FMLA isn't a paycheck

It's a common mistake. I'm sorry. I really am. I know you're going through a lot.

People often confuse their job being 𝗽𝗿𝗼𝘁𝗲𝗰𝘁𝗲𝗱 (by FMLA, etc.) with getting 𝗽𝗮𝗶𝗱.

I hate delivering this message when it's already too late.

People think: "California (or New York, or Washington...) has paid leave. The law says you have to pay up."

If you're eligible, the State of California will pay you. Not the company.

Up to $1681 per week. Minus taxes.

For 8 weeks.

And California is one of the better places to have an accident or a baby.

You should try it in one of the 37 states that don't have state-paid leave.

Actually, no. Don't try that.

"Ever heard of FMLA? Pay up! The law says you have to."

FMLA says the company can't fire you for taking leave.

We're really looking forward to seeing you when you get back. Please send baby pictures.

But FMLA doesn't include any provisions for pay.

"But... but... how am I supposed to make ends meet? I just had a baby/accident/have to take care of my Pop-pop, and I can't work."

And this is where I want to curl up like a salted slug.

Because all I can say is, "Would you like the number for our EAP line?"

The worst part is that the people writing the policy don't always know.

They think the government or their short-term disability policy will cover leave. (STD is a whole other can of worms—let's open it in the comments.)

When it doesn't work the way the company policy-makers think, the team pays the price.

And often resent the company for it.

They start updating their resume.

They start talking.

It's not a good look.

I get it. Parental leave is complicated and expensive. Wanna talk about it?

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