Re-post from Parenting: Is anyone in HR or an HR lawyer? I need help... (VERY LONG)
I just met with our HR director today to disucss when I leave to have my baby next month. Long story short, when I first informed them I was pregnant back in September, I (as was my manager) was lead to believe that in spite of the fact that I don't qualify for FMLA, my health benefits would continue for the short term disability timeframe. They then told me that we didn't need to meet until January to discuss it in detail.
Today I find out that's not true, and my health benefits will end very close to my due date, depending on how long I work until, and if I choose to use my vacation time to extend my employment. In case anyone doesn't know, if you don't qualify for FMLA, your job is not held for you during a period of short term disability, meaning your employment ends when you leave to have your baby.
My husband and I are both on my insurance, as my company pays for it fully. Had we known that the timeframe would be so close to the due date, we would have joined his in November during open enrollment, so that we don't have to deal with the headache of making sure the hospital has the right insurance info, everything is cleared up ahead of time, etc.
My inclination is to make my last day of employment the end of January, so that my health benefits end this month and we can get on DH's Feb. 1 as a 'life change'. (He's been on the phone with them today and they assured him this is possible and won't be a problem.)
Let's say I give notice and tell them my last day is 1/31, and do the right thing and tell them that I'm not coming back, so if they can find someone in the meantime to replace me, I'll train them. Once I've given notice, can they fire me, lay me off, downsize me? I want to understand what the options for me and them are before I make any decisions.
TIA. Cathy
Today I find out that's not true, and my health benefits will end very close to my due date, depending on how long I work until, and if I choose to use my vacation time to extend my employment. In case anyone doesn't know, if you don't qualify for FMLA, your job is not held for you during a period of short term disability, meaning your employment ends when you leave to have your baby.
My husband and I are both on my insurance, as my company pays for it fully. Had we known that the timeframe would be so close to the due date, we would have joined his in November during open enrollment, so that we don't have to deal with the headache of making sure the hospital has the right insurance info, everything is cleared up ahead of time, etc.
My inclination is to make my last day of employment the end of January, so that my health benefits end this month and we can get on DH's Feb. 1 as a 'life change'. (He's been on the phone with them today and they assured him this is possible and won't be a problem.)
Let's say I give notice and tell them my last day is 1/31, and do the right thing and tell them that I'm not coming back, so if they can find someone in the meantime to replace me, I'll train them. Once I've given notice, can they fire me, lay me off, downsize me? I want to understand what the options for me and them are before I make any decisions.
TIA. Cathy
