Pregnancy Leave/FMLA

TazziRN, RN · Jun 5, 2007

You should tell your NM asap, to protect yourself. You can ask that it be kept quiet until you're ready to share the news. HR will not need to know until you start your leave.

Jolie, BSN · Jun 6, 2007

Check your Human Resources policy and procedure manual or ask HR to give you a copy of your hospital's FMLA policy and procedure. Federal law dictates which employers must provide FMLA and which employees are eligible, but individual institutions have some leeway in how they implement the law, so policies vary from one employer to another.

In general, you must have 12 months and a minimum number of hours of service to be eligible. (My brain is rusty at the moment, and I'm not sure if it is 1000 or 2000 hours.) If you qualify, your employer must hold your job or a similar one for the duration of your approved leave, and must continue to provide your benefits during that time.

You have numerous responsibilities as well: You must notify your employer according to P&P prior to taking your leave, and provide written documentation from your physician as to the necessity of the leave and approximate amount of time you will take off. You are allowed a maximum of 12 weeks by federal law, and this can be taken all at once, or over an extended period of time by shortening your usual work-week. By law, you must continue to pay your employee portion of the cost of your benefits, and notify your employer of your intent to return to work at least 2 weeks prior to your return date. (That is to give your employer time to adjust the schedule as needed to "fit" you back in.)

If you do not return to your job in a benefits-eligible position for a specified period of time (I think it is 3-6 months), your employer has the legal right to bill you for the cost of benefits provided to you during your leave. Not all employers do this, but legally they can, so it is important to clarify this before you go on leave. If you do not think you will return to work in a qualifying position after your leave, you may prefer to rely on your spouse's benefits.

That is the nuts and bolts of FMLA. Please consult your employer's policy for the fine print.

Good health to you and your family!

Quickbeam, BSN, RN · Jun 6, 2007

I believe it is one year AND at least 1250 hours (not either/or) in order for FMLA top kick in. Nothing stops a hospital or employer from being more generous, though. That's just the required threshold.

All_Smiles_RN · Jun 6, 2007

Congrats!

I didn't have insurance through my work, so my situation was different. It was a very small hospital and they were great about it. I told my NM that I would work as long as I could and come back 6-8 weeks after my son was born. No paperwork or anything filled out, I just gave them a Dr's note when I couldn't work anymore (32 weeks) and they told me to call them when I was ready to come back. It all worked out great for me. Going the legal route with FMLA is probably a safer bet though ;-)

Home Health Columnist / Guide · Jun 6, 2007

see thread: question about family medical leave act

worked at least 1,250 hours over the previous 12 months required.