Pittsburgh, PA

I'm 8 1/2 months pregnant and as of October 18, I've been on short-term disability due to pregnancy complications (Doctor's orders). During this time I've been working 4 hours a day, rather than my usual 8, and my work continues to pay me my full-time salary for 180 days. I've calculated the 180 days through June 24th....that's not including weekends since I'm a salaried employee and do not work weekends (Monday through Friday only). Should my 180 days get jipped by counting weekends as part of that time or should I only have to calculate the 180 days using the normal scheduled days that I would typically work had I not been put on short-term disability.

October 18 to June 24 = 180 days (Monday-Friday only)

October 18 to April 15 = 180 days (all seven days)

Quite a difference............what should I do or how should I handle this with my employer?

Pittsburgh, PA

I'm 8 1/2 months pregnant and as of October 18, I've been on short-term disability due to pregnancy complications (Doctor's orders). During this time I've been working 4 hours a day, rather than my usual 8, and my work continues to pay me my full-time salary for 180 days. I've calculated the 180 days through June 24th....that's not including weekends since I'm a salaried employee and do not work weekends (Monday through Friday only). Should my 180 days get jipped by counting weekends as part of that time or should I only have to calculate the 180 days using the normal scheduled days that I would typically work had I not been put on short-term disability.

October 18 to June 24 = 180 days (Monday-Friday only)

October 18 to April 15 = 180 days (all seven days)

Quite a difference............what should I do or how should I handle this with my employer?


HI,
Did the doctor who put you on disability not give you a "back to work" date? My thought is they are talking calendar days since injury/illness does not skip weekends.

Look at your disability paperwork and see if there is a start and end date and if not, ask your employer or the doctor who put you on the leave.

Since your employer is not required to continue to pay you your full salary, the terms of that pay continuance is up to the employer. Make sure you keep that in mind as you approach your employer. To continue your full pay is a benefit, not a right. (This is assuming, of course, that you are not being singled out because of your pregnancy. If you are treated differently than other employees who are not on a pregnancy related leave, then it may be considered discrimination.) You can read more about discrimination at: www.eeoc.gov (http://www.eeoc.gov).