA, but not towards your maternity leave. Check with your employer to be 100% certain of their policies though.

With DS I was on bed rest at 34 weeks, and was on FMLA and STD until I was induced at 38.5 weeks. Then my FMLA and STD continued for 6 weeks (as that was my company's policy) of maternity leave, then I used 2 weeks of PTO to extend my leave while still covered by FMLA.

So 4.5 weeks on bed rest, 6 weeks of maternity leave, 2 weeks of vacation all protected by FMLA for a total of 11.5 weeks of FMLA protected leave.

ETA: I suppose you don't have to start your FMLA protection if you go on bed rest, but then your employer would not be required to protect your job during that time.

Jules08 · February 2016

FWIW, I have NEVER heard of a policy as @geminioftwo described. Her employer must have some sort of guarantee of job protection to the employee of the 6-8 week PP recovery if they say that the 12 weeks of FMLA protected leave is completely separate. Most are concurrent.

yodiggity · February 2016

Jules08 said:

FWIW, I have NEVER heard of a policy as @geminioftwo described. Her employer must have some sort of guarantee of job protection to the employee of the 6-8 week PP recovery if they say that the 12 weeks of FMLA protected leave is completely separate. Most are concurrent.

Mine works similar to hers.

I have to take whatever PTO first because the std doesn't kick in for 2 weeks. Then after the 6-8 of std, I can use up to 15 weeks of fmla. I don't plan to use the full 15 weeks because I don't get paid for fmla. I will take probably 2-4 weeks (depending on if I go into labor early).

TKaiser91 · February 2016

With DD I switched jobs half way thru pregnancy and was only able to do part time, so I didnt have any paid time off. Luckily it was a small business for online schooling and I could bring DD to work with me. Even still I took 6 weeks off without pay.

Ready4theParty · February 2016

Jules08 said:

FWIW, I have NEVER heard of a policy as @geminioftwo described. Her employer must have some sort of guarantee of job protection to the employee of the 6-8 week PP recovery if they say that the 12 weeks of FMLA protected leave is completely separate. Most are concurrent.

My company offers something similar where if you go on bed rest it is covered as STD. Once you give birth your FMLA kicks in. I had to ask specifically about this, not that I expect it to be an issue. You do have to have a legit reason like bedrest/Dr's note for it to work though. If you want to take off just because your due date is near it's a no go.

geminioftwo · February 2016

@jules08 you're correct, most companies start them together luckily we have an extremely good policy. They will pay 100% of the recovery time (whatever is recommended by the doctor) and then, with the FMLA, they let you use your vacation before going to unpaid time. I saved up two weeks so I will only have 10 weeks unpaid. Luckily that falls during our bonuses, so we just don't count on my bonus for that period and use it as regular pay. With DS#1, I ended up with like 6 weeks of 'unpaid' time, which we saved for. This is why I won't leave this place. Ever.

littleredx2 · February 2016

Ellenlbishop said:

Quick question for ladies who have been in bed rest before, do you know if this counts as part of FMLA time or is it company specific? My last maternity leave STD and FMLA both started concurrently and I was paid for STD for 6 weeks (after birth) then 1 week PTO and then 5 weeks unpaid. Sounds like a few of you had different experiences. I am fairly certain that bed rest is covered my companies STD policy but not sure if it eats into 12 weeks.

@Ellenlbishop , bedrest is counted toward FMLA. For me, I get the 12 week FMLA and then another month added on to that from the state of TN, so essentially 16 weeks total. I was on bedrest for 4 weeks before DS3 was born and so only had 12 weeks left after his birth. My short term disability also kicked in for my bedrest.

geminioftwo · February 2016

@ready4thepaty I had a doctors note. I had high blood pressure, then diagnosed with pre-e. That's why she recommended bed rest. I told her I needed a note. Then she did the same to extend my recovery time by 2 weeks since my blood pressure hadn't stabilized by 6-weeks post baby.

Jules08 · February 2016

@yodiggity @ready4theparty

Okay, so clarification question! I am so curious as to how your employers have their policies set up!!

I am eligible for something like 26 weeks of STD per 12 month period, but while using that, my job is NOT protected. So while I was on bed rest (using STD) and maternity leave (STD) and extension of 2 weeks (vacation), I had to have FMLA running concurrently for my job to be protected.

Do your employers specifically put it in writing (like in your handbook or something) that if you are utilizing STD, your job is guaranteed to be protected and that your FMLA leave is completely separate? If so, that is awesome!

littleredx2 · February 2016

I plan/hope to work up until the day I have the baby. I used 4 weeks of my time for bedrest last time and while it was necessary to keep him cooking longer, I really hope to avoid that this time so that I have my entire 16 weeks home with baby instead of home alone.

If I were not planning to return to work and wouldn't need that time for after, I would quit 2 weeks early just to rest up.

yodiggity · February 2016

Jules08 said:

@yodiggity @ready4theparty

Okay, so clarification question! I am so curious as to how your employers have their policies set up!!

I am eligible for something like 26 weeks of STD per 12 month period, but while using that, my job is NOT protected. So while I was on bed rest (using STD) and maternity leave (STD) and extension of 2 weeks (vacation), I had to have FMLA running concurrently for my job to be protected.

Do your employers specifically put it in writing (like in your handbook or something) that if you are utilizing STD, your job is guaranteed to be protected and that your FMLA leave is completely separate? If so, that is awesome!

I will have to double check. I believe though that our maternity leave is not necessarily lumped into the std policy, just that std is used for maternity leave.

Jules08 · February 2016

geminioftwo said:

@jules08 you're correct, most companies start them together luckily we have an extremely good policy. They will pay 100% of the recovery time (whatever is recommended by the doctor) and then, with the FMLA, they let you use your vacation before going to unpaid time. I saved up two weeks so I will only have 10 weeks unpaid. Luckily that falls during our bonuses, so we just don't count on my bonus for that period and use it as regular pay. With DS#1, I ended up with like 6 weeks of 'unpaid' time, which we saved for. This is why I won't leave this place. Ever.

(This got buried and I almost missed it!)

Well, that's pretty awesome! Sounds like a great company to work for (at least in that respect).

Cwyatt2571 · February 2016

Great point ladies. Normally I would work up until, that's what I did with my daughter. I was informed that I will have to resign my position at my work and reapply if I go back. I was really upset by this considering I was just informed and I'm 30 weeks pregnant! So now I am running into the issue of not having insurance when he comes. I've tried reaching out to my hr department and cannot seem to get them to call me back and our policy says I have to go through my manager to schedule the appointment. My manager is the one who told me I would have to resign and I can't seem to get her to schedule the appointment. I'm at a loss

Jules08 · February 2016

Cwyatt2571 said:

Great point ladies. Normally I would work up until, that's what I did with my daughter. I was informed that I will have to resign my position at my work and reapply if I go back. I was really upset by this considering I was just informed and I'm 30 weeks pregnant! So now I am running into the issue of not having insurance when he comes. I've tried reaching out to my hr department and cannot seem to get them to call me back and our policy says I have to go through my manager to schedule the appointment. My manager is the one who told me I would have to resign and I can't seem to get her to schedule the appointment. I'm at a loss

How big is the company that you work for? (How many people?)

I feel like this would fall under some sort of discrimination, but I do not know the laws well enough to be certain.

Cwyatt2571 · February 2016

It's a very big company. We are all over the US. I've been told that it is against the law but I can't seem to meet with my hr department to figure out if I was given misinformation from my manager or not.

wildtot · February 2016

Jules08 said:

g&tlewis said:

I will also be working until I get induced or go into labor. Even if I get put on bed rest, I will be working from home until the baby arrives.

Just an FYI that depending on the conditions of bed rest (should you get put on it), that may not be possible. I was on bed rest for 4.5 weeks with DS and I was only allowed to lay on my left side (with the exceptions of moving to get something to eat and to go to the bathroom). Sitting, laying propped up, laying on my right side were not options.

I was just put on bedrest. I tried working from home but my symptoms didn't not improve. So now I am testing out bedrest without work since I can lay more rather than sit and not stress over work. There is a chance I'll have to go on disability and I'm only 28 wks

aweiss1011 · February 2016

For ppl questioning why some would go out before their due date, in NJ you're allowed to go out on disability 4 weeks prior to your due date. In my case with my previous employer, I was receiving full pay and if I didn't take that time, I couldn't tack it on the end. It was use it or lose it. In my case, by 36 weeks I was having a hard time sitting at a desk all day bc I was so uncomfortable so I was very thankful I could take leave prior to my due date.

crazyliblady · February 2016

I haven't had my job long enough to get benefits (part-timer) or qualify for FMLA so my boss said I need to resign prior to having the baby. She also said if I do not fulfill my 2 weeks notice I will not be eligible for rehire. Pretty sure this is illegal, but I'm still doing research.

Clarification: I know denying FMLA is not illegal in my case, but refusing rehire based on having a medical emergency may well be.

Cwyatt2571 · February 2016

@Janabonfield I was just informed to call the department of labor. They did confirm it is illegal for any pregnant women to be fired or even asked to resign there position due to pregnancy or birth. It is considered a discrimination. I would contact your local department of labor.

crazyliblady · February 2016

@Cwyatt2571 I will put that on my list to do tomorrow, thank you.

allisshiney · February 2016

I'm taking 6 weeks std before my due date and then my mat leave will start when my little dude is born. I'm taking the full year (I'm Canadian). I'm hoping to be able to stay at home for at least 2 years after my leave ends.

cmjenkies · February 2016

And now that I have filed my taxes, I am feeling much more confident that I will be able to take the full 12 weeks of FMLA without completely scrounging for pennies. I wasn't sure what our refund was going to be like, since this is my first full year at my career job since DH and I were married. It was good. Hallelujah.

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