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Expectant and Postpartum Moms
Reply to "Am I understanding FMLA correctly?"
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[quote=Anonymous][quote=Anonymous]Is there a way to stack up the 6/8 paid weeks and the 16 DCFMLA weeks after that without those 6/8 being considered part of the 16DCFMLA? For example, if I apply for DCFMLA close to the end of the 6/8 weeks, can I extend my leave by 16 more weeks, even if unpaid? I also will have about 2-3 months of paid time off accrued by the time the baby is born. Is there any way to make use of all three: 6/8 postpartum weeks + PTO (paid time off) + DCFMLA? Also, during DCFMLA, do you get to keep your employer-provided health insurance? [/quote] All of your questions except the insurance rely on your employer’s policy. The law requires that you be able to continue your insurance. To further elaborate: 1. Depending on policy, yes. But there are two provisions of DCFLMA. Your medical leave and then bonding leave. Both are 16 weeks. Generally a company is going to apply the medical portion to those first 6-8 weeks. You then can transition to bonding leave and take up to 16 weeks off. 2. Will again depend on your policy. Your company cannot require that you use paid leave concurrent with either DCFLMA provision (Federal law allows for this). However, your company’s policy for use of paid time off may prevent that scenario. 3. Yes. Both DCFMLA and Federal FMLA requires that you be able to continue benefits at the employee rate. [/quote]
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