{"582350":{"#nid":"582350","#data":{"type":"news","title":"HR Guides Expectant Parents through Leave Options","body":[{"value":"\u003Cp class=\u0022p1\u0022\u003E\u003Cspan\u003EAs Open Enrollment season approaches, many employees may be thinking about how their health or families could change in the coming year. One important life change that requires benefits planning is welcoming a new child.\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EHuman Resources offers regular presentations through their Be Well series that offers a wealth of information on using benefits for maternity leave. The team held its most recent session on this topic in September.\u0026nbsp;\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EAthena Jones, leave management specialist for Human Resources, provided an overview of options available for Tech employees, emphasizing that the Institute fully supports parents taking time to bond with their new children.\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EBelow is a primer, but the\u0026nbsp;full presentation is available for\u0026nbsp;view at \u003C\/span\u003E\u003Ca href=\u0022http:\/\/ohr.gatech.edu\/be-well-presentations\u0022\u003E\u003Cspan class=\u0022s2\u0022\u003E\u003Cb\u003Eohr.gatech.edu\/be-well-presentations\u003C\/b\u003E\u003C\/span\u003E\u003C\/a\u003E\u003Cspan class=\u0022s1\u0022\u003E.\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Ch3 class=\u0022p6\u0022\u003E\u003Cb\u003EThe Right to Leave\u003C\/b\u003E\u003C\/h3\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EEmployees are protected while taking leave through the Family and Medical Leave Act (FMLA). FMLA was designed to give employees the right to time off and return to their same or equivalent job following medical leave. In the case of pregnancy, it provides for 12 weeks of leave in a 12-month window for a birth or adoption. Employees must have been employed for 12 months or worked 1,250 hours during the previous year to be eligible.\u0026nbsp;\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EBeyond FMLA protecting employees\u0026rsquo; right to leave, there are two primary methods for Tech employees to receive compensation while on leave. Both are options for either pregnancy or adoption. One uses short-term disability along with sick and vacation time, and the other only uses a combination of sick and vacation leave. (For adoption, only vacation time is used.)\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Ch3 class=\u0022p6\u0022\u003E\u003Cb\u003EThe Short-Term Disability Route\u003C\/b\u003E\u003C\/h3\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EFor employees who have enrolled in Tech\u0026rsquo;s short-term disability plan through MetLife, they may use short-term disability during maternity leave. Short-term disability coverage kicks in following a 14-day elimination period, during which time employees are charged sick leave for work days.\u0026nbsp;\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EShort-term disability coverage pays out 60 percent of an employee\u0026rsquo;s gross salary for six weeks following a natural delivery or eight weeks after a cesarean delivery. Both those time frames include the elimination period, meaning employees receive short-term disability payments for either four or six weeks, respectively.\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EFollowing that time, employees can use vacation leave or unpaid leave through the remainder of their FMLA time. \u0026nbsp;\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EThose enrolled in short-term disability are not required to file a claim and use the coverage for maternity leave if they have sick and vacation time they prefer to use instead.\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cstrong\u003E\u003Cspan class=\u0022s1\u0022\u003EWhen using short-term disability\u003C\/span\u003E\u003C\/strong\u003E\u003Cspan class=\u0022s1\u0022\u003E:\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Cul\u003E\r\n\t\u003Cli class=\u0022p7\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EEmployees do not receive a Tech paycheck.\u003C\/span\u003E\u003C\/li\u003E\r\n\t\u003Cli class=\u0022p7\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EEmployees are billed through the Bursar\u0026rsquo;s Office for health care premiums (still at the Tech employee rate), since they are not being deducted via paycheck.\u003C\/span\u003E\u003C\/li\u003E\r\n\t\u003Cli class=\u0022p7\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EDisability plan deductions and spending account deductions are stopped.\u003C\/span\u003E\u003C\/li\u003E\r\n\u003C\/ul\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EEmployees may apply for short-term disability coverage during open enrollment but may not be eligible if they are already pregnant. For those who enrolled as new employees, Jones advises keeping the coverage as a safeguard, should they choose to use it for maternity in the future.\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Ch3 class=\u0022p6\u0022\u003E\u003Cb\u003EUsing Sick and Vacation Time\u003C\/b\u003E\u003C\/h3\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EFor employees not enrolled in or not choosing to use short-term disability benefits, they can use sick time for up to six weeks for a natural delivery or eight weeks for a cesarean, then use vacation time until they return to work. Sick time may also be used for doctor appointments, sick children, or complications with pregnancy.\u0026nbsp;\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003E\u003Cstrong\u003EWhen using sick or vacation time for leave\u003C\/strong\u003E:\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Cul\u003E\r\n\t\u003Cli class=\u0022p8\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EEmployees continue to receive their Tech paycheck with benefits deductions.\u003C\/span\u003E\u003C\/li\u003E\r\n\t\u003Cli class=\u0022p8\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EDisability plan deductions and spending account deductions continue.\u003C\/span\u003E\u003C\/li\u003E\r\n\u003C\/ul\u003E\r\n\r\n\u003Ch3 class=\u0022p6\u0022\u003E\u003Cb\u003EDon\u0026rsquo;t Forget the Forms\u003C\/b\u003E\u003C\/h3\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EFollowing a birth, Tech employees who want to add their new child to their benefits should submit a Family Status Change Form within 30 days of birth. \u0026nbsp;\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EEmployees will also need to complete an FMLA Return to Work Form, which needs to be completed by a physician or include a note on a doctor\u0026rsquo;s letterhead confirming that the employee is cleared to return to work. This form must be submitted to Georgia Tech Human Resources before any work is resumed, including teleworking.\u0026nbsp;\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EWhile teleworking is an option, Jones emphasized that employees are not required to telework during their leave.\u0026nbsp;\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003E\u0026ldquo;If you want to, your position is amenable to it, and your manager and doctor agree, you may begin teleworking and go to a reduced FMLA schedule,\u0026rdquo; she said. Hours worked remotely would not count against FMLA time.\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EGiven the nature of pregnancy and child delivery, Jones emphasized that plans can, and often do, change. Working remotely or starting back part-time may be good options but should be discussed in detail between employees and managers. \u0026nbsp;\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003E\u0026ldquo;Communication is critical for any type of leave, especially if you are gradually coming back,\u0026rdquo; she said.\u0026nbsp;\u003C\/span\u003E\u003C\/p\u003E\r\n\r\n\u003Cp class=\u0022p5\u0022\u003E\u003Cspan class=\u0022s1\u0022\u003EEach employee\u0026rsquo;s case may be different, and Jones is open to discussing options with any employee who anticipates taking leave. She can be reached at 404-385-2377 or \u003C\/span\u003E\u003Ca href=\u0022mailto:athena.jones@ohr.gatech.edu\u0022\u003E\u003Cspan class=\u0022s2\u0022\u003E\u003Cb\u003Eathena.jones@ohr.gatech.edu\u003C\/b\u003E\u003C\/span\u003E\u003C\/a\u003E\u003Cspan class=\u0022s1\u0022\u003E. \u0026nbsp;\u003C\/span\u003E\u003C\/p\u003E\r\n","summary":null,"format":"limited_html"}],"field_subtitle":"","field_summary":[{"value":"\u003Cp\u003E\u003Cspan\u003EAs Open Enrollment season approaches, many employees may be thinking about how their health or families could change in the coming year. One important life change that requires benefits planning is welcoming a new child.\u003C\/span\u003E\u003C\/p\u003E\r\n","format":"limited_html"}],"field_summary_sentence":[{"value":"One important life change that requires benefits planning is welcoming a new child."}],"uid":"27469","created_gmt":"2016-10-10 18:08:30","changed_gmt":"2016-10-11 20:35:26","author":"Kristen Bailey","boilerplate_text":"","field_publication":"","field_article_url":"","dateline":{"date":"2016-10-10T00:00:00-04:00","iso_date":"2016-10-10T00:00:00-04:00","tz":"America\/New_York"},"extras":[],"hg_media":{"582351":{"id":"582351","type":"image","title":"Maternity Leave","body":null,"created":"1476123027","gmt_created":"2016-10-10 18:10:27","changed":"1476123075","gmt_changed":"2016-10-10 18:11:15","alt":"","file":{"fid":"221996","name":"matleave.jpg","image_path":"\/sites\/default\/files\/images\/matleave.jpg","image_full_path":"http:\/\/hg.gatech.edu\/\/sites\/default\/files\/images\/matleave.jpg","mime":"image\/jpeg","size":498418,"path_740":"http:\/\/hg.gatech.edu\/sites\/default\/files\/styles\/740xx_scale\/public\/images\/matleave.jpg?itok=3Qdw3OgV"}}},"media_ids":["582351"],"related_links":[{"url":"http:\/\/ohr.gatech.edu\/be-well-presentations","title":"Be Well Series"},{"url":"http:\/\/ohr.gatech.edu","title":"Georgia Tech Human Resources"}],"groups":[{"id":"1214","name":"News Room"},{"id":"1259","name":"Whistle"},{"id":"64303","name":"Human Resources"}],"categories":[{"id":"129","name":"Institute and Campus"}],"keywords":[{"id":"168315","name":"Leave"},{"id":"3423","name":"employees"},{"id":"3425","name":"HR"},{"id":"2775","name":"human resources"},{"id":"4288","name":"benefits"},{"id":"172389","name":"maternity leave"}],"core_research_areas":[],"news_room_topics":[{"id":"71871","name":"Campus and Community"}],"event_categories":[],"invited_audience":[],"affiliations":[],"classification":[],"areas_of_expertise":[],"news_and_recent_appearances":[],"phone":[],"contact":[{"value":"\u003Cp\u003E\u003Ca href=\u0022mailto:kristen.bailey@comm.gatech.edu\u0022\u003EKristen Bailey\u003C\/a\u003E\u003C\/p\u003E\r\n\r\n\u003Cp\u003EInstitute Communications\u003C\/p\u003E\r\n","format":"limited_html"}],"email":[],"slides":[],"orientation":[],"userdata":""}}}