Post # 16
1. I live in Pennsylvania. I work for a mid-sized company of about 500 people. We have no maternity leave policy in place other than FMLA.
2. I can take up to 12 weeks through FMLA (Family Medical Leave Act) and my job will be secure during that time. My company has a special circumstances policy where I can negotiate an alternate schedule after that (for example, some people go to part-time work after having kids or if they care for an aging parent or something like that).
3. I purchase short-term disability through a group policy through my employer. That will pay me 60% of my pay for 6 weeks for a vaginal birth and 8 weeks for a c-section. For the remainder of the 12 weeks, I get zero pay. I am planning to use some vacation time to cover part of it, and my husband has been working a lot of OT in preparation for the missing pay. We would both really like me to stay home for the entire 12 weeks.
4. My husband could also take FMLA for up to 12 weeks, but again, it would be unpaid. We can’t afford to do that at this time, so he will try to take 2 weeks of vacation time after the birth, and go unpaid if he runs out (he doesn’t get much of it yet since he’s new). His company has no paternity leave policy in place and he would not be eligible to take disability since he didn’t give birth, so he has no other options to get any paid time off after the birth. An adoptive parent could also take FMLA.
Post # 17
I’m in Canada as well. Maternity/Parental leave is pretty consistent across the country as its federal government rules. My best friend is a doctor and she did not get 52 weeks (She took around 6 months off and 2 were unpaid). I work for the provincial government and the maximum they will hold your job is 2 years with the second year being unpaid.
I should add that maternity leave begins when you give birth as far as I know. So any leave you take previous doesn’t count towards the 52 weeks. I have a friend who has been off on bed rest since the middle of January and isn’t due until the end of June (she had an abruption on her first at 34 weeks and the baby sadly died). She is still entitled to a year once she gives birth.
Post # 18
1) I live in the US (Massachusetts) and work in mental health.
2) As PPs have said, I can take 12 weeks under FMLA, with my employer holding my job. Federal law does not require that it is paid.
3) I have it better than some…. my employer signs everyone up for short term disability once you’re employed for 3 months. For a maternity claim, you’re paid 60% of your salary for 6 weeks following a vaginal birth or 8 weeks following a c-section. You can also be paid using accrued sick or vacation time. Generous sick/vacation time is standard in my field (we like to say it’s to make up for the lack of $$$ we make), so I anticipate that I’ll be able to use sick time to be paid for the 6 weeks that would otherwise be unpaid (for vaginal birth). I should also be able to supplement the 60% short term disability payment using accrued time off, if I decide to “spend” the accrued time that way.
4) Anyone can take FMLA, but the disability payment is only for giving birth. My husband recently asked his company about paternity leave… they give men a week, paid. And then he can use vacation time (but he doesn’t get nearly as much as I do, so that would severely impact his time off for the rest of the year). He could probably also apply for an unpaid leave under FMLA, but we haven’t looked into this (not pregnant at the moment).
Post # 19
2) In the all of the U.S. Under federal law (FMLA) men and women can take up 12 weeks of unpaid leave. This is for birth of a child, adoption, to care for a sick relative, etc. It is up to the discretion of your employer if they pay you anything during that time.
2) 12 weeks.
3) My employer pays me 60% of my salary for 6 of those weeks. They don’t offer this to men though, and they do offer it to adoptive mothers. We’re adopting so I should know : )
4) FMLA applies to men and women in the U.S. Adoption counts too. However, my employers additional pay benefits are only for mothers (adoptive or birth).
Luckily our son was born in April (perfect timing) and our job gives us the summers off with pay. I only had to take 5 weeks at 60% pay. Hubs took his 3 personal days, 4 unpaid days, and then he gets to be home with us soon when summer starts.
Post # 20
1) where you live/who you work for (if it’s relevant in your case – some employers give good benefits)
I live in Norway. Company is not relevant, these rules apply to anyone working in Norway, if they have been working for at least 6 of the last 9 months.
2) how much time can you take off from work and still have your employer gaurantee to hold your job?
You are entitled to up to 3 years of unpaid time off work to care for your children. (combined between the two parents, they can’t take 3 years each)
And you are also entitled to reduced position at work as long as you have children under the age of 3.
Out of the 46 – 56 of paid leave 3 of them you have to use before you are due and the mother have to take 6 weeks after birth. 12 of the weeks have to be used by the father, and then they can do as they like with the remaining weeks.
3) how much (if anything) do you get paid during this time off, and by who (government benefits, employer benefits, insurance company benefits?)
100% salary for 46 weeks or 80% salary for 56 weeks. Paid by the government.<br />They will only pay up to $73K. If your salary is more than that, your employer can choose to pay the rest. <br />Single mothers can get up to 2 years of paid leave.
4) are these benefits only for birth mothers, or can they be for any parent/adoptive parent?
Adoptive parents have the same benefits, but they don’t get the 3 weeks before “birth” because they obviously won’t have any health issues with the adopting part 🙂
Post # 21
- Wedding: October 2014 - Church
cbgg: EI is actually 55% and capped off at something like $44k (so someone earning $150k definitely would not get 55%). However, there are employers that will top up or give extra time off. For my job I can actually negotiate annually and I know the other girl has an additional week off so I’m going to go for that next year (or ask for maternity leave top up). There is also an understanding at my work that if you are sick he won’t take it out of your wages unless it is for an entire week (so if you are sick for one day then it won’t effect) and that he is not going to make you lose your job if you use more than the (I think it is) 5 (or 10?) annual unpaid sick days that the government has legislated.
Post # 22
- Wedding: November 2009 - New York, NY
FMLA is in place where I work. It provides 12 weeks that can be continuous or intermittent and an additional 6 weeks LOA can be requested once FMLA is exhausted. PTO time must be exhausted first, then disability insurance, if applicable. FMLA can be requested to tend to own’s health, or that of children or parents.
Post # 23
1) I live in Australia and I work for IKEA. I’m in the head office but the maternity policy is applicable to all staff.
2) I automatically get 52 weeks but I can request an additional 52 weeks so the total is 104 weeks
3) IKEA pays 26 weeks at full time pay or 52 weeks at half pay. The government will also pay me an additional 18 weeks.
4) Benefits are for both birth mothers and adoptive parents.
Post # 24
I live in Canada so the answers have already been given, except that our collective agreement provides supplemental benefits,so we are topped up to 100% of our normal wage for the entire 52 weeks of maternity and parental leave.
Post # 25
1) New Zealand
2) Before the birth, the mother is entitled to 10 days of special leave (for antenatal appointments, etc.). In the 12 months following the birth or adoption, you’re entitled to up to 52 continuous weeks’ leave per couple (so for example, both parents could take time off simultaneously and have both their jobs held for up to 6 months, or one parent could take time off and have their job held for up to 1 year, or one could take 6 months while the other keeps working then they swap over for the next 6 months, or any other combination provided that the total leave taken by the couple is not more than 52 weeks)
3) The government provides 14 weeks’ paid leave to either the female employee who gives birth to a child, or to either parent if the couple jointly adopts. You get $488 per week before tax.
4) Generally speaking, if it’s a pregnancy then the benefits are for the female, if it’s an adoption then they are for either parent.
To be eligible for all leave entitlements you need to have worked for the same employer for at least 12 months prior to the due date or date of adoption.
Post # 26
cbgg: 1. Boston, MA; public school teacher
2. 18 months- 12 months in my school then I lose my spot and would get place held for 6 months in district. If longer I would have to apply for leave of absense up to three years.
3. Full benefits, as long as I pay into system. I get paid for as many sick days I accrue and use toward maternity leave. Then the rest is unpaid leave. That being said, I bank all unused sick and personal days for the lifetime of my career.
4. Benefits are for male or female- anyone having a child. All is needed is a medical note explaining need for maternity/paternity leave.
Post # 27
LarLa: Actually you are allowed to begin Maternity leave at 12 weeks before your expected due date and receive EI 10 weeks before, most people choose to work as late as possible so they have more of their 52 weeks with baby but for instance im not returning to work so I went early and am already on leave and am not due til July 3rd.
Post # 28
urchin: +1 – the only thing I would change is that you get your 55% paid leave from EI which is not quite the same as getting it from the government. It’s insurance that you paid a premium on for every dollar you made, thus earned!
Post # 29
JulietFoxtrot: I’m a Kiwi living in the US and mat. leave makes me homesick lol. Especially because I work part time for myself, so I’ll be getting nothing here. I won’t go back to work for a while after baby comes though.
Another benefit of NZ is that if you are self-employed, you are still eligible for the 14 weeks, so long as you met a minimum number of hours in the year prior to baby’s birth.
Post # 30
sarahalthea: Wow, I had no idea that teachers had the option of being out for so long! Is that because of BTU? I am in Boston also.