how to plan for pregnancy when starting a new job

[Anonymous]

I'm starting a new job in a few weeks (after being at home) and am unsure how to plan my benefits. We are probably going to start trying to conceive right away, but depending on when it happens, the due date might be in 2009 or 2010. Do I put alot away into flex spending banking on the fact that I will get pregnant? There is also disability insurance, that's based on employee contribution. Do I get it this year, in case a baby is born this year, or do I sign up in 2010? I would have approximately 2 more chances to have a baby in 2009.

Has anyone ever dealt with this before? thanks!

[Anonymous]

I don't know your whole situation, but remember that you won't be eligable for FMLA benefits in you have a baby in 2009 because those don't kick in until you've been working at your company for at least a year. If you did get pregnant right away and had the baby in 2009, you wouldn't be guarenteed any maturnity leave. Based on only the info that you posted, I'd say that you should wait to start trying for a few months so that by the time the baby is born, so that you can accrue enough time on the job for FMLA, which will be in 2010. Knowing that your baby is due in 2010, you wouldn't have to guess on how much to put in your flex spending account or disability for this year.

[Anonymous]

I think the birth of a child allows you to change your flexible spending account elections, so I would just wait to see when you get pregnant.

[Anonymous]

14:02 is right -- check with HR about how long you need to be employed before FMLA and/or any other related benefits kick in. This will also give you time to establish yourself as a good performer before morning sickness/doctor appointments/third trimester tiredness take their toll.

[Anonymous]

FMLA may not even be applicable unless your company has more than 50 employees and you work more than 2080 hours/year (1 year).

When you have the baby, that is considered a "life changing event" (as is death of immediate family member and adoption) and entitles you to drop/enroll in any benefit the company offers.

You mention flex spending - I think there is a cap on that, isn't there? Either way, even if you don't use it for monthly pre-natal doc. visits, you can still use it to pay for toothbrushes, OTC medicine, and hec, stock up on diapers.

You mention disability - sorta unclear what you are talking about and what the employer's policy is. Are you talking STD or LTD? Some employers make you use PTO until the STD kicks in after 7 days(or whatever time frame). Also, don't confuse maternity leave or PTO with LTD.

Sounds like you have some good specific questions for the HR dept. who are much better to answer them then DCUMers. Good luck.

[Anonymous]

I think this is highly employer specific. FWIW, my employer's STD plan kicks in after three months of employment and gives 6 weeks of leave after the birth before the insurance company starts asking for more medical support for longer leave. After that, my employer has parental leave (also requires three months of employment). Then, I would get into FMLA (not sure I'm using this anyway). I wonder whether you have to be working for the whole year to qualify for FML or whether part of your leave can count?? I was already pregnant when I had to elect flexible spending contributions for 2009, and I agree with PPs - a birth is a life-changing event so you can up contributions at that point. I would recommend at least doing the minimum flexible spending before then, which was fine for me, but that depends on what your insurance covers and whether you anticipate additional medical costs (you might ask your doctor). I'll also pass along a great suggestion I've seen here - you generally have 30 days to make all the medical coverage, flexible spending, etc. elections so get your hospital bills as fast as possible. Then you'll have a better idea of how much the delivery costs were and won't end up with unused money at the end of the year. And I second buying supplies with leftover money.

[Anonymous]

Definitely wait a few months so you can get the FMLA. Often times employers have their own policies that also require you to be there for a year. Many times these are online on the company intranet so you can look the policy up once you start so you don't have to call HR and discuss this personal issue bf even starting work. As I tried to explain to my sister many times, getting pregnant is not a cumulative process, so you aren't any more likely to get pregnant in month 3 or 4 than in the first month you try. So, be prepared to get pregnant immediately if you have no indication that it will be difficult. Of course, she didn't believe me and got pregnant about 5 minutes after going off the pill. She is still in shock. I'm not sure why.

[Anonymous]

I agree with PPs who advised to wait a few months to guarantee that you will have been there at least a year. I was at my employer's for less than a year, and I was extremely fortunate that they allowed me to take the full time as if I were eligible, but I don't know how many employers will be so generous. My boss was very supportive, but he told me from the start that it would ultimately be up to HR to approve. And had they gotten rid of me during this time, I wouldn't have had any legal recourse.

[Anonymous]

You are eligible for federal FMLA after 12 months of service (this is on payroll..not hours worked) and have worked for 1250 hours prior to starting leave. You also have to report to a worksite with 50 or more employees. However, if you work in DC, there is a DC FMLA that kicks in after 12 months of service and 1000 hours worked. Many employers provide even more generous policies(i.e., they kick in before you are eligible for FMLA). FMLA is not paid leave...it guarantees reinstatement to the same or equivalent position (except in very limited circumstances) to the extent you otherwise would have been entitled to reinstatement, and continuation of health insurance benefits on the same terms as when you are not on leave. If you have accrued paid leave, you have a right to have it run concurrently with the unpaid FMLA.

[Anonymous]

Also, you are covered under the DC FMLA if your employer employs 20 or more employees.