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Work Labor Law For Maternity Leave In Philadelphia
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Multi-State
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Philadelphia
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US-002HB
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FAQ
A: Yes. The same rules apply to pregnant women as apply to everyone else.
Leave Before and After Childbirth Any period before or after childbirth where an employee is not able to work for medical reasons may be considered FMLA leave for a serious health condition. An eligible employee may take leave for any period of their own or spouse, parent, or child's incapacity due to pregnancy.
If you left work or are on a leave of absence because of pregnancy but can do another type of work and are otherwise eligible, you may collect benefits. You may be required to provide a medical certificate indicating the expected date of delivery and the last day you'll be able to work.
Generally, to take FMLA leave an employee must notify the employer at least 30-days in advance and follow the employer's policy for requesting leave. If an advance notice is not possible, such as because of a change in events or a medical emergency, notice must be given as soon as practicable.
Others wait until the last moment so they can maximize their time with the baby once it arrives. The FMLA requires that you provide your employer with at least a 30-day notice of your intentions to take unpaid family time. Your boss will appreciate any additional advance notice to plan around the time you are absent.
This form has two sections, one that your employer will complete, and one for your doctor or health care provider to complete. Your human resource office will usually give you the partially-completed form for your healthcare provider to complete.
The Philadelphia Pregnancy Leave Law requires employers in the city of Philadelphia to provide eligible employees reasonable accommodation for needs and medical conditions resulting from pregnancy and childbirth; as long as the accommodation does not pose an undue hardship to the employer.
If you choose not to work because you are pregnant, you cannot receive unemployment compensation. However, if your company fires you because of your pregnancy (and you are “able and available” for work), you can receive unemployment compensation.
Medical leave resulting from pregnancy shall entitle employees to STD benefits for up to six (6) weeks (assuming the waiting period has been met), or the length of time determined to be medically necessary as certified by the employee's physician.
If you don't qualify for FMLA or CFRA, you will only be able to take the disability leave. Talk to your doctor about how long you need to be on the disability leave. Also, ask your employer how they handle maternity leave and if they'll let you take any time off after your disability leave ends.
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Eligible employees to take up to 12 weeks of paid parental leave in relation to childbirth or the placement of a child in adoption or foster care. This federal law provides up to 12 weeks of leave in any 12-month period, for qualifying reasons such as giving birth or treating a serious health condition.Congress enacted the Family and Medical Leave Act (FMLA) in 1993 to protect workers who need to take limited leaves of absence from their jobs. The Family and Federal leave Act allows you to take up to 12 unpaid weeks (three months) off work without the risk of losing your job. Is maternity leave sick leave or family care leave? The employer may consider and grant alternative sched- uling up to 12 weeks if the employee so requests. The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons. It is up to the employer to determine how long the leave may be. Maternity leave is granted for six weeks after a normal delivery and eight weeks after a Cesarean "C" section, starting the day you deliver. It also prohibits employers from requiring that an employee stay out of work until the birth of her baby.