FMLA is 12 weeks for qualifying events, like birth of a child. I think that one parent can start it after the baby is born, then the other can after the first parent’s leave is exhausted.
This chart does not show that FMLA is unpaid leave. It only holds your job for you.
FMLA is only available to you if you have been with the same employer for one year. Been there for only 11 months? Better hope they’re merciful.
It also neglects if anything else uses up your leave, like if you need to use some because of pregnancy complications. The 12 weeks only replenishes after a year. So if you need to take off because of horrific morning sickness, that chips away at your FMLA. A lot of people may not have enough PTO for their prenatal doctors appointments, so this is another thing that can use up some available FMLA that you could have used after the baby is born.
Of the people that I did know using it, both would use it concurrently or at least with some overlap. However, if both parents were at the same employer for a year, were not contractors/temps/some other status that would make them ineligible, didn’t need to use any of their FMLA before the baby was born, didn’t want to use any of it together, and can bear the cost of losing that much income, sure, they can combined take off 6 months.
FMLA is 12 weeks for qualifying events, like birth of a child. I think that one parent can start it after the baby is born, then the other can after the first parent’s leave is exhausted.
This chart does not show that FMLA is unpaid leave. It only holds your job for you.
FMLA is only available to you if you have been with the same employer for one year. Been there for only 11 months? Better hope they’re merciful.
It also neglects if anything else uses up your leave, like if you need to use some because of pregnancy complications. The 12 weeks only replenishes after a year. So if you need to take off because of horrific morning sickness, that chips away at your FMLA. A lot of people may not have enough PTO for their prenatal doctors appointments, so this is another thing that can use up some available FMLA that you could have used after the baby is born.
Of the people that I did know using it, both would use it concurrently or at least with some overlap. However, if both parents were at the same employer for a year, were not contractors/temps/some other status that would make them ineligible, didn’t need to use any of their FMLA before the baby was born, didn’t want to use any of it together, and can bear the cost of losing that much income, sure, they can combined take off 6 months.
Also, FMLA only applies to employers who have more than 50 employees. There’s a lot of small businesses in the US that have fewer than 50 employees.
The data source here says they assume someone working at a 60 person business, so fmla applies. It’s not paid, though, like the chart says.
US is fucking savage