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I just wanted to post on this, I think the DC fmla laws are fantastic. I worked in MD and was put on bedrest at 24 weeks. My company was not so sympathetic and I was required to utilize my short term disability and thus start the MD fmla immediately. I had used up the extent of my job protection before our baby arrived and was laid off three weeks after she was born. It is really great to know that in DC people do not have to be afraid of something like that happening to them. It was extremely stressful, even under the best of circumstances, but I was barely recovered from child birth when I was laid off.

I'm due any day now and not sure if I will return to my job after maternity leave. Do I have to pay back STD benefits or health ins premiums if I decide not to return?

Anonymous wrote:Are you allowed to quit after getting the FMLA benefits?

Yes. Unless you're under some sort of an employment contract, which very few people are. You arent paid on FMLA and the point is to preserve your job while you're away so you can return to it. You don't HAVE to return to it though.

Are you allowed to quit after getting the FMLA benefits?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:More anti-business regulation by the District.

you mean pro-family and pro-future generation of workers, right

No I mean regulation that causes businesses to rather set up shop on the other side of the river because they get more productivity, lower taxes, and a government that wants them. Im all in favor of FMLA but this isn't Sweden.

oh yes, so we should all just allow the businesses to run rampant to protect and inflate their bottom line at the sacrifice on their workers' well-being. sometimes, there's more to life than bottom lines and i'm glad at least some lawmakers believe that.

You don't have to be so extreme lady. The point is that it due to proximity is easy to locate a business in any one of the 3 jurisdictions (DC/MD/VA). Most of the time businesses choose MD or VA over DC because DC overburdens them . Yet our elected City COuncil members wonder why there is such high unemployment in the city.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:More anti-business regulation by the District.

you mean pro-family and pro-future generation of workers, right

No I mean regulation that causes businesses to rather set up shop on the other side of the river because they get more productivity, lower taxes, and a government that wants them. Im all in favor of FMLA but this isn't Sweden.

oh yes, so we should all just allow the businesses to run rampant to protect and inflate their bottom line at the sacrifice on their workers' well-being. sometimes, there's more to life than bottom lines and i'm glad at least some lawmakers believe that.

I am the PP immediately above (21:48). I found the full text of the regulation. As I read it, any company that employs at least 20 people in DC is subject to DCFMLA. It doesn't seem to make any exception for a company that has its main offices in another state or for situations where the employees are working as contractors at a federal government location.

If anyone has other info, please post it! Thanks.

Here is a link to the full regulation:
http://www.dcregs.dc.gov/Gateway/NoticeHome.aspx?NoticeID=604715

Anonymous wrote:

Anonymous wrote:Does anyone know if this would apply to a government contractor working in DC but the employers headquaters is in MD?

The company I work for has less than 50 employees and are headquatered out of MD but I work in DC. They are saying they don't HAVE to nor do they have FMLA because the laws in MD is only enforceable if the company has 50 or more employees.

It depends on where your official office is. i.e. if you work for a government contractor based out of MD but work at an agency in DC, you are a MD employee. But if you work for a bank that is headquartered in DC but you work at a DC branch, you are likely covered in DC.

Can anyone point me to the part of the law that spells this out? I am a federal govt contractor in DC and work only at the DC federal jobsite. The company is based in Alaska and has a local business office in MD.

I'd love to be able to take 16 weeks! This is a great discussion. Very informative. Thanks to the OP and everyone else.

Anonymous wrote:

Anonymous wrote:More anti-business regulation by the District.

you mean pro-family and pro-future generation of workers, right

No I mean regulation that causes businesses to rather set up shop on the other side of the river because they get more productivity, lower taxes, and a government that wants them. Im all in favor of FMLA but this isn't Sweden.

Anonymous wrote:More anti-business regulation by the District.

you mean pro-family and pro-future generation of workers, right

More anti-business regulation by the District.

I thought VA FMLA was 12 weeks?

Bump.

Anonymous wrote:OP, whoever you are, THANK YOU THANK YOU so much for posting this information. I am 23 weeks and just got put on bed rest. My boss is supportive and wants me to take time off. I called the HR department and the first person I spoke with said, no sorry under DC you only have a TOTAL of 16 weeks, to which I replied, no I have read the law and it is actually 16 PLUS 16, she transferred me to someoneone else in HR who confirmed that yes indeed I do have 16 plus 16. This is a huge help for me, one less thing for me to worry about.

OP here. I just bumped the post, as I like to do from time to time and saw your post. It made me smile that it helped someone. You're welcome and good luck with your bed rest and your baby!