That’s correct FMLA is job protection only. The US is the only wealthy country without universal paid parental leave. Check with your state and employer to see if there are plans in place. Some states have their own parental leave policies - not comprehensive but could help fill the gap. Also, try to pad your emergency fund just in case (lots can happen during childbirth and after) and make sure you review all medical costs before and after.
I am from Washington and I will tell you there is no clear answer to anything when to use PTO EIB and can you use them at once’s while on FMLA? And asking others no one knows either you just kinda go with the flow. I wish there was clarification. But we live in a country where no help comes for pregnant woman
I'm so sorry to hear that you are not getting the right answers. It is so unfortunate that the state of maternity leave in the US is so dismal. I encourage you to keep pushing, keep asking your questions and document along the way. From my experience, it's also been helpful to reach out to other moms to understand the process in your state. If you still don't get anything, try your local state rep or senator and see if they can help you coordinate all of the benefits in a way that works for you and your family.
Check to see if your state offers paid benefits. You may be eligible for a portion of paid benefits. Depending on your employer, you my have job protection, but no paid benefits.
great video, such useful information. do you know where I can obtain the coordination benefits chart? i have looked everywhere and have not found anything.
Hi! Thanks for watching and your question. Unfortunately, you'll have to create your own coordination benefits chart since it will vary depending on company and state policy. Get feedback from HR so you know exactly when/where income will come from (wage replacement) and what policy you'lll use in terms of job protection. Here are some examples to help you: typeamomtales.com/2015/05/20/not-eligible-for-fmlacfra-what-to-do/ and www.thehartford.com/paid-family-medical-leave/how-leave-types-work-together
I am Ny state employee . I am planning to start with short term disability + paid family . So it like 6-8 weeks of short time disability + 12 week of paid family leave ?
This sounds about right, but please verify eligibility. The Paid Family Leave toll-free helpline is open Monday-Friday, 8:30am - 4:30pm EST - PFL Helpline - (844) 337-6303. Note that the paid portion is a percentage of pay so review your budgets accordingly and plan head. Best of luck to you!
Thanks so much for the video! A quick question: can I get a paid maternity leave from a company AND the state (NJ)? My employer giving birthing parents 100% pay for a few weeks, but I’m not sure if I can get additional financial support through the state
It looks like in NJ, you can’t receive both company paid parental leave AND FLI, but it may be possible to do a consecutive sequence as in use short-term disability, then state family leave insurance (FLI), then company leave. Keep in mind that job protection like the FMLA only cover you for a certain number of weeks. I’d recommend reviewing your company policy in detail to see how state policies intersect. Note a good amount of this stuff is still very new so document and get answers from both your company and the state so you have both compensation and job protection.
Thanks for your question. This will depend on who pays for the coverage. The IRS considers short-term disability to be a type of sick pay. If your employer paid 100% of your premiums, all of your short-term disability income is taxable. If you and your employer split the premiums exactly 50/50, and if you paid your portion of the premiums with after-tax dollars (not paycheck deductions), half of it would be taxed. If you paid all your premiums yourself with after-tax dollars, your benefits are not taxable. You can submit IRS Form W-4S, the "Request for Federal Income Tax Withholding From Sick Pay" form, to your insurance company to have taxes withheld from your benefits to save yourself a big tax bill. I'd recommend speaking with your HR dept and/or a tax professional for your specific situation.
Just to clarify, I will use PFL which is around 6 weeks after birth and I will then use FLMA which is 12 weeks after that for caring for the baby, for a total of 18 weeks? Please let me know, I’ve been so confused! If it helps I am in California and a teacher. I am trying to maximize the time I am home with my newborn, I am not too worried about the unpaid portion. Thank you!
California is a bit unique because of PDL (covers birth) and CFRA (covers baby bonding). PDL is an unpaid, job protected leave that provides up to 4 months of leave for a pregnant employee who is certified by their health care provider. Your leave depends on the size of your employer, your health conditions, and how you deliver (vaginal or cesarean), and what programs you qualify for so check with your county and employer. FMLA overlaps with state laws and doesn't give you more leave time in this case. California laws provide more protection than federal so you will opt into this. So in this case, you will likely do PDL + CFRA and your leave time may be between 22-24 weeks. I'm not from California so please verify county and employer eligibility for some of these programs. I have also read that taking the 4 weeks before delivery is "use it or lose it" so it might be best to take advantage of it. This link has the best visual of the leave timeline: www.aclusocal.org/sites/default/files/paid_leave_-_english.pdf. Hope this helpful. Best of luck!
Thanks for your question. Short-term disability only covers your own health recovery from childbirth. This will be around 6-8 weeks depending on how you deliver. Keep in mind that short-term disability provides wage replacement, but does not protect your job. You can use FMLA to care for your babies, but it's job protection, no wage replacement. This is why they run concurrently so that you have both wage replacement and job protection. I'd check to see your state laws as some states do have additional protections and wage replacement. California, for example, provides more baby bonding time with wage replacement. I'd also recommend engaging your company as soon as possible so that you can arrange work flexibility or figure out how to use PTO. Best of luck!
Hi there, in NYS. I am trying to get an understanding of my options. If I were to be eligible for 12 weeks FMLA, 6 weeks STD, 15 PTO days, 6 weeks company leave policy and 12 weeks NYPFL, how much weeks off would that amount to? Based on your chart, the company's leave policy would run concurrent with NYPFL which I was not expecting. I also was not expecting STD and my PTO to run concurrently. Thanks!
Thanks for your question. First, I'd recommend you speak with HR to review your company leave policy as many company policies differ in how they interact with the state policies. Double confirm that your employer qualifies for FMLA and PFL. It is possible that your company may require that you use up PTO before the company parental leave kicks in and yes this could run concurrently with STD. The chart I shared was from dmec.org/2019/03/15/state-by-state-paid-family-medical-leave-legislation/. Remember that FMLA is just job protection, but the rest of the policies are paid benefits so they must coordinate in a way that will provide you the max allowable wage. Sorry, this answer isn't as straightforward as a lot of this has to go back to how your company has designed its absence policy. Best of luck!
Ok I’m confused . I’m in Los Angeles and was wondering if my 4 weeks pregnancy disability is different than the short term disability after I give birth? I’m confused! I currently am in the process of filing my paper dowel and my due date is 01/29/2024. My last working day is 01/2/2024 and my return to work date is 4/15/2024. Does this sound accurate ??? Or am I mosssing out on time?
I can't offer individualized advice, but a few things to consider for your situation. California is a bit unique because it is one of the few states that actually offer a more generous pregnancy leave policy. It sounds like you are planning to take pregnancy disability leave for the four weeks leading up to your due date. After giving birth, you may be eligible for additional time off under PDL or other leave programs, such as FMLA or CFRA. In California, pregnancy disability leave (PDL) provides job-protected leave (not income replacement) for up to four months and is separate from other types of leave, such as the Family and Medical Leave Act (FMLA) or the California Family Rights Act (CFRA). Short-term disability (SDI) in California is a state-run program that provides partial wage replacement benefits. The SDI benefits can cover a period before and after childbirth, offering financial support during the disability period. I'd absolutely recommend checking in with your HR department and the state program to ensure you qualify and get the support your need for both job protection + wage replacement. Document everything. In most cases, there'll be an overlap of the policies you will qualify for on the company, state and federal level. Definitely check in with your company too to see how all of these programs interact with your specific company policy. Note too that some of these programs are dependent on size of employer and hours of service with that employer. More info: calcivilrights.ca.gov/employment/pdl-bonding-guide/ Hope this helps! Best of luck.
Wowowow!! I live in California and will be on leave from my heavy labor job due to pregnancy limitations at an earlier time than most. I have been having a heck of a time trying to find the proper information to educate myself and my employer about my leave and protections. This video and the link you provided in this comment alone has pretty much summed up all my questions in a very digestible way!!! You ROCK!! Thank you so much, you are very good at what you do!!! Have a good day 🌞
Thank you for the information.. If I am a contractor for a company in NJ, but my Hr company is not located in NJ, can I still get NJ family leave? It also says, I need to have paid into the program through my employment and meet minimum gross earning requirements. Is there a way for me to check if I can receive family leave?
Thank you for your question. Unfortunately, contractors are not technically covered by the NJ Family Leave and you do need to pay into the program to qualify. I would recommend getting help from www.nj211.org/ to see if there are other services that can help you. I would also check with your employer and the state where it's located to see if there other benefits available. Short-term disability benefits may be an option which provides some income for a short period of time. If HR cannot provide you information, get your answers from the state or reach out to a local representative who can connect you with services to help you during this time. I also have a video to help you financially prepare which I'd recommend checking out as well - th-cam.com/video/VYWhO01IYWs/w-d-xo.html. Best of luck to you!
Hi, you'll have to check if your company offers paid maternity leave benefits and if your state offers some kind of paid family or medical leave benefits.
The responsibility of employers to provide compensation during maternity leave is rooted in the acknowledgment that parenthood is a significant life event that requires time and resources for both the health of the parent and the well-being of the child. In many countries, maternity leave is legally mandated to protect the rights of working mothers and to support gender equality in the workforce. The US is the only country without a universal paid parental leave plan which put a strain on both mothers and fathers to-be. Employers may be required by law to offer paid or unpaid maternity leave, depending on the jurisdiction they operate in. This is to guarantee that pregnant employees are not economically disadvantaged for exercising their right to start a family. Providing maternity leave not only benefits the individual but also fosters a positive and supportive work environment, leading to increased employee loyalty and productivity. Overall, the aim is to strike a balance that respects the rights of both employees and employers, ensuring fair treatment and support for all individuals, regardless of their decision to start a family.
![⚔️จำกัดเวลา⚔️ [พากย์ไทย] ซอร์ดอาร์ตออนไลน์ ซีซั่น 1 - ฉบับมัดรวมทุกตอน](http://i.ytimg.com/vi/ohkfBVDXLSA/mqdefault.jpg)
Whats the point of FMLA if its unpaid, except job protection? It doesn't help me financially while I am away for maternity
That’s correct FMLA is job protection only. The US is the only wealthy country without universal paid parental leave. Check with your state and employer to see if there are plans in place. Some states have their own parental leave policies - not comprehensive but could help fill the gap. Also, try to pad your emergency fund just in case (lots can happen during childbirth and after) and make sure you review all medical costs before and after.
I am from Washington and I will tell you there is no clear answer to anything when to use PTO EIB and can you use them at once’s while on FMLA? And asking others no one knows either you just kinda go with the flow. I wish there was clarification. But we live in a country where no help comes for pregnant woman
I'm so sorry to hear that you are not getting the right answers. It is so unfortunate that the state of maternity leave in the US is so dismal. I encourage you to keep pushing, keep asking your questions and document along the way. From my experience, it's also been helpful to reach out to other moms to understand the process in your state. If you still don't get anything, try your local state rep or senator and see if they can help you coordinate all of the benefits in a way that works for you and your family.
Thank you! It is a very helpful information and very well explained.
So glad it’s helpful! Thanks for letting me know.
Thank you so much 🙏🏻
You’re welcome 😊
I can still apply for benefits even if my employer is not offering maternity leave
Check to see if your state offers paid benefits. You may be eligible for a portion of paid benefits. Depending on your employer, you my have job protection, but no paid benefits.
great video, such useful information. do you know where I can obtain the coordination benefits chart? i have looked everywhere and have not found anything.
Hi! Thanks for watching and your question. Unfortunately, you'll have to create your own coordination benefits chart since it will vary depending on company and state policy. Get feedback from HR so you know exactly when/where income will come from (wage replacement) and what policy you'lll use in terms of job protection. Here are some examples to help you: typeamomtales.com/2015/05/20/not-eligible-for-fmlacfra-what-to-do/ and www.thehartford.com/paid-family-medical-leave/how-leave-types-work-together
you are amazing! thanks for sharing the links! It is definitely helpful @@SistersForFI
I am Ny state employee . I am planning to start with short term disability + paid family . So it like 6-8 weeks of short time disability + 12 week of paid family leave ?
This sounds about right, but please verify eligibility. The Paid Family Leave toll-free helpline is open Monday-Friday, 8:30am - 4:30pm EST - PFL Helpline - (844) 337-6303.
Note that the paid portion is a percentage of pay so review your budgets accordingly and plan head.
Best of luck to you!
Thanks so much for the video! A quick question: can I get a paid maternity leave from a company AND the state (NJ)? My employer giving birthing parents 100% pay for a few weeks, but I’m not sure if I can get additional financial support through the state
It looks like in NJ, you can’t receive both company paid parental leave AND FLI, but it may be possible to do a consecutive sequence as in use short-term disability, then state family leave insurance (FLI), then company leave. Keep in mind that job protection like the FMLA only cover you for a certain number of weeks. I’d recommend reviewing your company policy in detail to see how state policies intersect. Note a good amount of this stuff is still very new so document and get answers from both your company and the state so you have both compensation and job protection.
Hello - how should we calculate how much federal tax to withhold, if at all? Is short-term disability for maternity leave taxable?
Thanks for your question. This will depend on who pays for the coverage. The IRS considers short-term disability to be a type of sick pay. If your employer paid 100% of your premiums, all of your short-term disability income is taxable. If you and your employer split the premiums exactly 50/50, and if you paid your portion of the premiums with after-tax dollars (not paycheck deductions), half of it would be taxed. If you paid all your premiums yourself with after-tax dollars, your benefits are not taxable. You can submit IRS Form W-4S, the "Request for Federal Income Tax Withholding From Sick Pay" form, to your insurance company to have taxes withheld from your benefits to save yourself a big tax bill. I'd recommend speaking with your HR dept and/or a tax professional for your specific situation.
Just to clarify, I will use PFL which is around 6 weeks after birth and I will then use FLMA which is 12 weeks after that for caring for the baby, for a total of 18 weeks? Please let me know, I’ve been so confused! If it helps I am in California and a teacher. I am trying to maximize the time I am home with my newborn, I am not too worried about the unpaid portion. Thank you!
California is a bit unique because of PDL (covers birth) and CFRA (covers baby bonding). PDL is an unpaid, job protected leave that provides up to 4 months of leave for a pregnant employee who is certified by their health care provider. Your leave depends on the size of your employer, your health conditions, and how you deliver (vaginal or cesarean), and what programs you qualify for so check with your county and employer. FMLA overlaps with state laws and doesn't give you more leave time in this case. California laws provide more protection than federal so you will opt into this. So in this case, you will likely do PDL + CFRA and your leave time may be between 22-24 weeks. I'm not from California so please verify county and employer eligibility for some of these programs. I have also read that taking the 4 weeks before delivery is "use it or lose it" so it might be best to take advantage of it. This link has the best visual of the leave timeline: www.aclusocal.org/sites/default/files/paid_leave_-_english.pdf. Hope this helpful. Best of luck!
Thank you so much for this info. I have a question. Will short term disability cover time you spend at home when your babies come from the NICU?
Thanks for your question. Short-term disability only covers your own health recovery from childbirth. This will be around 6-8 weeks depending on how you deliver. Keep in mind that short-term disability provides wage replacement, but does not protect your job. You can use FMLA to care for your babies, but it's job protection, no wage replacement. This is why they run concurrently so that you have both wage replacement and job protection. I'd check to see your state laws as some states do have additional protections and wage replacement. California, for example, provides more baby bonding time with wage replacement. I'd also recommend engaging your company as soon as possible so that you can arrange work flexibility or figure out how to use PTO. Best of luck!
Hi there, in NYS. I am trying to get an understanding of my options. If I were to be eligible for 12 weeks FMLA, 6 weeks STD, 15 PTO days, 6 weeks company leave policy and 12 weeks NYPFL, how much weeks off would that amount to? Based on your chart, the company's leave policy would run concurrent with NYPFL which I was not expecting. I also was not expecting STD and my PTO to run concurrently. Thanks!
Thanks for your question. First, I'd recommend you speak with HR to review your company leave policy as many company policies differ in how they interact with the state policies. Double confirm that your employer qualifies for FMLA and PFL. It is possible that your company may require that you use up PTO before the company parental leave kicks in and yes this could run concurrently with STD. The chart I shared was from dmec.org/2019/03/15/state-by-state-paid-family-medical-leave-legislation/.
Remember that FMLA is just job protection, but the rest of the policies are paid benefits so they must coordinate in a way that will provide you the max allowable wage. Sorry, this answer isn't as straightforward as a lot of this has to go back to how your company has designed its absence policy. Best of luck!
The US is so behind when it comes to parental leave. I relocated back to the US from Germany and there it is sooooo much better.
The US needs to take notes from Germany and many other countries to provide better support for parents. Hope you are navigating US policies alright.
Ok I’m confused . I’m in Los Angeles and was wondering if my 4 weeks pregnancy disability is different than the short term disability after I give birth? I’m confused! I currently am in the process of filing my paper dowel and my due date is 01/29/2024. My last working day is 01/2/2024 and my return to work date is 4/15/2024. Does this sound accurate ??? Or am I mosssing out on time?
I can't offer individualized advice, but a few things to consider for your situation.
California is a bit unique because it is one of the few states that actually offer a more generous pregnancy leave policy. It sounds like you are planning to take pregnancy disability leave for the four weeks leading up to your due date. After giving birth, you may be eligible for additional time off under PDL or other leave programs, such as FMLA or CFRA.
In California, pregnancy disability leave (PDL) provides job-protected leave (not income replacement) for up to four months and is separate from other types of leave, such as the Family and Medical Leave Act (FMLA) or the California Family Rights Act (CFRA). Short-term disability (SDI) in California is a state-run program that provides partial wage replacement benefits. The SDI benefits can cover a period before and after childbirth, offering financial support during the disability period.
I'd absolutely recommend checking in with your HR department and the state program to ensure you qualify and get the support your need for both job protection + wage replacement. Document everything. In most cases, there'll be an overlap of the policies you will qualify for on the company, state and federal level. Definitely check in with your company too to see how all of these programs interact with your specific company policy. Note too that some of these programs are dependent on size of employer and hours of service with that employer.
More info: calcivilrights.ca.gov/employment/pdl-bonding-guide/
Hope this helps! Best of luck.
@@SistersForFI ahhh! Yes, it’s helpful! It’s ALOT and overwhelming 😭😭 I need to look over my dates again!!
Wowowow!! I live in California and will be on leave from my heavy labor job due to pregnancy limitations at an earlier time than most. I have been having a heck of a time trying to find the proper information to educate myself and my employer about my leave and protections. This video and the link you provided in this comment alone has pretty much summed up all my questions in a very digestible way!!! You ROCK!! Thank you so much, you are very good at what you do!!! Have a good day 🌞
@@Rachelness123 Thank you so much for leaving this wonderful comment. So glad this video has been helpful. Best of luck to you!
Thank you for the information.. If I am a contractor for a company in NJ, but my Hr company is not located in NJ, can I still get NJ family leave?
It also says, I need to have paid into the program through my employment and meet minimum gross earning requirements.
Is there a way for me to check if I can receive family leave?
Thank you for your question. Unfortunately, contractors are not technically covered by the NJ Family Leave and you do need to pay into the program to qualify. I would recommend getting help from www.nj211.org/ to see if there are other services that can help you. I would also check with your employer and the state where it's located to see if there other benefits available. Short-term disability benefits may be an option which provides some income for a short period of time. If HR cannot provide you information, get your answers from the state or reach out to a local representative who can connect you with services to help you during this time. I also have a video to help you financially prepare which I'd recommend checking out as well - th-cam.com/video/VYWhO01IYWs/w-d-xo.html. Best of luck to you!
How Ivan get paid for maternity leave
Hi, you'll have to check if your company offers paid maternity leave benefits and if your state offers some kind of paid family or medical leave benefits.
Why is it your employers responsibility to pay you for your decision to get pregnant?
The responsibility of employers to provide compensation during maternity leave is rooted in the acknowledgment that parenthood is a significant life event that requires time and resources for both the health of the parent and the well-being of the child. In many countries, maternity leave is legally mandated to protect the rights of working mothers and to support gender equality in the workforce. The US is the only country without a universal paid parental leave plan which put a strain on both mothers and fathers to-be.
Employers may be required by law to offer paid or unpaid maternity leave, depending on the jurisdiction they operate in. This is to guarantee that pregnant employees are not economically disadvantaged for exercising their right to start a family. Providing maternity leave not only benefits the individual but also fosters a positive and supportive work environment, leading to increased employee loyalty and productivity.
Overall, the aim is to strike a balance that respects the rights of both employees and employers, ensuring fair treatment and support for all individuals, regardless of their decision to start a family.