Is Bedrest messing up your time for maternity leave?

My job gives up to 12 weeks. Included in that 12 weeks is 6-8 weeks regular maternity depending on type of birth, but then for FMLA they extend it to 12. But since I'm out on leave now, that is cutting into my 12 weeks, so lets say the boys are born in 8 weeks, that would mean I only have 4 weeks left. But since 6-8 weeks maternity is required by state law, I'd get to stay out 6 weeks if vaginal, 8 weeks if c-section instead of only 4.

But basically, my hopes of 12 weeks AFTER they are born are shot. I can't believe I will have to leave my babies at 6 or 8 weeks to go back to work. I will be heartbroken!!! And realistically we can't afford for me not to go back to work. My salary is almost as much as DH's....

How are you all affected by the bedrest if you plan on going back to work?

 

I'm able to work from home until the babies - then i'll take maternity leave - so it doesn't affect me really. But if I was unable to work from hom - I coudl take short term disability for 6 weeks - fully paid - then take maternity leave. Maybe check w/ your employer and see if you have STD coverage and what % you'd be paid and for how long. I'm 100% paid for 6 weeks, then 66% paid for another 4 or something.

 

Bedrest did not really effect my maternity leave but it did effect my income. I worked for a very small company so I was given 6 weeks unpaid for after the babies were born. I went out of work 7 weeks before I delivered so those too were unpaid. While I was expecting the 6 weeks, I was not expecting the 7 prior to that so it was very hard. I made about double what my husband made so without my income we were hurting. We got through and I did go back to work when K&K were 6 weeks. I am sure by law I could have been out longer unpaid but I couldn't afford it and honestly I was itchin to go back (I guess I should add that I brought K&K to work with me so leaving the children wasn't a concern for me, I was fortunate enough to be able to work my office job and still be mommy at the same time).

 

I am in the same position you are. I am on short term disability now (luckily i get 70% of my pay) but once I deliever I get 8 weeks (c-section)but not the whole 12 since I am already out on leave.

 

I went out at 24 weeks and was given disability (about 50% of my pay), since my pregnancy kept me from working. But first, I had to use all my sick leave (for which I got full pay) which lasted for about 2 mos. I had a lot accrued! I kept getting the disibility pay for 8 weeks, post delivery. At that time I had to return to work, or take a leave of absence without pay. I took a 6 mos. leave of absence and went back to work after that period. FWIW, I work for a school district.

 

Thanks ladies for the responses. Glad I'm not alone.

But you know what sucks for me? I have been at my current job less than a year, so I don't get paid anything for disability except for what the state will give me, which is basically pennies. Maybe I can buy diapers with it!!
DH tells me not to worry he will carry us the few months but I feel awful that I left work early w/o saving enough to last the maternity. I had put a little bit aside in a savings but nowhere near what I wanted to save. I planned on having the next 2 months to save. I'm mad at myself for not thinking of bedrest and saving more earlier.
Only good thing is that we already ordered the furniture, and bought quite a few big things already. But there is still so much to do and buy. At least when I go back to work, I go back to a nice salary I guess. Many don't have that so I should stop complaining.... *sigh*

 

Bedrest isn't messing up my maternity leave -- but what it may mess up is the amount of time I have to work after the babies are born. I'm done with my job as of August, but due to political issues, I can't take any leave time after my maternity leave -- I have plenty built up, but the bosses won't let me take it. So, if the kids are born too early -- I will have to go back to work for more time. I was looking at 2-3 weeks of leaving them, but it's now looking like 4-6 weeks, unless I can hold them in longer. 6 weeks is all I will get after they are born for maternity leave -- even though my OB's have said they would write for another two weeks, I'm sure that my bosses will deny that (I'm military -- federal laws about 12 weeks and all that don't apply!)

Good luck to everyone. I'm getting close to being out of here, I think, 35 weeks today -- we'll see what my appointment brings tomorrow.

Erica.

 

QUOTE(TwinsInOkinawa @ Apr 26 2007, 12:06 AM) [snapback]233988[/snapback]
Bedrest isn't messing up my maternity leave -- but what it may mess up is the amount of time I have to work after the babies are born. I'm done with my job as of August, but due to political issues, I can't take any leave time after my maternity leave -- I have plenty built up, but the bosses won't let me take it. So, if the kids are born too early -- I will have to go back to work for more time. I was looking at 2-3 weeks of leaving them, but it's now looking like 4-6 weeks, unless I can hold them in longer. 6 weeks is all I will get after they are born for maternity leave -- even though my OB's have said they would write for another two weeks, I'm sure that my bosses will deny that (I'm military -- federal laws about 12 weeks and all that don't apply!)

Good luck to everyone. I'm getting close to being out of here, I think, 35 weeks today -- we'll see what my appointment brings tomorrow.

Erica.


Oh wow Erica, that sucks that they are so strict. If my doc writes a note, I'm sure I could stay out longer (thanks for the idea, btw!!!)
Good luck with your appointment, hopefully you're off bedrest sicne you're 35 weeks!!

 

I landed on bedrest at 16 weeks, but I work FT from home so I could still work from bed. Then at 24 weeks I had to go on STD because I ended up on hospital bedrest. I still did work about 10-15 hours from the hospital and made my quarterly bonus goals.

7 weeks later I delivered the girls, so I'd already used 7 weeks of my FMLA. The girls were in the NICU 5 and 6 weeks, so that put me past my FMLA period right there. Thankfully my boss was very understanding, and after recovering for a week from my c-section, I worked while they were in the NICU. Then I took 5 weeks of unpaid time off when they came home. But my boss was very good to me, my job technically did not need to be protected through all of it. That being said, it does help that I blew away my sales goal for last year while all of this was going on.

 

Hi,
Usually for twins the OB puts you on Disability @ 28 weeks (at least at my Dr's office), I received money from 28 wks to 35 weeks when I delivered, and I received another 12 weeks for a c-section.

 

I got put on rest today. It won't screw up my maternity leave persay-but I won't be covered under FMLA for the whole leave. I had to use a week or so over Christmas for some bleeding I was having, so I'm down to 11 weeks.
I will have 6 weeks paid time (STD)after the twins come and upto 6 weeks unpaid.
This time now till delivery will be STD as well.

Actually it might be pretty darn close-I don't ancipate to be pg too much past 4 more weeks-at max 6 more weeks... but they would like me back and are holding my postion if you will. Time will tell if I actually do go back or not though.

 

I posted this on another thread but works here too.

After reading some of these notes I have to say I was really concerned. I had a similar experience about not being covered because I was in my job for less than a year (see below). It is difficult, but you find you'll get through it.

And, while it depends on your company, there are Laws to protect you too - especially if you are being told you can't take leave when the babies are born. That's just insane! What if there are complications? Or you just want to be with your babies! After my first child was born there was no way I could phsycally go back right away - and I have a desk job! I work for a financial firm and because Dr. said last week I should stop working - even though I've been working from home for 4 weeks already - I have been presented with 2 options:

1. Reduced schedule - over 20hrs but less then 40. The difference between what I work and 40 comes out of vacation, sick days or is unpaid (BUT I DON"T LOSE MY BENEFITS!)

2. Preterm Disability - Not working at all, but I keep my full pay and my benefits. The caveat is that it begins the clock for FMLA so my job protection begins when I start the program. Luckily, my company's policy is to continue job security throughout the first 12 week "after" the birth so I don't have to worry, say, 6 weeks after the twins are born.

3. This isn't a realistic option, but I could technically go to part-time (less than 20Hrs) But I would lose my full time benefits and full maternity options.

So basically I don't work, get full pay, or I try to work some - get reduced pay. OR, I drop to part time, lose everything, get paid hourly and now I have crazy hospital bills because I've lost my insurance. I've given up trying to make sense of it.



Now I was working for this same company when my 2 yr. old was born and I had a very different experience then. Since I was with the company only 9 months when he was born I wasn't protected by any policies or FMLA (which usually kicks in at 1 yr of employment). With my first born, same company, I got 6 wks short term disability at 60% pay and then 6 wks of completely unpaid. In fact during that period I had to continue to pay for my benefits, so in effect I was paying $ to the company for my benefits and not getting a paycheck. It was the only way I could take a full 12 weeks and I can tell you - it was tough given that my son was early and we had a few complications. But the time is completely worth it!

This time around, I'll probably take the 12 wks. Full-pay (job security) and the 12 wks optional unpaid (no job security) when they are born. I'm not too worried about the job situation because I've been discussing it with my manager for the past 5 months.

Also, if you can, have an open conversation with your boss/HR/ or union rep. (if you have one).

 

I posted this on another thread but works here too.

After reading some of these notes I have to say I was really concerned. I had a similar experience about not being covered because I was in my job for less than a year (see below). It is difficult, but you find you'll get through it.

And, while it depends on your company, there are Laws to protect you too - especially if you are being told you can't take leave when the babies are born. That's just insane! What if there are complications? Or you just want to be with your babies! After my first child was born there was no way I could phsycally go back right away - and I have a desk job! I work for a financial firm and because Dr. said last week I should stop working - even though I've been working from home for 4 weeks already - I have been presented with 2 options:

1. Reduced schedule - over 20hrs but less then 40. The difference between what I work and 40 comes out of vacation, sick days or is unpaid (BUT I DON"T LOSE MY BENEFITS!)

2. Preterm Disability - Not working at all, but I keep my full pay and my benefits. The caveat is that it begins the clock for FMLA so my job protection begins when I start the program. Luckily, my company's policy is to continue job security throughout the first 12 week "after" the birth so I don't have to worry, say, 6 weeks after the twins are born.

3. This isn't a realistic option, but I could technically go to part-time (less than 20Hrs) But I would lose my full time benefits and full maternity options.

So basically I don't work, get full pay, or I try to work some - get reduced pay. OR, I drop to part time, lose everything, get paid hourly and now I have crazy hospital bills because I've lost my insurance. I've given up trying to make sense of it.



Now I was working for this same company when my 2 yr. old was born and I had a very different experience then. Since I was with the company only 9 months when he was born I wasn't protected by any policies or FMLA (which usually kicks in at 1 yr of employment). With my first born, same company, I got 6 wks short term disability at 60% pay and then 6 wks of completely unpaid. In fact during that period I had to continue to pay for my benefits, so in effect I was paying $ to the company for my benefits and not getting a paycheck. It was the only way I could take a full 12 weeks and I can tell you - it was tough given that my son was early and we had a few complications. But the time is completely worth it!

This time around, I'll probably take the 12 wks. Full-pay (job security) and the 12 wks optional unpaid (no job security) when they are born. I'm not too worried about the job situation because I've been discussing it with my manager for the past 5 months.

Also, if you can, have an open conversation with your boss/HR/ or union rep. (if you have one).