Time off for pregnancy and delivery is a subject we deal with on a daily basis. Pregnancy is uncomfortable, sometimes extremely, and we would love if every pregnant woman could rest, eat only healthy foods prepared by loving hands, meditate, take light exercise, and really prepare for the birth of their child. Sorry, ladies, this isnt realistic for most of us. First time moms usually have to work. Second, third, fourth,... tenth time moms have to work and raise children (a more than full time job!). The universal standard of care in this country is to take six weeks off work after a vaginal delivery and eight weeks following a cesarean section. Healthy, low risk mothers do not get intermittent leave during their pregnancies. Fathers of the new baby can take two weeks paid leave. Now, if you work for a company with fifty employees, you may qualify for FMLA. Family medical leave act provides for unpaid leave for serious medical problems or the birth or adoption of a child. Here are the official (from the government) Q&A: Birth and bonding (Q) Are there any restrictions on when an employee can take leave for the birth or adoption of a child? Leave to bond with a newborn child or for a newly placed adopted or foster child must conclude within 12 months after the birth or placement. The use of intermittent FMLA leave for these purposes is subject to the employer’s approval. If the newly born or newly placed child has a serious health condition, the employee has the right to take FMLA leave to care for the child intermittently, if medically necessary and such leave is not subject to the 12-month limitation. (Q) When can a parent take leave for a newborn? Mothers and fathers have the same right to take FMLA leave to bond with a newborn child. A mother can also take FMLA leave for prenatal care, incapacity related to pregnancy, and for her own serious health condition following the birth of a child. A father can also use FMLA leave to care for his spouse who is incapacitated due to pregnancy or child birth. Intermittent/reduced leave schedule (Q) Does an employee have to take leave all at once or can it be taken periodically or to reduce the employee’s schedule? When it is medically necessary, employees may take FMLA leave intermittently – taking leave in separate blocks of time for a single qualifying reason – or on a reduced leave schedule – reducing the employee’s usual weekly or daily work schedule. When leave is needed for planned medical treatment, the employee must make a reasonable effort to schedule treatment so as not to unduly disrupt the employer’s operation. Leave to care for or bond with a newborn child or for a newly placed adopted or foster child may only be taken intermittently with the employer’s approval and must conclude within 12 months after the birth or placement. (Q) Can an employer change an employee’s job when the employee takes intermittent or reduced schedule leave? Employees needing intermittent/reduced schedule leave for foreseeable medical treatments must work with their employers to schedule the leave so as not disrupt the employer’s operations, subject to the approval of the employee’s health care provider. In such cases, the employer may transfer the employee temporarily to an alternative job with equivalent pay and benefits that accommodate recurring periods of leave better than the employee’s regular job.
Posted on: Sat, 26 Apr 2014 11:05:00 +0000
Trending Topics
Recently Viewed Topics
© 2015