I am new to a small company that employs 16. I have 2 co-workers that are pregnant. Neither has been employed more than 1 year. We just got our NEW employee handbook today and there is no mention of maternity leave (the old handbook mentioned it). When one of the girls approached the office manager/owner) she was told it falls under Personal Leave which is only 30 days. All the employee wants is to know her job will be there when she returns and to take 6 weeks. Is there anything she can do about this?
The other employee is making it worse because she is stating she is taking 12 weeks and not giving our employer a choice. (I am thinking she may be replaced). LOL
:p

Well, since FMLA doesn't apply, your coworker may take 12 weeks but it is unlikely that she will have a job to return to. If the policy is 30 days for any sort of medical leave, they can be held to the same standard. Pregnancy doesn't require any special treatment, just the same treatment as anyone else would get. If anyone else would only get 30 days, so would they.

Dpes it matter if we work for a small company but use a payroll company for payroll? I hve the handbook for the payroll company and it does not say anything on time off and/or payment for holidays.

Thank you,
Qt_kari

No, that doesn't have anything to do with it.

I am working with a mid-sized financial organization and am currently in my 90-trial period. I found out last week that I am 5 weeks pregnant. I am scared to say anything to my employer and am being advised to stay quiet until I am past my trial period, which is in October. I know I cannot be fired because I'm pregnant, but I'm scared that they may use some other excuse to obscure it. So far I have been given many compliments and praises for my performance. Additionally, I don't know if the FMLA is applicable to me because I will give birth before I complete 12 months with the company. What should I do? What rights do I have?

Your right! You would not qualify for FMLA in this scenario.

You may want to review your employee handbook and/or discuss your situation with HR. The company may provide other options outside of FMLA. It would not hurt to explore. If they do exist, you will definitely put some of your fears to rest.