Quote:
Originally Posted by AGDee
The 6 required weeks (usually 8 if you had a c-section) is generally the time period that you qualify for disability pay after birthing a baby. FMLA allows you take 12 weeks off without your company being able to penalize you. Employers have no obligation to pay you anything for any of it if they don't offer short term disability pay in general for surgeries, etc. No matter what, you are entitled to 12 weeks without pay per year as part of FMLA. This can be for your medical issues, to care for a new born, or an aging/ill parent, etc.
At my work, short term disability kicks in after you've had 7 calendar days off work (5 work days) and is paid at 60% of your pay. When you get back, all of your paychecks for the rest of the year are reduced because they have to deduct what you pay for health, dental, etc. at a higher rate since you missed the 6 -12 weeks of those deductions while you were off work.
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That is how my company works- except for the reduced pay for medical deductions- we have to send in a check to cover the amount rather than it being deducted throughout the rest of the year.
Oh, and FMLA only applies to companies with 50 or more employees, and since my company has less than that, they don't have to comply with it. However, to keep employees happy, we do follow the guidelines and allow for FMLA-type time off.
As far as other things my company does- they set up a pumping station for Moms who want it and we have "flexible hours as long as they are not abused"- so if I have to take one of the kids to the doctor, I can take a long lunch to do it. Or on the days that my sitter has her night college classes, I can adjust my schedule to 7:30-4:30 (rather than 8-5). But those things are open to employees without kids as well. So if my co-worker takes a long lunch to go dress shopping or something, it's okay as long as it's not everyday or abused.