crackerjackz
New member
@xxwunderkindxx Absolutely!!
Maternity Leave- what would you do?
- Thread starter xxwunderkindxx
- Start date
@xxwunderkindxx I would reach out to your union, this seems super sketch.....his leave shouldn't be impacted just because you work for the same district.
xxwunderkindxx
New member
@xxwunderkindxx I'm not the most knowledgeable HR professional but that policy doesn't sound right. However, idk if it's worth pushing it or talking to a labor lawyer. Other than that, based on your options B sounds the best to me personally.
@xxwunderkindxx Your district cannot dictate your fmla to count "together," that is illegal.
Just throwing this out here. The pay may be an issue but you are both entitled to 12 full weeks each. As well, if you want me to dive a little deeper on the exact wording feel free to dm me your districts offical policy on the 3 paid weeks thing. I have a feeling they are breaking laws/school rules trying to say it only counts for one or the other
Edit: just read that apparently its legal (fuck the us) but anyways. I would then honestly try to get diagnosed with ppa/ppd/stress related illness so that it can be a seperate fmla. And i wouldnt even feel bad about it bc having a newborn and being forced back into work that early would absolutely cause stress and anxiety
Just throwing this out here. The pay may be an issue but you are both entitled to 12 full weeks each. As well, if you want me to dive a little deeper on the exact wording feel free to dm me your districts offical policy on the 3 paid weeks thing. I have a feeling they are breaking laws/school rules trying to say it only counts for one or the other
Edit: just read that apparently its legal (fuck the us) but anyways. I would then honestly try to get diagnosed with ppa/ppd/stress related illness so that it can be a seperate fmla. And i wouldnt even feel bad about it bc having a newborn and being forced back into work that early would absolutely cause stress and anxiety
@xxwunderkindxx I would definitely do Option B!
@xxwunderkindxx I'd go with B. It gives you a good continuous admit of leave while giving your partner some time off to support you immediately after birth.
@xxwunderkindxx My hubby and I are mother teachers in the and district and we’re in the exact same situation. I had a c section.
We did an option like C, where I took a lot of time to recover, then he took a little time. He was home with baby for a bit and also brought her to my school every day so I could see her and feed her. It made the transition physically and emotionally easier, knowing that I’d see her in a few hours. And even though he only had a short time with her, he got bonding time and was recharged and ready to go back after winter break.
We did an option like C, where I took a lot of time to recover, then he took a little time. He was home with baby for a bit and also brought her to my school every day so I could see her and feed her. It made the transition physically and emotionally easier, knowing that I’d see her in a few hours. And even though he only had a short time with her, he got bonding time and was recharged and ready to go back after winter break.
@xxwunderkindxx What a crappy policy! That's not fair. I would personally take all 12 weeks myself. Maternity leave it already so short, I wouldn't want to cut it any shorter.
@xxwunderkindxx Wait… is it based on calendars year that you can’t overlap? Like you take 3 in 2023 and he takes 3 in 2024? Of in a 12 month period of time?
xxwunderkindxx
New member
@xxwunderkindxx I was hoping the quota resets per calendar year- like each year you take x amount and split it between 2023 & 2024 .
If not. You should take them. There’s so many holidays that you’re still going to have your husband +PTO. Save your PTO for the endless Dr visits with a newborn
If not. You should take them. There’s so many holidays that you’re still going to have your husband +PTO. Save your PTO for the endless Dr visits with a newborn
xxwunderkindxx
New member
@xxwunderkindxx Exactly! I’ve got my fingers crossed for you I hope it does I briefly worked in HR and sometimes peoples PTOs reset at NY and they’d all cash out 12/31 so I hope and pray that works for you
holyspiritleads2truth
New member
@xxwunderkindxx Could you tell us what state you're in? I remember HR told us the same thing about 12 weeks combined and then I found out the state had a separate law that protected 12 weeks each. I'm not saying HR is being nefarious or anything but do your own research because mistakes happen.
xxwunderkindxx
New member
@holyspiritleads2truth I’m in Georgia
pturner0922
New member
@xxwunderkindxx I would choose based on how much your retired parents can assist when your spouse goes back to work.
@xxwunderkindxx I would take as much as possible for myself personally, but it is personal
@xxwunderkindxx Something doesn't sound right. I don't get paid by my employer at all but here is what I get from our state.
In CA, I get 4 weeks of paid disability (60-70% of my weekly wages) before the baby is due. 6-8 weeks (depending on how I deliver) of paid disability leave for recovery, then 8 weeks paid family leave for baby bonding. This is under the impression that I have worked for my employer for at least a year.
For dads, its paid family leave for 8 weeks for baby bonding. He too needs to have worked for his employer at least a year. No disability. He can take it the same time as me or after. That's with the state.
FMLA is just for job protection. When you leave, your job is protected for 12 weeks. When he leaves, his job is protected for 12 weeks. It can be used during the first year of a baby's life.
I would suggest you look into the state and the benefits they give a little bit more.
In CA, I get 4 weeks of paid disability (60-70% of my weekly wages) before the baby is due. 6-8 weeks (depending on how I deliver) of paid disability leave for recovery, then 8 weeks paid family leave for baby bonding. This is under the impression that I have worked for my employer for at least a year.
For dads, its paid family leave for 8 weeks for baby bonding. He too needs to have worked for his employer at least a year. No disability. He can take it the same time as me or after. That's with the state.
FMLA is just for job protection. When you leave, your job is protected for 12 weeks. When he leaves, his job is protected for 12 weeks. It can be used during the first year of a baby's life.
I would suggest you look into the state and the benefits they give a little bit more.