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QUESTION: What is your organization's maternity and/or paternity policy? We follow the standard FMLA rules for maternity and paternity. Employees can use earned PTO, but we do not pay for the leave. Also, if we cover them on insurance and they do NOT return from the leave, we make them pay the full premium amount for the time they were off. We do not have a specific maternity/paternity policy. We have a general FMLA policy. Our agency does not have a maternity/paternity leave policy, all leave for this purpose falls under paid medical leave (while medically unable to work) and FMLA leave. We do not have a specific policy regarding maternity or paternity leave. Here is how we handle: Fathers who wish to take “nesting” leave after the birth, adoption or placement of a newborn: FMLA if eligible (has worked for our organization for a year and has worked at least 1,250 hours in the preceding 12 months) Leave of absence if not eligible for FMLA (up to 30 days) Can use accrued sick or PTO time for either leave Mothers: FMLA if eligible (note that “nesting” leave cannot be taken on an intermittent basis) Can use accrued sick or PTO Leave of absence if not eligible for FMLA (up to 30 days) Can use accrued sick or PTO time for either leave If mother is disabled (i.e. recovering from delivery) and has elected short-term disability, she can apply for benefits for the period of disability. If you have additional feedback, please email Heather Newman at heather@inarf.org and your response will be added to this post. This information is a compilation of suggestions, ideas, and opinions shared by INARF Members in response to the featured question. This information should not be considered official interpretation or guidance of State or Federal Policy. Additionally, statements within this document do not necessarily reflect an official position or opinion of INARF.
QUESTION: What is your organization's maternity and/or paternity policy?
Mothers: