ALT-6 Maternitypaternity Leave Planning Ahead
When a working couple is expecting a baby, either one of the two or both will take a leave of absence, starting a short time before the birth. Employers are prepared for the mother to take a maternity leave but they are less prepared for the father to take a paternity leave. In either case, the employee should plan ahead and keep the employer informed.
As the employee, you should determine the number of weeks or months that you want your leave to extend for. Consult with state laws, the company's employee handbook, and/or your contract to make an informed decision. You will need to know how much of your leave will be paid for by the company or disability and whether or not you will need to supplement your leave with vacation or sick pay. Then, follow these three steps:
1. Inform your boss and Human Resources (HR) that you will be taking a maternity or paternity leave of absence. The ideal time to do this is at the beginning of the second trimester of pregnancy. Use the baby's due date as an estimate for the start of your leave. Inform your boss and HR of the length of your leave. Review company policy on maternity or paternity leaves with your boss so that you are both on the same page.
2. Discuss with your boss how your job will be handled while you are away. Offer to train a substitute before your departure. Offer to check in on a scheduled basis during your leave. If you can, offer to work from home for a limited number of hours. You would be paid in addition to the pay for your leave of absence.
3. Document your role. Based on your job description and the reality of what you do, create an outline of your responsibilities and activities. This will give your substitute a quick guide. Then, using that outline, describe on a daily basis each responsibility and activity as you perform it. Be clear and concise. Make a small manual.
If you have agreed to make yourself available during your leave, include your personal phone number and e-mail address in the manual. Also, specify the hours during which your substitute can call you with questions and under what conditions-the substitute should only call you if absolutely necessary. After all, you will have a new baby at home, who will be your first priority.
If you sense that your boss is anxious about your leave, ask what he or she needs from you in order to feel comfortable. This is a disarming way of finding out any concerns your boss might have and it provides a timely platform in which to alleviate them. In turn, you can elicit your boss's assurance that your current position will be made available to you upon your return. You are entitled to it. In fact, if your position were to be dissolved, you are entitled to comparable alternative work.
You may want to give your boss a written version of your entire plan. Also, if you are a man, you will want to give him or her occasional reminders of your pending leave so that your last day of work does not take your boss by surprise. While a woman's growing pregnancy is a visual reminder, a man must rely upon verbal reminders.
Planning ahead is essential to keeping employer-employee relations intact. An arrangement that satisfies both parties will yield a rewarding outcome. As an employee, you will be secure in knowing that a trained substitute is ably maintaining your job role, while you and your partner enjoy your new family member. Your boss will appreciate the easy transition that you provided for your leave of absence and he or she will happily welcome you back from your maternity or paternity leave. This mutually beneficial arrangement, based on planning ahead, ensures the company's and your continuing success.
