Am I eligible for DC paid parental leave at new job if I am due in 3 months?

[Anonymous]

I am starting a job in a couple of weeks and I am 6 months pregnant.
I don't qualify for paid leave at the new company because I haven't been there long enough.
I don't believe I qualify for FMLA since I haven't been at this employer a year so no job protection.
My current job is in the federal government while I have 12 weeks of leave people are always getting fired now from my office which is why I am leaving.
I am hoping I at least qualify for wage replacement with DC paid family leave by the time I am due in 3 months.

Is this right? I want to make sure I have the right understanding of this before I approach my new employer.
Thanks!

[Anonymous]

I would request this information from the employer after signing the offer but before starting the job. Or alternatively you could reach out to DOES.

[Anonymous]

Anonymous wrote:I am starting a job in a couple of weeks and I am 6 months pregnant.
I don't qualify for paid leave at the new company because I haven't been there long enough.
I don't believe I qualify for FMLA since I haven't been at this employer a year so no job protection.
My current job is in the federal government while I have 12 weeks of leave people are always getting fired now from my office which is why I am leaving.
I am hoping I at least qualify for wage replacement with DC paid family leave by the time I am due in 3 months.

Is this right? I want to make sure I have the right understanding of this before I approach my new employer.
Thanks!

I don’t believe there’s a requirement other than you are working for the employer at the time of your coveted event.

[Anonymous]

I’m not sure the law applies to federal employees, check with the dc government office to clarify

[Anonymous]

Call DC FMLA to ask, they answer the phones. And disclose the pregnancy to the new job - don’t hide it, it’s not fair to show up for a new job and immediately take off unless you were honest about the pregnancy, it won’t endear you to anyone so honesty is the best policy since you have no job protection.

[Anonymous]

Anonymous wrote:Call DC FMLA to ask, they answer the phones. And disclose the pregnancy to the new job - don’t hide it, it’s not fair to show up for a new job and immediately take off unless you were honest about the pregnancy, it won’t endear you to anyone so honesty is the best policy since you have no job protection.

Ugh, do not listen to this poster who must be like 92. You are not at all required to disclose, period. The pregnancy discrimination act forbids them from discriminating you based on pregnancy but of course if you disclose they can easily find another reason to not hire you. What you can do is disclose after accepting and work together to find a solution. This is what millions of people who get into other medical emergencies less than 12 months on the job do, and pregnant women should not be forced to act differently - that’s insane.

[Anonymous]

Anonymous wrote:Call DC FMLA to ask, they answer the phones. And disclose the pregnancy to the new job - don’t hide it, it’s not fair to show up for a new job and immediately take off unless you were honest about the pregnancy, it won’t endear you to anyone so honesty is the best policy since you have no job protection.

A.M.E.N!

[Anonymous]

Anonymous wrote:

Anonymous wrote:Call DC FMLA to ask, they answer the phones. And disclose the pregnancy to the new job - don’t hide it, it’s not fair to show up for a new job and immediately take off unless you were honest about the pregnancy, it won’t endear you to anyone so honesty is the best policy since you have no job protection.

Ugh, do not listen to this poster who must be like 92. You are not at all required to disclose, period. The pregnancy discrimination act forbids them from discriminating you based on pregnancy but of course if you disclose they can easily find another reason to not hire you. What you can do is disclose after accepting and work together to find a solution. This is what millions of people who get into other medical emergencies less than 12 months on the job do, and pregnant women should not be forced to act differently - that’s insane.

+1. remember you have a right to privacy and don’t just owe everyone your business. Pregnancy is not an inconvenience, it is a fact of life and something an office should be equipped to handle with reasonable notice and preparation. I always disclosed closer to 5-6 months, personally, and this included when I was hired at 3 mos pregnant. My colleagues and boss were all thrilled for me and I received no negativity whatsoever.

[Anonymous]

Did you read the handbook on the DC website that explains how the benefit is calculated?
Summary - yes you are eligible.
BUT - it is based on the wages you were paid in DC for the last year which it sounds like are going to be only 1 Q of wages since Federal does not pay into DC FMLA - and you might go out on leave before you even complete a DC Quarter (April / May / June) so your new employer will not have yet recorded any wages.
Take your income for the next quarter and divide it by 52. The calculation takes the last 4 quarters so you will have 0+0+0+ sum of paychecks for April, May and June). YOu now divide this by 52 to get your average weekly income for the last 52 weeks. I am going to assume this less than $1050. You multiply this by .9 and this is your weekly benefit.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Call DC FMLA to ask, they answer the phones. And disclose the pregnancy to the new job - don’t hide it, it’s not fair to show up for a new job and immediately take off unless you were honest about the pregnancy, it won’t endear you to anyone so honesty is the best policy since you have no job protection.

Ugh, do not listen to this poster who must be like 92. You are not at all required to disclose, period. The pregnancy discrimination act forbids them from discriminating you based on pregnancy but of course if you disclose they can easily find another reason to not hire you. What you can do is disclose after accepting and work together to find a solution. This is what millions of people who get into other medical emergencies less than 12 months on the job do, and pregnant women should not be forced to act differently - that’s insane.

+1. remember you have a right to privacy and don’t just owe everyone your business. Pregnancy is not an inconvenience, it is a fact of life and something an office should be equipped to handle with reasonable notice and preparation. I always disclosed closer to 5-6 months, personally, and this included when I was hired at 3 mos pregnant. My colleagues and boss were all thrilled for me and I received no negativity whatsoever.

If you don’t work at a job for a year you don’t have FMLA protection which means any leave you get postpartum is basically up to the new employer’s good graces to grant you. And they can fire you without cause.

My good friend didn’t tell the DC law firm she worked for some years back that she was pregnant while interviewing and they were pissed when she disclosed her pregnancy and asked for leave.
They gave her 2 weeks off. She called them up at 2 weeks post partum to ask for more time and was told she better show up or she was fired. So I’m glad you got lucky but legally you have no recourse so honesty is a better policy and disclosing after you have a job offer is a better way to go since literally they owe you nothing.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Call DC FMLA to ask, they answer the phones. And disclose the pregnancy to the new job - don’t hide it, it’s not fair to show up for a new job and immediately take off unless you were honest about the pregnancy, it won’t endear you to anyone so honesty is the best policy since you have no job protection.

Ugh, do not listen to this poster who must be like 92. You are not at all required to disclose, period. The pregnancy discrimination act forbids them from discriminating you based on pregnancy but of course if you disclose they can easily find another reason to not hire you. What you can do is disclose after accepting and work together to find a solution. This is what millions of people who get into other medical emergencies less than 12 months on the job do, and pregnant women should not be forced to act differently - that’s insane.

+1. remember you have a right to privacy and don’t just owe everyone your business. Pregnancy is not an inconvenience, it is a fact of life and something an office should be equipped to handle with reasonable notice and preparation. I always disclosed closer to 5-6 months, personally, and this included when I was hired at 3 mos pregnant. My colleagues and boss were all thrilled for me and I received no negativity whatsoever.

If you don’t work at a job for a year you don’t have FMLA protection which means any leave you get postpartum is basically up to the new employer’s good graces to grant you. And they can fire you without cause.

My good friend didn’t tell the DC law firm she worked for some years back that she was pregnant while interviewing and they were pissed when she disclosed her pregnancy and asked for leave.
They gave her 2 weeks off. She called them up at 2 weeks post partum to ask for more time and was told she better show up or she was fired. So I’m glad you got lucky but legally you have no recourse so honesty is a better policy and disclosing after you have a job offer is a better way to go since literally they owe you nothing.

I have a hard time believing this happened but if so, name and shame the firm.

Things happen all the time where people without job protection may need extended leave, if the employer can help (a law firm most certainly can) and doesn’t it sounds like a dreadful place to work anyway.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Call DC FMLA to ask, they answer the phones. And disclose the pregnancy to the new job - don’t hide it, it’s not fair to show up for a new job and immediately take off unless you were honest about the pregnancy, it won’t endear you to anyone so honesty is the best policy since you have no job protection.

Ugh, do not listen to this poster who must be like 92. You are not at all required to disclose, period. The pregnancy discrimination act forbids them from discriminating you based on pregnancy but of course if you disclose they can easily find another reason to not hire you. What you can do is disclose after accepting and work together to find a solution. This is what millions of people who get into other medical emergencies less than 12 months on the job do, and pregnant women should not be forced to act differently - that’s insane.

+1. remember you have a right to privacy and don’t just owe everyone your business. Pregnancy is not an inconvenience, it is a fact of life and something an office should be equipped to handle with reasonable notice and preparation. I always disclosed closer to 5-6 months, personally, and this included when I was hired at 3 mos pregnant. My colleagues and boss were all thrilled for me and I received no negativity whatsoever.

If you don’t work at a job for a year you don’t have FMLA protection which means any leave you get postpartum is basically up to the new employer’s good graces to grant you. And they can fire you without cause.

My good friend didn’t tell the DC law firm she worked for some years back that she was pregnant while interviewing and they were pissed when she disclosed her pregnancy and asked for leave.
They gave her 2 weeks off. She called them up at 2 weeks post partum to ask for more time and was told she better show up or she was fired. So I’m glad you got lucky but legally you have no recourse so honesty is a better policy and disclosing after you have a job offer is a better way to go since literally they owe you nothing.

I have a hard time believing this happened but if so, name and shame the firm.

Things happen all the time where people without job protection may need extended leave, if the employer can help (a law firm most certainly can) and doesn’t it sounds like a dreadful place to work anyway.

I don't blame her employer. She lied by omission and she was lucky they gave her two weeks.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Call DC FMLA to ask, they answer the phones. And disclose the pregnancy to the new job - don’t hide it, it’s not fair to show up for a new job and immediately take off unless you were honest about the pregnancy, it won’t endear you to anyone so honesty is the best policy since you have no job protection.

Ugh, do not listen to this poster who must be like 92. You are not at all required to disclose, period. The pregnancy discrimination act forbids them from discriminating you based on pregnancy but of course if you disclose they can easily find another reason to not hire you. What you can do is disclose after accepting and work together to find a solution. This is what millions of people who get into other medical emergencies less than 12 months on the job do, and pregnant women should not be forced to act differently - that’s insane.

+1. remember you have a right to privacy and don’t just owe everyone your business. Pregnancy is not an inconvenience, it is a fact of life and something an office should be equipped to handle with reasonable notice and preparation. I always disclosed closer to 5-6 months, personally, and this included when I was hired at 3 mos pregnant. My colleagues and boss were all thrilled for me and I received no negativity whatsoever.

If you don’t work at a job for a year you don’t have FMLA protection which means any leave you get postpartum is basically up to the new employer’s good graces to grant you. And they can fire you without cause.

My good friend didn’t tell the DC law firm she worked for some years back that she was pregnant while interviewing and they were pissed when she disclosed her pregnancy and asked for leave.
They gave her 2 weeks off. She called them up at 2 weeks post partum to ask for more time and was told she better show up or she was fired. So I’m glad you got lucky but legally you have no recourse so honesty is a better policy and disclosing after you have a job offer is a better way to go since literally they owe you nothing.

I have a hard time believing this happened but if so, name and shame the firm.

Things happen all the time where people without job protection may need extended leave, if the employer can help (a law firm most certainly can) and doesn’t it sounds like a dreadful place to work anyway.

I don't blame her employer. She lied by omission and she was lucky they gave her two weeks.

A law firm firing a woman for giving birth would be in the news and cancelled almost immediately. Also you sound insane.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Call DC FMLA to ask, they answer the phones. And disclose the pregnancy to the new job - don’t hide it, it’s not fair to show up for a new job and immediately take off unless you were honest about the pregnancy, it won’t endear you to anyone so honesty is the best policy since you have no job protection.

Ugh, do not listen to this poster who must be like 92. You are not at all required to disclose, period. The pregnancy discrimination act forbids them from discriminating you based on pregnancy but of course if you disclose they can easily find another reason to not hire you. What you can do is disclose after accepting and work together to find a solution. This is what millions of people who get into other medical emergencies less than 12 months on the job do, and pregnant women should not be forced to act differently - that’s insane.

+1. remember you have a right to privacy and don’t just owe everyone your business. Pregnancy is not an inconvenience, it is a fact of life and something an office should be equipped to handle with reasonable notice and preparation. I always disclosed closer to 5-6 months, personally, and this included when I was hired at 3 mos pregnant. My colleagues and boss were all thrilled for me and I received no negativity whatsoever.

If you don’t work at a job for a year you don’t have FMLA protection which means any leave you get postpartum is basically up to the new employer’s good graces to grant you. And they can fire you without cause.

My good friend didn’t tell the DC law firm she worked for some years back that she was pregnant while interviewing and they were pissed when she disclosed her pregnancy and asked for leave.
They gave her 2 weeks off. She called them up at 2 weeks post partum to ask for more time and was told she better show up or she was fired. So I’m glad you got lucky but legally you have no recourse so honesty is a better policy and disclosing after you have a job offer is a better way to go since literally they owe you nothing.

I have a hard time believing this happened but if so, name and shame the firm.

Things happen all the time where people without job protection may need extended leave, if the employer can help (a law firm most certainly can) and doesn’t it sounds like a dreadful place to work anyway.

I don't blame her employer. She lied by omission and she was lucky they gave her two weeks.

A law firm firing a woman for giving birth would be in the news and cancelled almost immediately. Also you sound insane.

Prove she l was fired for pregnancy discrimination. You can't. There are so many ways to fire for pregnancy, age discrimination, and any other reason an employer wishes to let an employee go.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Call DC FMLA to ask, they answer the phones. And disclose the pregnancy to the new job - don’t hide it, it’s not fair to show up for a new job and immediately take off unless you were honest about the pregnancy, it won’t endear you to anyone so honesty is the best policy since you have no job protection.

Ugh, do not listen to this poster who must be like 92. You are not at all required to disclose, period. The pregnancy discrimination act forbids them from discriminating you based on pregnancy but of course if you disclose they can easily find another reason to not hire you. What you can do is disclose after accepting and work together to find a solution. This is what millions of people who get into other medical emergencies less than 12 months on the job do, and pregnant women should not be forced to act differently - that’s insane.

+1. remember you have a right to privacy and don’t just owe everyone your business. Pregnancy is not an inconvenience, it is a fact of life and something an office should be equipped to handle with reasonable notice and preparation. I always disclosed closer to 5-6 months, personally, and this included when I was hired at 3 mos pregnant. My colleagues and boss were all thrilled for me and I received no negativity whatsoever.

If you don’t work at a job for a year you don’t have FMLA protection which means any leave you get postpartum is basically up to the new employer’s good graces to grant you. And they can fire you without cause.

My good friend didn’t tell the DC law firm she worked for some years back that she was pregnant while interviewing and they were pissed when she disclosed her pregnancy and asked for leave.
They gave her 2 weeks off. She called them up at 2 weeks post partum to ask for more time and was told she better show up or she was fired. So I’m glad you got lucky but legally you have no recourse so honesty is a better policy and disclosing after you have a job offer is a better way to go since literally they owe you nothing.

I have a hard time believing this happened but if so, name and shame the firm.

Things happen all the time where people without job protection may need extended leave, if the employer can help (a law firm most certainly can) and doesn’t it sounds like a dreadful place to work anyway.

I don't blame her employer. She lied by omission and she was lucky they gave her two weeks.

A law firm firing a woman for giving birth would be in the news and cancelled almost immediately. Also you sound insane.

NP here
From what pp said, she was not fired for giving birth. She was fired for taking unauthorized leave.