Any Questions about FMLA/STD? I have your answers

[UPSGUY72]

Maybe I'm not understanding what you're saying here... Because if he requested FMLA to care for his wife due to her preg , Once she has the baby, that FMLA case is no longer valid because she's no longer PREGNANT.

The only leave he could take would be bonding (with the child) UNLESS there was something that happened to her during the birth of the child which caused her to need further medical attention where he would need to be in her presence to provide assistance periodically.

You apparently haven't read the what FMLA covers......

 

[InsideScoop]

You apparently haven't read the what FMLA covers......

Apparently I have. Otherwise I wouldn't have a job. I know it like the back of my hand not only as an employee but because it's a federal law to be aware of regardless where you work.

 

[InsideScoop]

Again you don't know what your talking about. My Benefits ( healthcare is run by the union and I only have to work 150 hrs one month and than I'm good for the next 6 months.

In my area you go to the union office and get a STD form you fill it out have the HR person sign it and have you DR fill out a portion and hand it back to the union office and then they send you a check.

Duh... Didn't say that wasn't the process. I simply said that you still have to contact the HRSC to let them know you're going out in order to be properly coded out in the system as on a leave of absence. I can guarantee you that you can't get away with being out for more than 3-6 months without there being some interruption in your benefits. You have to be coded out in the system on disability to keep your benefits intact.

Trust me, I see it all day, everyday. Some union employee is calling saying: "hey, my manager says I need to call you guys because I guess I'm still showing active in the system; but I've been on leave since October of last year... Now my benefits are cancelled."

Yea... No, $#it guy... You/manager should've called and let us know when you first went out... that's why your s cancelled. Smh

 

[cachsux]

Maybe I'm not understanding what you're saying here... Because if he requested FMLA to care for his wife due to her preg , Once she has the baby, that FMLA case is no longer valid because she's no longer PREGNANT.

She doesn't have to be PREGNANT for he to take time as FMLA to care for her. Try shoving a 8lb ham up your rear and then push it back out and you'll have an idea of why his wife might need a hand for a week or two. That's hoping for a normal,no complications childbirth. And yes, it falls under FMLA.

The only leave he could take would be bonding (with the child) UNLESS there was something that happened to her during the birth of the child which caused her to need further medical attention where he would need to be in her presence to provide assistance periodically.

Family and Medical Leave Act
Overview

The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:

• Twelve workweeks of leave in a 12-month period for:
  • the birth of a child and to care for the newborn child within one year of birth;
  • the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
  • to care for the employee’s spouse, child, or parent who has a serious health condition;
  • a serious health condition that makes the employee unable to perform the essential functions of his or her job;
  • any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or

• Twenty-six workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember’s spouse, son, daughter, parent, or next of kin (military caregiver leave).

Where do you see anything about bonding? It says "birth and care". Next paragraph down notice "to care for an employee's spouse" who has a serious health condition. Squeezing the previously mentioned child out of her privates falls in that category.

All three times I have applied for FMLA for the pregnancy/birth of the child it was done on one form all at once. I have never reapplied to continue FMLA after the child was born.

 

[InsideScoop]

All three times I have applied for FMLA for the preg /birth of the child it was done on one form all at once. I have never reapplied to continue FMLA after the child was born.

Ahhh I see. That's a loophole then. If your requests/leaves were prior to 2012 then that is possible because each division was doing things their own way; especially CACH. Since the HRSC came into play, things have been (or should be done) the same way across the board per federal guidelines. But as we know, some situations tend to slip through the cracks.

It's also a matter of how the paper works is being filled out by the doctor too; that makes a difference as to why you would have been able to keep a case open that was due to your wife's pregnancy even after she had the child.