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Expectant and Postpartum Moms
Maternity Leave Policy- What's yours?
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Anonymous
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I'm looking for a little help. At my company, the maternity leave policy leaves a lot to be desired. At this time, there are 8 pregnant women in my office and we are working together to try and update the policy. Currently we get short term disability (STD) only and that only covers 6 weeks. There is no tele-commuting policy at all and no paternity leave. If you have to go on bedrest, you have to begin your STD at that time which means you might not have any time left by the time the baby arrives.
To help us out, would you mind posting your maternity leave policy? The more information we can gather, the better chance we will have of moving our organization into 2011. 
THANKS! Company: (if you feel comfortable sharing the name, thats great! if not can you say what kind of business? Law firm, trade association, federal agency, etc) Approx size of company: Maternity leave policy: |
Anonymous
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No maternity leave policy. You get STD: 6 weeks for vaginal birth, 8 for c-sec. At 60% pay
After that you can extend under Fmla using up whatever sick and vacation time you have accrued up to the 12 weeks of fmla. It's a REIT in VA |
Anonymous
| Pp: HQ in VA with 2,000 employees throughout the country |
Anonymous
| In my company (IT Consulting), there is no maternity/paternity leave. We have to use our PTO, vacation, and sick days to cover the time we are taking off after the baby. We get short term disability if you opt in for it during enrollment time. When I got pregnant, I didn't opt in for short term disability because we weren't expecting to have a baby. I only took 4 weeks off work after the baby because that is the only days I have accrued. Maternity leave is not a requirement in this country. The only good thing is we have FMLA where my job is secure and they can't lay me off when I am out. |
Anonymous
| Unfortunately, my experience (at two nonprofit organizations) has been very similar to what you describe. I think short-term disability was even shorter (4-5 weeks). |
Anonymous
| This is sad to read! I know i am naive as a FTM but I really hoped American companies would take better care of their employees! |
Anonymous
| I work at a huge company with 40K+ employees (you've heard of it) and all we get is the standard 6/8 weeks short-term disability at 60% of salary, and of course unpaid leave for the length of FMLA. I had to go on bedrest at 34 and had the baby at 39 weeks and and I literally had to beg my boss to let me stay out unpaid until the baby was 12 weeks old. Good luck with changing your company's policy, pregnant women of the future will thank you. |
Anonymous
| BigLaw - about 500 attorneys. I am staff, so my benefits are different than the attorneys. For me, 6-8 weeks STD depending on delivery at 60%, then 4 weeks parental leave, also at 60%, then all my leave accrued. All of this concurrent with 16 weeks DC FMLA. I took 6 months. About half of it was partially paid. |
Anonymous
| Federal Government. Can invoke 12 weeks of FMLA, but none of it is paid. Can use 6 weeks sick leave for vaginal delivery and can use 8 weeks of sick leave for C-section. Can use advanced sick leave. Was allowed to use LWOP and A/L to cover remaining time. |
Anonymous
| No maternity policy here. Office is too small to fall under Family Leave Act requirements too. Luckily, our executive director is a wonderful person and has given me 3 months leaves both times I've given birth. The only financial compensation I received was 5 weeks of pay at 60% of my regular salary and this was obtained via our short term disability policy. I was grateful. |
Anonymous
This sounds very similar to my leave policy, which is non-existent. We also have non short term disability options at all. Since we're a company of fewer than 50 people, in Virginia, I am also not covered under FMLA. Luckily I have a long term business relationship with our CEO, having worked for him at 2 different companies over the past 7 years, and he values my contributions to the company. With that said, I still had a very short, unpaid leave -- 4 weeks. It truly sucks, and if at all feasible for our family I would have just quit and stayed home for a while then searched for a new job. |
Anonymous
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Trade association in DC, 300+ employees.
Just enacted 2 weeks paid maternity/paternity leave, to begin whehn the birth baby is born / bring home adopted baby. I began my 16 week FMLA before my due date, hoping to have some time to rest before baby arrived. Baby was 14 days late, so I ate up a ton of my FMLA before even giving birth. Keep in mind, when you return to work with a newborn at home/daycare/wherever, they get sick a lot (especially in daycare). I had zero sick leave, vacation, etc. and had to take some unpaid leave for dr. appts for weeks before I accrued more leave. Then I started getting sick.... my boss has no children, so this all confused her and pissed her off. |
Anonymous
| 9:08 here: our trade assn also offers the short-term disability with 60% pay, which begins 2 weeks after giving birth. |
Anonymous
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Corporation, about 5000 employees in the mid-Atlantic area.
We get 6-8 weeks STD depending on the type of birth at 100% of pay. Then we can use vacation or LWOP for for the remainder of the 12 weeks (16 if you work in DC). Holidays do not count against FMLA leave. |
Anonymous
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Non-profit based in DC, ~50-60 employees
16 weeks (DC law) 2 months of that time are paid (3 months once you've worked here longer) SAME for moms and dads and for giving birth or adoption Some flexibility on working from home periodically, depending on the position |