Maternity Leave: HR/Insurance Bees – Question!

posted 3 years ago in Pregnancy
Post # 3
Member
3635 posts
Sugar bee
  • Wedding: May 2012

I’m curious to the actual answer because our HR does the same thing and I don’t think it’s right.  Also our contractors get FMLA to start AFTER short term disability, so total 18-20 weeks off (they have a 2 week period they have to take unpaid or vacation, then 6 weeks STD). 

If you have to take your vacation that’s saved – unsave it!  Take a few nice long vacations before the baby comes.  🙂

Post # 4
Member
9137 posts
Buzzing Beekeeper
  • Wedding: November 2013 - St. Augustine Beach, FL

@OldMrsMcDonald:  Is your STD through your company or through a third party provider?  If it’s through a third party provider, I would call them directly to discuss the policy.  Mine requires that I take 2 weeks of sick or vacation time off consecutively before it kicks in.  Also, if it runs concurrent, does that mean you get your vacation/sick pay and STD pay?  That way you can set it aside for later in the FMLA period.

I would ask the HR rep to show you where in the policy or employee manual it says that the STD runs concurrent with your PTO.  Without seeing the entirety of your policy manual, it’s difficult to interpret a single clause.  If you really want to argue it, I would speak to an employment law attorney about it.

I agree with PP, if they are making your take your sick or vacation pay first, use it up and enjoy it before the baby comes.

Post # 6
Member
9137 posts
Buzzing Beekeeper
  • Wedding: November 2013 - St. Augustine Beach, FL

@OldMrsMcDonald:  I don’t think they can make you use PTO while you are on FMLA and receiving STD pay.  That is the part I would contest.  If they say you have to and you don’t want to make a stink about it, then I would just use up my PTO during the pregnancy.

Post # 8
Member
4410 posts
Honey bee
  • Wedding: September 2010

@OldMrsMcDonald:  How large is the company you work for? My understanding is that if it’s larger than 50 people, they HAVE to give you paid STD. You can save your PTO to use during the otherwise unpaid portion of your leave, or you can just keep it for later. That’s how it was at my company, and I think that’s how it is every place with more than 50 employees.

Post # 9
Member
3128 posts
Sugar bee
  • Wedding: December 2017

That doesn’t sound right to me. You should be able to use PTO OR STD (I would assume). It doesn’t make sense that you would have to use PTO or that STD would be running concurrently.

STD does take a week to kick in, so I will be using 1 week of vacation time before it kicks in. Then I will use STD for 5-6 weeks and go back to work at that time. I will be saving another week of vacation time, and 9 days of sick time in case I need it for the rest of the year.

My coworker just had her baby and took two weeks vacation before her due date and then 6 weeks STD after her baby was born.

Post # 11
Member
1871 posts
Buzzing bee
  • Wedding: June 2012

We have to use 2 weeks of PTO before short term disability kicks in but I am not sure why they would tell you that you do not qualify for STD because you have too much PTO? Maybe she is confused on that….

I use a third party as well for my STD benefits and it is something I pay into. Maybe you should contact that insurance carrier about how to go about getting your STD?

Post # 12
Member
2783 posts
Sugar bee

@OldMrsMcDonald:  that makes no sense to me. Perhaps you could call another HR person. When I was pregnant last time, every single time I called I was told something different. I ended up using STD starting two weeks Before my EDD, then I got 6 weeks after the birth. Then I was able to use my 4 weeks of vacation and THEN I could use unpaid FMLA

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