I have a bit of conundrum on my hands at the moment. The small antiques gallery where I work does not have a maternity policy in place, and I need to pretty well come up with one from scratch. For starters, here are a few facts about where I work: the company employs less than fifty people, which means I am NOT covered by the Family and Medical Leave Act. Lame, right? Also, Virginia received a grade of F from the National Partnership for Women and Families on its national report card of maternity benefits--in short, Virginia provides no benefits beyond those mandated by federal law, i.e the FMLA. Which leaves me right back at square one with a big ol' pile of nothing.Sounds fun, right? Well, that's where you kind readers come in. Would you mind sharing the basic gist of your workplace maternity policy with me so that I can formulate some kind of plan of action so that I'm not completely unprepared for the inevitable talk that I'll be having with my boss in the future (I figure I should probably hammer this stuff out before the kid is born)? I'd be ever so grateful.
My friend Scott, the curator at Dumbarton House shared with me their maternity policy, which offers thirty paid days of leave, and then the employee is free to take additional time off using any vacation/personal days at his or her disposal. I like the sound of that...so what kind of maternity policy is offered where you work?
5 comments:
Are you going to be the one who writes the policy or will you have extreme influence on who does????
CH
Sadly, we just have the Virginia state maternity leave policy, which, as you pointed out, is the same as the FMLA. Wish we had some sort of fancy-shmancy kick-ass one that I could share...
As for who will write the policy, myself and the gallery manager will have major input, but my boss will have the final say. I'm just trying to get all my ducks in a row before I present my boss with the possible options.
In my school district, you get six weeks and you have to use all your sick days for full pay first. Then whatever short-term leave plan you have takes care of the remainder. The lowest plan pays you 40% of your pay, the highest, 67%.
I work for a company that employees approx 50k employees nationwide, not gov't affiliated and our policy is as follows:
6 wks vaginal, 8 wks caesarean - pd leave. In order to get paid leave you must first exhaust all sick and vacation time. The remaining is paid out of the companies short term disability policy and it paid at a rate of 67% of your salary.
We are permitted, under FMLA, to take up to 12 wks off total. Keep in mind that if any brief period of bedrest is required, it comes out of this 12 wks. If extended bedrest is required, you may be covered under long term disability which is paid at a rate of 50% but sick time must be exhausted first. Upon delivery of the child, vacation time kicks in then short term disability for the duration.
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