ALT-9 Maternitypaternity Leave Planning Ahead
According to the U.S. Department of Labor Bureau of Statistics, unpaid maternity or parental leave is available to about one-third of full and part-time employees in private industry and state and local governments. Full-time government employees are the most likely to have such coverage; part-time workers in small private establishments are the least likely. Unlike other industrialized nations, paid maternity or parental leave is rarely available to U.S. workers.
When preparing to take parental or maternity leave, there are a number of steps employees can take that will secure the trust and confidence of their employer while setting up the business for continuing success during the employee's leave. From a career standpoint, this is important. It means the employer knows the employee is serious about the employers' business. It also indicates that the employee has a deep understanding of the business and the importance of his/her place in the workplace.
Step 1: Who Do I Tell First?The first person to inform is your immediate superior. As excited as you may be about starting your family, don't make the mistake of telling all your co-workers before you inform management. And don't bypass the company's normal chain of command.
Step 2: When Do I Tell Them?The short answer to this question is "as soon as you know." But that answer requires clarification. "As soon as you know," doesn't mean as soon as you have decided the date of your departure. It means as soon as you know you will require the leave. Do not wait until you have worked out all the details to tell the company you will require a leave.
Step 3: Who Tells Human Resources?You do, but wait until at least a day after you have informed your superior, and do not go to HR during work hours. HR is the capital "A" Authority when it comes to the specifics of what benefits your company offers. It is vital that you understand what benefits your employer does and does not provide to employees on authorized leave.
Step 4: Document Your RoleSomeone is going to step into your role at work. Make it easy on them. Write up a concise, bullet-point overview of your daily/weekly routine.
Step 5: Training Your SubstituteNot all companies allow employees to train other employees. Let your superior know, in writing, that you are available to bring your substitute up to speed. Even if you are ultimately not asked to train your substitute, the fact that you were willing to counts for serious brownie points.
Step 6: The Hand OverThat your substitute knows the general parameters of your position is not enough. Every position in a company has jobs that are in progress at any given time. A week before your departure, start keeping a detailed log of the jobs you are working on. On your last day, give your superior 2 copies of the log, one for him/her and one for your substitute.
Step 7: Be AvailableLet your superior and your substitute know that you are available either by email or phone to answer any questions that might come up.
Yes, all these steps sound like annoyances when all you want to focus on is the new baby. But following this plan is worth it. Remember, the best job security is indispensability. Never let your employer think the company can survive without you.
