Maternity Paternity Leave Planning Ahead
You're expecting! Congratulations! It's arguably the most wonderful experience of your life. It is a time of great excitement, great anticipation and often great anxiety. With so many worries surrounding the arrival of your little bundle of joy, taking a leave of absence from work to care for the new baby shouldn't be one of them. It's true that fathers- and mothers-to-be may find requesting time off to be an intimidating task, but with a little preparation, a little information, and (hopefully) less-than-a-little perspiration, getting your leave of absence approved will be as easy as 1-2-3.
1. Your employer There are a couple of things to consider regarding your employer. Firstly, "When do I get in touch with Human Resources?" Secondly, "How do I inform my boss?" Unfortunately, people often approach these steps in reverse; they go to their boss first before obtaining key information information HR has.
Go to HR first and early. Their in-depth knowledge of policies and applicable laws will help you determine your rights and what kind of leave of absence you can request (such asFMLA). Ask lots of questions and take notes. Once armed with this information, you can approach the boss.
Openness and honesty are key when informing your boss about the impending arrival. Give details with regard to the due date and any doctor appointments, along with the type and duration of leave you intend to request. Follow up by informing her/him that you will be outlining a plan to minimize the impact on the department and to ensure that the work gets done while you're gone.
2. Your work Creating a plan will demonstrate your commitment to getting the job done and may help to alleviate some of your boss' stress.
The plan you create should cover all major duties and current or upcoming projects. You don't have to outline how things will get done, but you should outline what needs to be done. For each project or duty, identify a fellow team member who is best suited for completing it. (A temporary may be a good fit if business conditions permit.) Be careful not to overload any one coworker and be mindful of each person's strengths and weaknesses. Talk the plan over with colleagues and get them on board ahead of time. And don't forget to discuss what your role will be once your leave begins. Will you check in daily? Weekly? (Know that with a new baby, it's better to check in so you can control the contacts.) Submit the plan to your manager for approval and revise as needed.
Next you will need to train coworkers on your duties and responsibilities. Be considerate of their schedules and work demands and be sure to start early. More than likely you'll have roughly six months from the time you break the news to everyone to the time that your leave will actually start, so use that time wisely. Leave plenty of time for your colleagues to practice what they'll be doing in your absence. If possible, take something off their plate so they don't grow resentful that they're doing your job for you. Make sure everyone involved knows when your leave will begin and how long it will last.
3. Your leave Once your leave begins, be sure to hold up your end of the bargain, just as you'd expect your employer to hold up theirs. Check in routinely and offer to be available for emergencies (just be sure to keep your mobile phone on vibrate). Do be careful, however, with coming into the office to do work or with working from home during any leave of absence. Certain employers' policies and/or state or federal laws prohibit performance of job duties while on certain types of leave.
Following these three simple steps can eliminate the stress of requesting a leave of absence and ensure the continued success of both you and your company.
