Q. We provide short-term disability leave to new mothers. Is there any reason we can’t run that leave concurrent with? —S.B., Washington
A. We presume the short-term disability leave referenced in your question is not required by law, but is offered voluntarily by your company. In that instance, you are permitted to have the employee use short-term disability leave concurrently withleave.
We're also presuming that you offer short-term disability leave for other nonpregnancy-related conditions (to avoid potential sex discrimination claims).
Employers should note that some states have separate leave laws for pregnant employees or new mothers. In those states, check the state law to determine whether you can run that leave concurrently with FMLA leave.
- Note date when worker first learns of lost job
- No need to investigate harassment complaints clearly not covered by anti-discrimination laws
- Crisis management: Set smart policy before disaster strikes
- 'Willful' violation can extend employees' time to file FMLA suit
- Must we offer time off as an ADA accommodation?