Quitting while on maternity leave

CelticGoddess, BSN, RN · Oct 28, 2016

They never mentioned PTOs at all when I was filing a claim for short-term disability. I don't see why that would have anything to do with anything. They are separate payouts. It's not like I would use them at the same time. They said I would get short-term disability for 6 weeks after I deliver. And that's just half of my FMLA leave. After my FMLA leave, I would then apply my PTOs.

Policy determines this and this was just the policy at the system my husband I work for. FML is not about money, it's only about job protection. I was only pointing that out. SDL and FML are not the same thing.

adpiRN · Oct 28, 2016

I did this and didn't have to pay back health insurance costs.

JenTheSchoolRN, BSN, RN · Oct 28, 2016

I knew a colleague that quit while at the end of her maternity leave. She had to pay back everything, including insurance premiums the employer covered during her leave. (It was covered under short-term disability). Funny thing was if the colleague had returned to work and worked a week or two and then resigned, nothing would have been owed. But in the world of school nursing, your PTO bank is usually only about 8-12 days and that can be used for doctor's appointments prior to delivery pretty easily.

But different situations in different jobs, I bet.

Buyer beware, BSN · Oct 28, 2016

OP:

This approach or technique or good idea is the oldest trick in the book. I think Hitler's then wife Brunhilde may have used it in the olden days of nursing. :whistling:

But seriously, find out from HR what the rules are on this before you make any move and don't forget to say you're terribly sorry to all your co-workers, ipso facto, for management forcing them to work short-I mean to save the pay station money-while they diligently search for just the right replacement for you.

Have fun with the newest member of the family. It's a great time in anyone's life and I know you'll cherish it.

Sour Lemon · Oct 28, 2016

Did you resign while you were on leave? Did you have to pay anything back for your health insurance costs?

Yes (two weeks before I was scheduled to return) and no (I was not asked to pay anything back).

RNKPCE · Oct 28, 2016

I don't think it is uncommon, for those that can afford it, to decide once they have their baby that they don't want to return to work.

I think where I work you get your health benefits covered as long as you are using paid leave. If a portion of your FMLA is unpaid then you have to pay the portion of the premiums the employer would normally pay. Some people come back to work because they are going to start to have to pay their own premiums and somewhere later within 12 months take the rest of their "baby bonding" time when they have accrued more vacation.

j0yegan · Oct 28, 2016

OP:
This approach or technique or good idea is the oldest trick in the book. I think Hitler's then wife Brunhilde may have used it in the olden days of nursing.
But seriously, find out from HR what the rules are on this before you make any move and don't forget to say you're terribly sorry to all your co-workers, ipso facto, for management forcing them to work short-I mean to save the pay station money-while they diligently search for just the right replacement for you.

Actually, so many people are already quitting. And we are short-staffed already. The management is just terrible. So me leaving wouldn't make a world of difference at all. lol

FurBabyMom, MSN, RN · Oct 29, 2016

I was out on an absence that was protected by FMLA earlier this year. I had to use my PTO. Any hours after exhaustion of my PTO could be paid by short (or long - depending on the situation) disability, or the hours beyond exhaustion of my PTO would be unpaid and I would have to cover the amount deducted from my check each pay period for my "share" of my insurance costs (in my case it's about $10). My coworkers could donate PTO to me, which would be used to provide income and keep me from having to pay my premiums (but we would not "earn" PTO from donated PTO - but we do earn PTO while out on our own PTO).

At a previous job I took a leave of absence when I had to have emergency surgery (I hadn't been there a year, was ineligible to apply for protection under FMLA). My employer held my position and paid me using the PTO I'd accrued, when that was gone I was on unpaid leave pending medical clearance to return to work.

My point being that it's very individual, and employers are all different. Check with HR or see what the policies say.

FurBabyMom, MSN, RN · Oct 29, 2016

Also, please don't forget that if you don't handle this in an "approved" manner you may be marked ineligible for rehire. While that might not matter based on this unit/management, it could matter greatly in the future. Either you decide (or need) to work on another unit, or hospitals merge with others or become bigger corporations and being ineligible for hire at one place now is a big deal because it could apply to an entire system...

SmilingBluEyes · Oct 29, 2016

Could you go PRN? I went from full time to PRN after the birth of my daughter. I was planning on returning full time, but I took one look at her sweet little face and just knew I could never put her into daycare.

So I asked my boss to make me PRN, giving her plenty of notice before my scheduled return. She was happy to accomodate me and it worked well for years, until my youngest was in her teens. I worked around my husband's schedule and my kids were always home with either Mom or Dad. Financially, it was tough, but then, paying for full time daycare isn't cheap either. We just budgeted and saved money where we could Being home with her was a precious time, one I will always and forever treasure. They grow so fast, and you never get those early years back.

As far as work, well, I loved being PRN!. It kept me in "the loop" socially, interacting with colleagues and patients, getting me out of the house some. I worked holidays for others, or came in to help out for a few hours when the unit was slammed and went home when things were caught up. I picked up shifts for staff wanting vacation or days off. I made pretty decent money (a 15% PRN differential helped). Also, doing so kept my "foot in the door" (by staying employed) for when I wanted to return full time----, however I never did. When I did want to come off PRN status, I stayed 0.6 FTE for the rest of the time I worked in that hospital, still managing to work around my husband's schedule. (he was active military, so it was essential anyhow).

Your baby comes first, always will.I so get that. But there CAN be a happy compromise. Congratulations on your coming little one and best wishes.