We have a ton going on this week. Today I have to deal with dropping off checks for the house. I also am in high gear getting my house ready to sell now. Going to pick floor tile, backsplash, ordering all kinds of stuff, and having our contactor fix a zillion things. Plus packing and countertops installed Wednesday.
On top of that I think I pulled my ab muscles. Hurts really bad. Debating if I need to call my Dr or not. Ugh. I feel jittery today.
I'm at work and finding it difficult to get motivated to do very much, even though there is a ton I need to do. I'm tired and feel like I'm really showing today. Anxious to just tell people here already but the very earliest I would do that would be Friday, assuming everything goes well at the NT scan on Thursday. Just really anxious to get there already.
Ugh danib that sucks. I cannot imagine how much a stay at the hospital that long in the US would be. It was thousands just to deliver and stay barely 48 hours for j's birth.
Do we have any HR/lawyer ladies on this board? I have a question about FMLA, and maybe others have looked into this?
But basically with my due date, I can anticipate 6 paid holidays falling over my time off. My company requires us to use our full bank of sick time during FMLA. I will have 9 weeks of sick time at my due date. So I asked the questions to our benefits department if I would get those holidays "paid" and not have to take a sick day for those paid holidays, since our policy states that salaried employees get paid holidays if taking sick/vacation time over that time. I was told no...that once on leave it doesn't matter if we use sick time we don't qualify for paid holidays.
So I did some research and found many articles on FMLA that state that my above situation should be paid for the holidays. That when an employee substitutes paid time for unpaid time those holidays need to be paid in the matter they would for all other paid time off. So for example a vacation or just normal sick time. So I sent my findings to the director of benefits and asked for more clarification because my interpretation of the law was different. She said she'd look into it.
So the director saw me today and told me that my interpretation of the federal law was right but that in looking at our internal policy it was different and would trump the law. She said she'd send me all the info, so I'll wait for that. But I'm thinking internal policy doesn't trump federal law. However, I am not an HR professional or lawyer so was just curious if anyone had any insights. 6 days is a whole extra week of pay! I don't want to make waves, I work with these people every day. But I also want to make sure I am I push back if this is something I should be getting.
Post by goldenlove3 on May 9, 2016 12:01:28 GMT -5
rory5280 I'm going to be dealing with a similar situation. I have 4 paid holidays in November, 5 in December and 2 in January that I could potentially lose while I'm gone. It's not right at all. I need to start talking to HR soon about how this will all work.
danib, WTF?? I can't believe you're still dealing with this. I'm so sorry. starbuck27, ((hugs)) that must be really hard for you. Obviously super-hard for your poor sister, but I'm sure you're feeling it too. rory5280, I don't practice employment law at all, but HUGE eye raise to someone saying that their internal policy trumps federal law. I would consult with an attorney. You don't have to sue them, but it couldn't hurt to have someone with training in this area (and especially in your particular state) to back you up.
tgrimes1980, I think it sounds very shady to me as well. They are a great company don't get me wrong, but our HR practices have not always "kept up" with the times. And I feel this may be one area where they have never been challenged and just gotten away with it so never questioned that it wasn't right. I work in Colorado. I appreciate the input! If my leave was unpaid, then I would understand.
I don't practice employment law at all, but HUGE eye raise to someone saying that their internal policy trumps federal law.
Right??? I may have thought less of it if she had not thrown that in there....I was like "what??, I'm not sure that's a thing".
I'm also SERIOUSLY doubting we actually have a policy that calls this out...I've reviewed them all and not seen anything. So I'm interested to see what she sends over.
rory5280 My company is telling me the same thing! I don't get the paid holidays while on leave (I'm in CT). It's BS because what about someone who takes leave from say, July to August.. Then comes back after 8 weeks. They will later get those PTO days off (Thanksgiving, etc) but I don't because the 8 weeks I take happen to fall over that time period. Regardless we both took 8 week leaves this year, shouldn't matter that they fell at different times. It just feeeeeels discriminatory, like I don't get the benefit of "X" number of PTO days while Jane who delivered in July does get extra PTO/holiday pay.
rory5280, I work for a large global company and I feel like they have their shit together when it comes to employment laws. Here is what my employee handbook says about paid holidays while on leave: "To receive holiday pay, you must work the last regularly scheduled workday before the holiday and the first regularly scheduled workday after the holiday, or be on an authorized vacation. Employees receiving sick pay the day before and/or the day after the holiday, or on any type of paid or unpaid leave of absence, are not eligible for holiday pay."
Obviously we don't work for the same company, but it looks like this might not be too out of the ordinary, unfortunately. Definitely still ask around though!
danib , I'm so sorry you're still stuck in the hospital and they still haven't given you the shot. I can only imagine how frustrating that is.
starbuck27 , I'm sorry you're having a rough time.
rory5280 , I work for a large global company and I feel like they have their shit together when it comes to employment laws. Here is what my employee handbook says about paid holidays while on leave: "To receive holiday pay, you must work the last regularly scheduled workday before the holiday and the first regularly scheduled workday after the holiday, or be on an authorized vacation. Employees receiving sick pay the day before and/or the day after the holiday, or on any type of paid or unpaid leave of absence, are not eligible for holiday pay."
Obviously we don't work for the same company, but it looks like this might not be too out of the ordinary, unfortunately. Definitely still ask around though!
Thanks for the info! Our policy is a bit different here. For our non-salaried employees what your handbooks says what ours basically says as well. But for salaried employees it states that an employee does not have to work the day before to receive holiday pay.
Post by cookswithwine9 on May 9, 2016 14:57:52 GMT -5
rory5280 I just went and looked my company's policy up and it specifically states, "Any employee who is out on unpaid leave for any reason the day before or after the day of a company holiday is ineligible for holiday pay." They just changed where we get 1 month of paid leave though... I wonder if I can at least get Thanksgiving. I haven't reached out to HR yet, I was waiting to talk to my boss first.
danib I'm so sorry the injection was pushed back a day. How miserable and frustrating.
Fun fact, when I was hospitalized at 22 weeks with DS, the grand total was around $150K, if I remember correctly. Roughly $10K/day for bed (x10 days) and then another $50K for the MRIs, drugs, ultrasounds, specialists, etc. Our insurance is excellent and we paid maybe $250. We were very fortunate.
Fun fact, when I was hospitalized at 22 weeks with DS, the grand total was around $150K, if I remember correctly. Roughly $10K/day for bed (x10 days) and then another $50K for the MRIs, drugs, ultrasounds, specialists, etc. Our insurance is excellent and we paid maybe $250. We were very fortunate.
Not much going on here today. I let my stomach get too empty this morning and went running to the bathroom; I think I scared DS to death. He stood over me--as I'm kneeling over the toilet--crying. I appreciate the sympathy, but it would be nice to puke in peace! Note to self: eat when you wake up.
Otherwise, we both got naps and are about to head out to play while we wait for H to get home. Our lab has dug up a hydrangea we just planted (1 of 3...she likes to lay down in that spot b/c it's shady) for the zillionth time and I am so annoyed. I know H is going to flip, he just re-planted it yesterday.
"Any employee who is out on unpaid leave for any reason the day before or after the day of a company holiday is ineligible for holiday pay."
So this is the tricky part...the rules are started pretty clearly for unpaid leave. However, the law states that if paid leave is being substituted for unpaid leave (over a LOA) then that leave needs to be treated the same as any other paid leave per your company policy (ie, normal vacation). So if your company requires you work the day before/after to get the paid holiday then, no you wouldn't be entitled to the holiday.
However, if the company as in my case, states that you need not physically work before/after a holiday to receive it as long as you are using paid leave, then they need to treat just as some one would on vacation that week.
And if my sick time ran out before Christmas for example, then I wouldn't be on paid leave anymore, so wouldn't be entitled to those holidays.
Post by jubilantsquirrel on May 9, 2016 15:45:32 GMT -5
rory5280, that is so confusing! I'd definitely keep pushing on HR and see if you can't get in touch with someone who knows something about employment law. Also, I'm pretty positive that company policies do not trump federal laws. In our handbook there's several instances where it will state a policy and then note "unless otherwise prohibited by state law" or something along those lines. If state law trumps company policy then it's logical to assume that federal law also trumps company policy.
I hope you get answers soon and that it works out in your favor!
starbuck27 I'm sorry you're having to deal with the family issues. I know my sisters were a great area of support for me during pregnancy, but I also know that some loss mamas can not be around pregnant people for their own well being. Unfortunately, I think you need to just stay clear until she gives you the ok to talk about it. Or at least minimize talk about pregnancy or the babies. I'm sorry for both of you, that sucks.
danib I can't believe the ridiculousness of duo our hospitalizations. I hope to see you back at home on wed!!
So I had a doctors appointment today and they were able t get the HB on the Doppler. 152, and sounded great! Now I have to wait another month and a half until I have another appointment. Grrrr. At least I should start to feel movement before then.
Post by jubilantsquirrel on May 9, 2016 15:57:32 GMT -5
RE: hospital bills.
I was at a different company when I had DS and my insurance changed when I was 7 months pregnant. Not only did I have to find a new OB, but my coverage went from decent to complete shit. I had something called an indemnity plan (I'm still not really clear on what that means). Basically, it paid a flat rate for everything, if something was under the flat rate then insurance would pay the bill and send me a check for the remaining amount. Labs, for example, paid a flat rate of $100. If my labs cost $50 then my insurance would pay the $50 bill and then cut me a check for the remaining $50. Which was great, until it came time to have a baby.
The flat rate for an inpatient hospital stay was $500 a day. That's it. So my insurance only paid $1000 total of my labor and delivery hospital bill. I think we paid about $12,000 out of pocket for both me and DS. And that was for an uncomplicated, med free vaginal delivery. I can't imagine what the costs would have been had there been complications, if I needed a c-section or if DS needed to spend time in the NICU. I'm so thankful to not have that insurance anymore.
jubilantsquirrel yikes, that insurance does sound terrible! Glad you don't have to deal with that again this time.
I think we paid all of $51 for my stay with DS, that was $17/day for my food. And the food was excellent, it was more than worth it. There are definitely cons to military life, but one of the pros is our healthcare/insurance.
tgrimes1980 glad you got some answers; hopefully it will start clearing up with the treatment they recommended. Do they know what causes it? Is it stress-related or just random?? (i've never heard of it, so just curious)
Ugh danib that sucks. I cannot imagine how much a stay at the hospital that long in the US would be. It was thousands just to deliver and stay barely 48 hours for j's birth.
Yeah but we are much more efficient and thorough in most cases. My mom had to wait until someone came on call who could do the procedure over the Christmas/ new year holidays and it was only 2 days and they apologized profusely.
Don't get me wrong our system is seriously flawed but I would take it in a heart beat over Canadian and other socialized health care. (my mom's cousins husband almost died because of the Canadian system so that plays into my opinion)
aggiebug Every system has flaws, including Canadian, I mean we always want more. We've all heard stories of 'just about died' regardless of the 'system' their under.
Yes I agree. Like I said ours has flaws. I admit but I 1000% think our medicine is better because it's not socialized. Not that the Dr's are better but the system isn't binding if anything we are excessively cautious. Said husband I referenced above didn't have complications because of medical oversight or missed diagnosis, he almost died because they wouldn't diagnose or treat him until it was almost to late that is a system flaw not a Dr flaw. His wife was also recently diagnosed with terminal colon cancer because the standard for screening is subpar. It could have and should have been caught much earlier when it was curable.
Post by sophiegrace on May 9, 2016 17:36:09 GMT -5
So sorry danib, this wait has gotten just ridiculous.
If your sister's situation hasn't made that twat more grateful starbuck27, I'm not sure anything will. I'm sorry you even had to see her for ten minutes this past weekend.
Congrats on the amazing appointment hangry!!! Such wonderful news!
So sorry danib, this wait has gotten just ridiculous.
If your sister's situation hasn't made that twat more grateful starbuck27, I'm not sure anything will. I'm sorry you even had to see her for ten minutes this past weekend.
Congrats on the amazing appointment hangry!!! Such wonderful news!
You have a knack for succinctly summing up my feels on this chick.
I'm just in awe of her. Complete and utter awe. Just...wow.
I was at a different company when I had DS and my insurance changed when I was 7 months pregnant. Not only did I have to find a new OB, but my coverage went from decent to complete shit. I had something called an indemnity plan (I'm still not really clear on what that means). Basically, it paid a flat rate for everything, if something was under the flat rate then insurance would pay the bill and send me a check for the remaining amount. Labs, for example, paid a flat rate of $100. If my labs cost $50 then my insurance would pay the $50 bill and then cut me a check for the remaining $50. Which was great, until it came time to have a baby.
The flat rate for an inpatient hospital stay was $500 a day. That's it. So my insurance only paid $1000 total of my labor and delivery hospital bill. I think we paid about $12,000 out of pocket for both me and DS. And that was for an uncomplicated, med free vaginal delivery. I can't imagine what the costs would have been had there been complications, if I needed a c-section or if DS needed to spend time in the NICU. I'm so thankful to not have that insurance anymore.
tgrimes1980 damn hormones. (Glad you got a diagnosis though)
I think all Healthcare systems leave something to be desired but I do think universal care is huge. I am a wannabe Canadian though, esp with maternity leave benefits. I don't think good Healthcare in the US should just be for those that can afford it. Let alone that employers can dictate the type of coverage people have - my university won't cover bc on all but one health plan*. I'm on my husband's bc it makes me so angry (and is cheaper).
tgrimes1980 damn hormones. (Glad you got a diagnosis though)
I think all Healthcare systems leave something to be desired but I do think universal care is huge. I am a wannabe Canadian though, esp with maternity leave benefits. I don't think good Healthcare in the US should just be for those that can afford it. Let alone that employers can dictate the type of coverage people have - my university won't cover bc on all but one health plan. I'm on my husband's bc it makes me so angry (and is cheaper).
I am an employer. Mediocre coverage for 10 full time employees right now STARTS at 95k for a year. Ninety five thousand dollars. This is with a $3500 deductible for each single and $5000 deductible for the family plans. Plus copays. Plus max out of pocket for whatever is not covered. That's not affordable by ANYONE. As a member of this plan it is my best interest to choose a fantastic plan, but it is no longer affordable with the direction private insurance has taken since the affordable care act has begun. I'm also in the medical field so I know directly the benefits and drawbacks pretty thoroughly of how well the ACA is working. Spoiler: it needs A LOT of work and a lot more people are suffering the consequences than are reaping the benefits. I'm sure larger employers have the flexibility to choose a multi plan system for their employers, but we can't because the group rate would go up if we started splitting an already small group into smaller factions. I think every healthcare system is extremely flawed and it's never going to get better in this country until the insurance companies lose the control they currently have. They the market and the ACA only gave them more power.
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