Anonymous wrote:

Anonymous wrote:

Anonymous wrote:check your orgnaizations employee handbook. some employers require FMLA for certain reasons to be consecutive.

I thought legally FML could be used in 15 min increments

In some workplaces you need to qualify for intermittent leave instead of continuous leave based on the condition and your physician's recommendation.

This. I was told that if I didn’t take it consecutively, then the “follow up” time needed to be approved by a supervisor. Consecutive FMLA did not need separate approval.

Anonymous wrote:

Anonymous wrote:check your orgnaizations employee handbook. some employers require FMLA for certain reasons to be consecutive.

I thought legally FML could be used in 15 min increments

In some workplaces you need to qualify for intermittent leave instead of continuous leave based on the condition and your physician's recommendation.

How you take it depends on your workplace.

it may also depend on what conditions your child has, what complications you have, and if intermittent leave is recommended by the physician.

Where you get your medical insurance is a completely different issue than FMLA. So on his, your own, it doesn't matter.

Your job is protected for 12 weeks of FMLA. How you take that leave will depend on your workplace. Read your employee hand book. Or ask your HR. If you are teacher they have dealt with this before.

Anonymous wrote:

Anonymous wrote:I know there is a FMLA sticky post , and I have read most of it, but apologies if this was answered somewhere in there and I missed it!

I am a teacher and work for a school which does not offer any paid maternity leave. They do allow for FMLA leave. I am currently on their insurance, as my husband is a veteran and is using Tricare, which I am not eligible for while he is not actively serving. I plan to use all 12 weeks of leave, and my first question is about if it needs to be consecutive weeks. I am due late November, and my school gives off a week for Thanksgiving, 2 weeks for winter break, and a week for spring break in early March. Someone at work mentioned that they thought those 4 weeks would be part of the 12 weeks of leave, which doesn’t fully make sense to me, since no one will be in the building/there are no work expectations. Does that seem accurate?

Moving forward, my husband actually does plan on re-commissioning into the military and should know if he is accepted by early December . Once he is back in, I am eligible to go on his insurance, but will not until after the baby is born (our hospital of choice does not accept tricare). If I quit my job after he is accepted due to a military move, and have not used all 12 weeks, those will carry over for the remainder of the year, correct?

Thanks so much for any help-just trying to figure out the best way to navigate all these upcoming changes!

Carry over to what?

Yeah, what would you be using them for if you've quit? Do you mean if you start with another employer later next year? You don't qualify for FMLA with a new employer for awhile, I think it's 1 year. so it's a moot point.

Anonymous wrote:check your orgnaizations employee handbook. some employers require FMLA for certain reasons to be consecutive.

I thought legally FML could be used in 15 min increments

Anonymous wrote:I know there is a FMLA sticky post , and I have read most of it, but apologies if this was answered somewhere in there and I missed it!

I am a teacher and work for a school which does not offer any paid maternity leave. They do allow for FMLA leave. I am currently on their insurance, as my husband is a veteran and is using Tricare, which I am not eligible for while he is not actively serving. I plan to use all 12 weeks of leave, and my first question is about if it needs to be consecutive weeks. I am due late November, and my school gives off a week for Thanksgiving, 2 weeks for winter break, and a week for spring break in early March. Someone at work mentioned that they thought those 4 weeks would be part of the 12 weeks of leave, which doesn’t fully make sense to me, since no one will be in the building/there are no work expectations. Does that seem accurate?

Moving forward, my husband actually does plan on re-commissioning into the military and should know if he is accepted by early December . Once he is back in, I am eligible to go on his insurance, but will not until after the baby is born (our hospital of choice does not accept tricare). If I quit my job after he is accepted due to a military move, and have not used all 12 weeks, those will carry over for the remainder of the year, correct?

Thanks so much for any help-just trying to figure out the best way to navigate all these upcoming changes!

Carry over to what?

check your orgnaizations employee handbook. some employers require FMLA for certain reasons to be consecutive.

You can use up to 12 weeks after you have been employed for 1 year. It does not have to be consecutive. Holidays don't count against your time off. If you quit and go to another job, you will need to have worked there another full year or it will be prorated. If you have enough leave, you should work your employment end date for after you are done with leave.

I know there is a FMLA sticky post , and I have read most of it, but apologies if this was answered somewhere in there and I missed it!

I am a teacher and work for a school which does not offer any paid maternity leave. They do allow for FMLA leave. I am currently on their insurance, as my husband is a veteran and is using Tricare, which I am not eligible for while he is not actively serving. I plan to use all 12 weeks of leave, and my first question is about if it needs to be consecutive weeks. I am due late November, and my school gives off a week for Thanksgiving, 2 weeks for winter break, and a week for spring break in early March. Someone at work mentioned that they thought those 4 weeks would be part of the 12 weeks of leave, which doesn’t fully make sense to me, since no one will be in the building/there are no work expectations. Does that seem accurate?

Moving forward, my husband actually does plan on re-commissioning into the military and should know if he is accepted by early December . Once he is back in, I am eligible to go on his insurance, but will not until after the baby is born (our hospital of choice does not accept tricare). If I quit my job after he is accepted due to a military move, and have not used all 12 weeks, those will carry over for the remainder of the year, correct?

Thanks so much for any help-just trying to figure out the best way to navigate all these upcoming changes!