Due 7/4. Just found out today my contract may end in July.So confused and scared about what may happen w/ my benefits.

[Anonymous]

Anonymous wrote:I'm confused. You said someone told me your benefits do not include maternity coverage. That means your insurance doesn't cover you anyway, right?? It which case you need additional coverage.

If that's wrong and it does have maternity coverage, your question should be, am I eligible for COBRA?

If not, you need to apply for other insurance.

I’m pretty sure the rep doesn’t really know. She said I don’t get maternity leave, only STDL. She couldn’t give me definitive answers on anything.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I'm confused. You said someone told me your benefits do not include maternity coverage. That means your insurance doesn't cover you anyway, right?? It which case you need additional coverage.

If that's wrong and it does have maternity coverage, your question should be, am I eligible for COBRA?

If not, you need to apply for other insurance.

I’m pretty sure the rep doesn’t really know. She said I don’t get maternity leave, only STDL. She couldn’t give me definitive answers on anything.

*STD

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I'm confused. You said someone told me your benefits do not include maternity coverage. That means your insurance doesn't cover you anyway, right?? It which case you need additional coverage.

If that's wrong and it does have maternity coverage, your question should be, am I eligible for COBRA?

If not, you need to apply for other insurance.

I’m pretty sure the rep doesn’t really know. She said I don’t get maternity leave, only STDL. She couldn’t give me definitive answers on anything.

*STD

Nearly this exact thing happened to me (and it all worked out if that's any consolation). I kept my benefits through COBRA and gave birth and then switched to a different plan on the ACA marketplace once I was sure there were no birth complications for baby or me. I would not have had any paid leave even if still working so that part was unchanged.

Don't listen to what the HR rep is telling you. Do your own research. For my second kid I was working for a NY law firm and the generous leave laws there did not apply, but the generous DC FMLA did (although unpaid after 6 weeks of paid short-term disability). I had to walk NY HR through it multiple times, and they kept threatening me that I'd lose my job if I didn't report back on X date (they were wrong). And this was at a law firm!