Here's what you do. First , calm down. A pregnancy is pretty easy to prove so the hoops that some are making it sound like you need to jump through aren.t as bad.
If the baby comes before you get the paperwork in you will still be able to take FMLA as it will be retroactive to your first day off.
Yes, get it and have your wifes DR. fill it out as soon as possible. There are two things you want to do on the paper work. The first thing is to make sure you apply for INTERMITTENT FMLA. This will allow you to take time as needed for your wife Dr visits now, time off at the birth, time off for your wifes recovery, time off to attend both Dr appts for your wife AND child throughout the year. It can be taken in any number of ways. Weekly, daily, hourly, and even down to minutes if needed. Every time you take FMLA it comes out of your "bank" of 12 weeks in the amount that was used. Make sure you keep track accurately to make sure your mgmt team keeps track accurately. However, since we as FT are only guaranteed 8 hours contractually you may request an 8 hr day to attend a FMLA need and any FMLA time in that situation does NOT come out of your "bank" as you gave the company it's contracted hours.
The second thing is yes UPS is allowed to substitute paid time as FMLA time up to the amount you have available. After that it is unpaid time for the remainder of your FMLA time. BUT you are allowed, your choice not UPS', to save one week of paid time separate from FMLA. That way you can save a week to use later, taken in the same seniority order that you originally picked it.
You will fill out the FMLA request with your Dr's and the submit it to the appropriate persons in your area, usually HR. When you receive the approval letter you do NOT have to discuss the specifics of your FMLA needs with your mgmt team. Any insistence on specifics from them is a violation of the FMLA act as well as your HEPA privacy. You simply request, as soon as you are aware of the need, your FMLA time. Obviously try and extend the courtesy of letting your mgmt team know as soon as you do but if a sudden need arises you are allowed to take FMLA time no matter how sudden it happens. They HAVE to get someone to cover for you even if it's a member of mgmt.
Any attempts to intimidate, coerce, harass, etc for the above or any other reason is a violation of federal law as well as most state laws as well. It also violates the contract. If you find these actions taking place you can: File a grievance with the union, File a complaint with HR on the local as well as corporate level, File a complaint with the D.O.L. and or the E.E.O.C., take action as an individual with an attorney against the company as well as the specific member of mgmt.
Take this time. Don't even second guess it. Your child will never be as little as they are the day they are born. Enjoy the moment and bond with them.
U.S. Department of Labor - Find It By Topic - Leave Benefits - FMLA
Prohibited Practices
P.M. me if you need any advice.