i worked 1/2 days my last two weeks and it was great. It was "ramping down" but I was still checked in for anything that came up last minute. I ended up using 5 sick days instead of 10.

Where do you work that you can't use sick time to help cover FMLA leave?? Geez.

Anonymous wrote:

Anonymous wrote:Lol you want to "ramp down"? Good luck explaining that to your coworkers whom will be picking up your slack.

Wow.

God bless America!

OP here... thanks ladies FWIW my office is very family friendly and my coworkers are all for this - they thought I was nuts for working up until the last minute last time. Part of the reason I NEED to ramp down slowly is so I'm not in the middle of projects (weeks/months duration) which my coworkers will then have to pick up midstream... we hate that. Part of the "ramp down" plan includes WAH, to get people used to the idea of not seeing me (I get lots of stop-by-hey-can-you-XYZ) and to work the bugs out of the "who should they talk to" plan.

I'm not necessarily looking to use STD before mat leave unless I really feel like I have a medical need that would preclude some WAH. I have annual leave, but would rather save that for after. I found out the hard way last time, that I can NOT use sick leave to extend mat leave. I have piles of sick leave and would like to actually use it if possible, but I'm not trying to skirt the law or anything. Thanks to everyone with helpful suggestions!

Anonymous wrote:Wow, it seems like a no-brainer to use sick leave at the end of your pregnancy. I'm surprised that so many people are saying it's a no-no. My OB asked me as a matter of course if I wanted to stop working and if I needed a note about 2-3 weeks ahead of my due date. Of course, I work in a pretty family-friendly office where requests for alternate arrangements for pregnancy and maternity leave are usually approved. (FWIW, I worked up until the end of my pregnancy, but wished I had started the clock on my STD benefits earlier.)

The problem is that you will be using up sick leave and most people don't want to. And STD insurers are onto this "I'm so tired at 37 weeks" thing.

Anonymous wrote:Lol you want to "ramp down"? Good luck explaining that to your coworkers whom will be picking up your slack.

Wow.

God bless America!

Wow, it seems like a no-brainer to use sick leave at the end of your pregnancy. I'm surprised that so many people are saying it's a no-no. My OB asked me as a matter of course if I wanted to stop working and if I needed a note about 2-3 weeks ahead of my due date. Of course, I work in a pretty family-friendly office where requests for alternate arrangements for pregnancy and maternity leave are usually approved. (FWIW, I worked up until the end of my pregnancy, but wished I had started the clock on my STD benefits earlier.)

Why don't you just work to the end? People are going to stop giving you projects anyway right before you go out on maternity leave. Most women I know just worked till they gave birth, although if you have a very physical job, you might need to stop sooner.

Lol you want to "ramp down"? Good luck explaining that to your coworkers whom will be picking up your slack.

12:20 again, just to clarify, the provider filled out a form (per my company's HR policies) and this was sufficient the first time, the second time, the insurer also had a brief conversation with the doctor.

Anonymous wrote:Most people don't "ramp down," I don't think. I"m pretty sure, absent any medical issues, most women work up until they give birht, or at least their due date. I was on bed rest from 36 weeks so I used STD but I can tell you that the STD carrier asked for a TON of verification that I truly couldn't work -- test results, a diagnosis, etc. Even if my doctor would have written a note just because I'd asked, there's no way the carrier would have paid it.

As far as using sick leave, if you work for a private employer that's going to be up to their discretion. If you don't want to go through HR, can you talk to other women who have done a similar thing before? It's not a legal question, it's more about your company policy, so not something anonymous posters can answer.

My experience was different. My provider was very supportive of my need to stop work two weeks before both my children were born. She basically told me that she'd find a medical reason if I felt that I could no longer work. With my first it was that my blood pressure was increasing and she wanted me to stay home to minimize stress. Obviously this was also true. With my second my pregnancy induced sciatica was so bad that I had trouble walking and by 38 weeks could barely get around the house. The first time it was approved immediately no problem, with the second, they did call and talk to my doctor but then it was also straightforward. If you have a sympathetic provider I'd definitely suggest that you try STD. The last few weeks of pregnancy are extremely taxing and for me I simply wasn't able to work - too exhausted, too enormous, too many physical ailments. Unless you are one of those women who sails through pregnancy until they go into labor at the gym, I completely recommend applying for STD.

Of course your provider has to give a reason, and that reason has to be valid, but the chances are very high that there is a valid reason for you not to work while heavily pregnant.

Any reason you couldn't use annual leave instead?

My company has a policy that if you use sick leave for >5 days in a row, you have to go on STD. (Not sure what they would do if you do 4 days, come in for one day, then do 4 more, etc). So this clearly would not work. I wanted to have a few days of rest before my scheduled c/s, so I just took vacation. What if you asked to work from home for the last 2 weeks?

I tried to use my vacation time to lead in to my maternity leave with my 2nd. I wanted time to rest and give my oldest more attention before the new baby came. It was an ordeal. My direct supervisor approved it, then her supervisor denied it because it was a busy time for my department. I wound up getting my doctor to order reduced work days and they caved and let me have my vacation. It led to bad feelings on both sides, and I quit not long after the baby came.

Most people don't "ramp down," I don't think. I"m pretty sure, absent any medical issues, most women work up until they give birht, or at least their due date. I was on bed rest from 36 weeks so I used STD but I can tell you that the STD carrier asked for a TON of verification that I truly couldn't work -- test results, a diagnosis, etc. Even if my doctor would have written a note just because I'd asked, there's no way the carrier would have paid it.

As far as using sick leave, if you work for a private employer that's going to be up to their discretion. If you don't want to go through HR, can you talk to other women who have done a similar thing before? It's not a legal question, it's more about your company policy, so not something anonymous posters can answer.

I'm trying to plan my exit strategy and mat leave, to give my supervisor and colleagues an idea of what to expect.
For #1 (same org, different supervisor), I worked from home 3 days/week for the last month or so (other two days in office) - DD was a week or so early, so this worked okay and I didn't have any other kids at home, so this was doable.

This time, I have a preschooler, and would like to plan more of a ramp-down (going to use more of those hours at home actually resting/prepping, not working). Does anyone have experience using straight up sick leave for the last few weeks of pg? I'll still check in and such, and deal with simple/non critical tasks, but I'd like to just use sick time. I'm not sure STD (although I have it) is an option without bed rest, etc? Pretty sure I can get a note from OB restricting me to within 1 hour of hospital or such.

I'm not trying to get out of working due to pg - totally willing to use banked sick and vacation leave - but the more vac I take BEFORE baby gets here, the shorter my mat leave will be (can't use sick time to extend mat leave).

Non-fed. For various reasons, if I'm totally barking up the wrong tree, I'd rather NOT approach HR on this. Any other ramp-down suggestions from BTDT moms are also appreciated!