#Paternityleave #Salaryincrease #Intermittentleave #HRpolicies #Paidleave
Are you or your partner considering taking paternity leave before a raise kicks in? It can be a tricky situation to navigate, but we’re here to provide some guidance and options for you to consider. 🤔
First of all, congratulations on the upcoming addition to your family! This is such an exciting time, and it’s important to ensure that both you and your partner are able to take the time off that you need to care for your new arrival.
Here are some options and considerations to keep in mind when it comes to taking paternity leave before a raise kicks in:
Understanding the HR Policies
It’s important to first understand the specific HR policies at your partner’s company when it comes to taking paternity leave and how it may impact salary increases. Some companies may offer the option of intermittent leave, allowing employees to take time off in increments rather than one continuous block. This could potentially allow your partner to take paternity leave before his raise kicks in and then return to work after the raise takes effect. However, it’s important to clarify this with HR and understand the potential impact on pay and benefits.
Seeking Clarity from HR
We recommend that your partner schedule a meeting with HR to discuss the options available for taking paternity leave before the raise kicks in. It’s important to seek clarity on how taking leave may impact his pay and benefits. He should also inquire about the possibility of re-doing the paperwork after his raise takes effect to ensure that he receives the correct compensation during his paternity leave.
Considering Financial Impact
Taking paternity leave before a raise kicks in may have an impact on your family’s finances. It’s important to carefully consider the potential loss of income during the leave period and how this may affect your household budget. Discussing this with HR and exploring all available options, such as using vacation or sick days, can help mitigate the financial impact.
Exploring Alternative Work Arrangements
If the option of intermittent leave is not available or does not align with your family’s needs, it may be worth exploring alternative work arrangements with your partner’s employer. This could include options such as working remotely, adjusting work hours, or taking a combination of paid and unpaid leave to make the transition smoother.
Seeking Support from Peers
It can be helpful for your partner to reach out to colleagues or peers who have gone through a similar situation. Hearing about their experiences and how they navigated paternity leave before a raise kicked in can provide valuable insight and guidance.
Ultimately, the decision to take paternity leave before a raise kicks in is a personal one that should be made based on what is best for your family. It’s important to thoroughly understand the options available, seek clarity from HR, and carefully consider the financial and logistical implications. Congratulations again on this exciting time, and we wish you and your family all the best as you prepare for the arrival of your new bundle of joy! 🌟
He needs to talk to HR.
Is he eligible under FMLA?
https://www.dol.gov/agencies/whd/fact-sheets/28-fmla
My understanding is that the leave pay would be based on his current pay if you want him out continuously. I think his manager is supportive of him getting part of his leave at the higher rate which is why he suggested the intermittent leave. If your husband works a bit at the higher rate, he can take another leave period based on the higher rate.
If you need the additional money, you should review the leave pay policy in the employee handbook and work with HR
Most companies do not allow raises to begin while you are on leave. Ours requires you be back on active status for 2 pay periods before it kicks in.
He should do the intermittent leave, if possible. He may not need to be with you for three solid months after you have the baby. You will be getting irritated with each other, and need a break from each other. Also, it may be best if he can take a few days off at a time. That may help give you a break when you need it, and also allow him to go to any doctor’s appointments at times outside of that three months. You may find that the extra money may not be as important as getting leave when it is actually needed.
You typically don’t get merit raises while on continuous leave, so by suggesting intermittent FMLA his manager is trying to get him his raise ASAP
Hear me out
Does he have to take all the paternity leave together, at birth? Can he use 2 weeks when baby comes, then after raise use the remaining time? Is it a use it or lose it situation? If he can use a week or two at the current salary and take more time later that’s what he should do.