Post # 1
So I found out today that my company has decided to stop offereing any portion of our salary for maternity leave. I called our benefits people and they said that in california recovery from pregnancy counts as disabilty and then you can get 6 weeks (“up to” 55% of salary) for state paid family leave.
Is this something anyone did? How did it work? Did you get 55% for both?
Any advice would be SO appreciated as this threw quite the monkey wrench in our plans
Post # 3
Yep, my company the first weeks is considered short term disability and we get 60% of our check. The last 6 weeks was considered FMLA and was no pay… It worked out fine for us.
Post # 4
@Sassygrn: awesome thanks. It felt weird that I’d be taking disability!
Post # 5
There’s two separate programs you’re paying into in California: short-term disability insurance and the paid family leave program. The basic benefits are:
- 4 weeks pregnancy leave pre-partum (short term disability)
- 6 weeks post-partum leave for a vaginal delivery (short term disability)
- 8 weeks post-partum leave for a c-section delivery (short term disability)
- 6 weeks paid “bonding leave” to be taken after SDI (paid family leave)
All of the state leave is paid out based on your salary, but it’s usually around 66% of your paycheck. Most companies (you’ll need to check with yours to be sure) will allow you to “integrate” your SDI and PFL pay with accrued paid time off (vacation, sick, personal days, etc…) so that you can get a full paycheck for your entire leave.
Note that you technically get 10 weeks of short term disability pay (for a vaginal delivery) but 4 weeks of that MUST be taken during pregnancy. Only 6 weeks (or 8 weeks for a c-section) of SDI can be taken post-partum. However, after your 6 weeks of SDI are up, the state will automatically send you the paperwork to file for your 6 weeks of “baby bonding” time (PFL). This allows you to have a full 12 weeks off post-partum with about 66% of pay (or more, if your company allows you to integrate SDI/PFL with your accrued paid time off). “Baby bonding” leave can be taken at any point in the first year of the baby’s life, though, and can even be taken intermittenly, so you don’t HAVE to take a full 12 weeks immediately, if you don’t want to. Also, men are eligibile for an additional 6 weeks of “baby bonding” leave (PFL), so your husband might ask his HR department about taking paternity leave, as well.
Feel free to PM me if you need more info. 🙂 Otherwise, you can also check out the state EDD website for facts, forms, etc… on SDI and PFL.
Post # 6
@Mrs. Spring: OMG. this. Thank you. Thank you. Thank you. This was the exact explanation I was looking for and I so so appreciate you taking the time to type it out! SERIOUSLY! THANK YOU!