Time off for birth of baby

deliberator

Parenting leave begins after the birth of a child and must be taken in a block of time. Here's the scenario: the husband (our employee) takes off the day that his wife goes into labor and has their baby and he returns to work the following day. Then six weeks later, after his wife goes back to work, he wants to take his parenting FMLA leave. What FMLA category does the one day of absence for the labor/delivery qualify under?

NaeNae55

His spouse required hospitalization that day. That's where I would put it.

Good luck!

Nae

deliberator

Good idea. Would you require medical certification from her doctor?

NaeNae55

[font size="1" color="#FF0000"]LAST EDITED ON 04-28-06 AT 10:37AM (CST)[/font][br][br]I probably should, but no, I wouldn't. In a large company I might look for some proof that the baby was born. My company is so small I would definitely know if it happened how the employee said it happened.

If the wife just had false labor, then I might expect some kind of certification that she went to the hospital and then was sent home.

Anyone else out there want to weigh in?


Nae

AnneHa

We would do much as Nae does. Our community is small enough that we can easily verify this kind of thing if we thought it was necessary. No certification required, but they do have to bring the baby in for inspection, ASAP.

Anne in Ohio

neveradull

I require certification for any qualifying event from pregnancy to cancer. Consistency is important and non-discriminatory.

njjel

I would put that as sick time if you have it and if you don't then vacation or other paid time off.

VS

Agree with Neveradull. We also require Med Cert for all situations requiring/requesting FMLA. However, the Regs do state that if pregnant employee does not provide Med Cert, not much you can do about it. I ask, and I usually receive. If not, I let it go (for pregnancy). But I do not let it go for other conditions. Now, for the husband, I would require a Med Cert if that is your policy. If you do not require under policy, then follow your policy or apply day off under other policies as others have already recommended.