Your Pregnancy Handbag
It’s a good idea to stock
your handbag with everything you need to deal with pregnancy symptoms
and the daily reality of being pregnant on the go. Useful items include:
Sanitary napkins, for spotting or leaking
A plastic or lined paper bag, in case you are sick
A travel toothbrush, to freshen up after sickness
A small spray bottle of water, for when you experience flushes
Bottled water to keep you and your baby hydrated
Cream or lotion for dry skin or itching
Wet wipes for freshening up
Your doctor’s phone numbers
Details of an emergency contact, in the event that you become unwell and help is required
Ginger candy for nausea
Sunscreen, to help prevent melasma
Healthy snacks to keep blood-sugar levels steady
A suitable antacid
When to take extra care
If you carry an extra pair
of shoes in your pregnancy handbag, make sure you wrap them in a
plastic bag to prevent the spread of microorganisms picked up from the
ground. Always rinse out your water bottle before refilling it to
prevent bacterial growth, and get rid of any used tissues, which can
harbor germs.
Maternity Rights and Benefits
Strict guidelines
support your rights during pregnancy, but the provision for maternity
leave and pay is still very poor. Take time to investigate what’s
available to you, and how you can take advantage of it.
Maternity leave and pay
The Family and Medical Leave Act (FMLA)
mandates that your employer give you 12 weeks’ unpaid leave; however,
this is only the case if your employer has at least 50 employees and
meets other stipulations
You must be an “eligible” employee to take this leave (12 months working for your employer, including 1,250 hours during the previous 12 months)
At the end of your leave,
your employer must let you return to your job or a similar job with
equal salary, benefits, working conditions, and seniority; an employer
is not required to hold the jobs of “key,” highly paid employees whose
absence would financially harm the company. (You would be notified of
your “key” status in writing.) If you and your spouse work for the same
company, you are entitled to 12 weeks combined leave
Even if you and your company fall under FMLA, there is still no legislation to require the company to pay you for the time you miss
Check with your company—some do offer paid maternity leave; others will allow you to accrue sick leave and vacation time
Short-term disability (STD)
may be offered by your state—it usually covers half to two-thirds of
your salary (each participating state has its own set of rules and
guidelines); coverage may last several weeks for normal births, over
eight weeks for cesareans or complications; it may cover bed rest
You may be able to get private STD through your employer or a separate provider, which may pay up to two-thirds of your salary for several weeks
Always check state provisions, which may be more generous than FMLA
Benefits during leave
Money you receive from a state disability program
is generally not subject to federal or state income tax; if you pay for
the disability insurance yourself, the benefits you receive are also
tax-free
Some states allow for extra, unpaid disability leave if you are unable to return to work; you won’t be paid, but your employer must hold your job
Unfortunately, FMLA doesn’t entitle you to take time off for prenatal
appointments, so unless you have a flexible employer, you’ll need to
schedule these for evenings or weekends, or use some of your sick leave
Some states provide some form of wage-replacement benefits, for which mothers can apply while on unpaid maternity leave
State temporary disability insurance (TDI) benefits can also be useful
Don’t forget to look into child tax credits and dependent exemptions
Enhanced maternity leave
Your employer may offer its own package with a longer period of leave and a higher percentage of income paid for the first six to eight weeks
Some companies continue to pay bonuses, retirement plan contributions, and some or part of your health insurance premiums
Rights
If you tell your company you don’t plan to return
to work or your job is eliminated while you’re gone, your employer may
stop paying premiums and may even require you to pay back money spent to
maintain your health insurance while you were on leave
FMLA doesn’t require employers to allow you to accrue benefits or time toward seniority when you’re out on leave
Particular health and safety rules apply
You are protected against unfair treatment or dismissal in some instances
Prenatal time off
Advise your employer as
early as possible when you plan to begin your leave, and when you plan
to return. When possible, employees who are planning to use FMLA are
required to tell their employers 30 days before their leave would begin.
