https://boards.hellobee.com/ Pregnancy, Baby and Parenting blog, by Hellobee en Fri, 24 Apr 2026 09:22:12 +0000 https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2619379 Sat, 10 Sep 2016 17:21:07 +0000 daniellemybelle 2619379@https://boards.hellobee.com/ <p>@Amorini: When I worked in TN for a CA based company, they treated me like all the CA employees - basically entitling me to more/better paid leave because CA has a paid maternity leave law that they combined with my short term disability coverage. They didn't have to do that legally but they did it to be fair since that's what my CA based colleagues received. </p> <p>So, I could see them implementing a more favorable policy across the board. But, I think the timing will be what could trip you up. I hope my experience is helpful! </p> https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2618065 Thu, 08 Sep 2016 14:41:55 +0000 Mrsbells 2618065@https://boards.hellobee.com/ <p>@Amorini: You should be able to get an additional 4 weeks which will be unpaid from the company but then you can file for short term disability from the state during that time and you usually get about 60% of what your regular pay was. </p> https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2618059 Thu, 08 Sep 2016 14:36:05 +0000 Mrs D 2618059@https://boards.hellobee.com/ <p>@Amorini: absolutely. Its totally normal to freak out and be nervous. It also doesnt help with the constant Mommy wars that go on on FB and in the Media. It sounds like you enjoy working and want to work. Dont feel bad about that - and dont worry that you arent a good mom because of that. Embrace it and find your way to make it all work. It will take you time to settle into it - but you will get there.</p> <p>I work in a high stress/high demand job. When I had just 1 LO, I would get about an hour with her in the morning (before daycare) and then about 2 hours after daycare before bedtime. I made the most of those. We sing (and now talk) to each other in the car on the way to daycare. I do my best to be completely disconnected when I am home and she is awake. After she goes to bed I will log back on if need be. Same thing on the weekends - if I need to work I do it during nap time, after bed time or when her and my DH do something special alone.</p> <p>As for the Mommy guilt of being away from them 8 hours a day - you just gotta get over it. Find care you are comfortable with and know that you are doing the best you can for them. I am a better mom working - I would make a poor stay at home mom and I know that. So I dont second guess myself for sending them to daycare. I have found a great center - I know and trust almost all the teachers. Most of all, both my LO's love it there - they love playing with their friends all day, love learning and love telling me about their days when they get home. So I dont even let my mind go down the path of "I'm awful bc I am not with them..." there is no point bc it isnt true.</p> <p>You'll get there...wall me if you ever need to!!!! </p> https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2618040 Thu, 08 Sep 2016 14:16:34 +0000 alphagam84 2618040@https://boards.hellobee.com/ <p>I don't think your job is protected if you were full time and come back as part time. You need to come back to your original job meaning full time. I would definitely try to get more time off though! </p> https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2617428 Wed, 07 Sep 2016 18:43:37 +0000 Miss Ariel 2617428@https://boards.hellobee.com/ <p>@Amorini: I know, right? Talk about everything happening all at once. As for your question there is another employee whose pregnant and due in October, so the new benefits would go into place two weeks or so into her leave. But based on the conversations I've had with her, she still won't get to take advantage of the new disability/maternity plan. </p> https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2617369 Wed, 07 Sep 2016 16:21:29 +0000 Amorini 2617369@https://boards.hellobee.com/ <p>Thank you all for your replies. (Especially after the long book I wrote!) I appreciate your thoughts and experiences ... and reality checks! I realize I am still in the bargaining phase of all of this upheaval and not quite at the acceptance stage! :silly: Thank you for your kindness and supporting me in getting through it... :heart: </p> <p>Based on all of this input, here are my draft questions for HR:</p> <p>1. First I'll confirm that HR has received the written maternity leave benefits that my employer has given me. They will say yes. Then I'll say. "Based on the maternity leave benefits that my current employer has provided to you, will I be covered under any [new or other] benefits if the merger happens after I begin my leave?" Hopefully a discussion will ensue that allows me to ask for a modified plan that would give me 8 weeks paid, 4 weeks unpaid.</p> <p>2. "When will we be eligible for the new benefits package?" If it's a date while I'm on leave, I'll ask if they switch me over at the same time as everyone else or after I return from leave. Or if we all be switched over at a later time.</p> <p>[ETA: It helps me to have a little script when my head is spinning! Thanks for not judging! :wink: Exit stage left.]</p> <p>@Miss Ariel: Ugh, sorry you are going through this, too, along with EVERYTHING else! So it switches for all employees on 1/1 and you will just happen to miss out because of the timing of your leave. A moot point, but I wonder what would happen if they switched in the middle of your return. </p> <p>@MOMTOLITTLEB: Oh wow, that is taking a long time. My understanding right now is that things will happen quite fast, but your (and others') situations make me realize that sometimes these things can get drawn out. </p> <p>@Jackiedavis87: I appreciate your supportive words. It's a crazy time for all of this to happen and I'm just having a personally hard time with the challenges that all working moms face. </p> <p>@avivoca: Well, I do know that the benefits will generally be much better (health, short and long term disability, 401k match, PTO...you name it. What we have now is lacking). That's why I have a little hope that they will welcome me in with an amazing leave policy. Ha, okay, so maybe not. In the end, however, I've been told that we will have better benefits so at least there's that, even if my mat leave stays the same. I'm sorry your friend wasn't so lucky!</p> <p>@DesertDreams88: Yeah, that's sort of what I was thinking. Instead of trying to muddle through weeks 9, 10, 11 and 12 in some frustrating part-time, baby-wearing-at-work kind of way, would a good HR department get that it's not a recipe for success and just offer me those four weeks unpaid and give me my job back at the end of it?!</p> <p>@Truth Bombs: Yes, I get what you're saying that I'd be covered under GA FMLA with the new company. (FMLA gives me nothing now because of company size.) However, having worked with companies that cross state lines, I've seen HR departments try to be fair and equitable despite where the office is located via an internal policy. So that makes me wonder if an internal policy might extend the 16 weeks to all employees due to the majority of employees being headquartered in TN. I'm not saying they would be required to do that, but wouldn't that be good policy? A lot of "if, thens" to my squirrely logic but hopefully you get where I'm going. Hopefully the HR person will lay it out plainly. Thanks for sharing your experience(s)! Awesome that your leaves were mostly 100% paid!</p> <p>@MrsLonghorn: Great info. As you see, I've worded one of my HR questions this way to understand exactly when I'll be eligible!</p> <p>@psw27: Thanks for sharing your perspective. I agree that what I have is not all that bad. It's probably just pre-baby anxiety and my preconceived ideas about how hard it will all be that are getting the best of me. It will be what it will be. And, yeah, I think part-time job protection is not realistic or even a thing. It's a long-term goal to just cut back to 3/4 time for 'family sanity' (this was a goal even before getting pregnant)...so we'll see how that might play out over the next few years!</p> <p>@Rescuemom10: Ugh, that's really terrible. I'm so sorry that happened to you. Change is hard but it's especially hard now! Thanks for understanding!</p> <p>@ShootingStar: Okay, good to know. I'll definitely ask that. I think it actually makes sense from an admin standpoint, but I'm surprised that no one has mentioned it. (The owner is priding himself on being ultra-transparent and the two other minor owners have spent hours with the new management to alleviate any curve balls...however...none of them are pregnant or even have kids under the age of 45. :wink: We need more women in leadership!!!!)</p> <p>@Shantuck: Very good points. Thanks for lending insight to the legal side. I think it's a merger and not the latter, but some aspects will happen over time from my limited understanding (like change of company name, marketing materials, etc). It has been presented to us by our owner that we will be immediately employees of the new company, but I see now that certain parts of the deal could happen on another timeline (and/or on 1/1 just to make it make sense on the books). I'll see what I can find out! Thanks again!</p> <p>@Mrs D: Your input helps SO much. I think I just need to hear that working moms make it work and kids don't suffer. And that it will work out and I can do this! Among my family and friends, I will be literally the only mom with a career and a kid. I'm not sure quite how that's even possible in this day and age! Thanks for the encouragement and talking me back from the edge a bit. :silly: </p> https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2617314 Wed, 07 Sep 2016 14:21:03 +0000 Mrs D 2617314@https://boards.hellobee.com/ <p>I am not in HR - but to answer this "I'd also like to understand how I might actually qualify for job protection if I remain part-time for awhile longer or forever."</p> <p>I believe this will likely end with the end of your FMLA leave - which is usually 12 weeks protection - or when you return to work. Once you are back to work I dont think it helps you any more even if only part time.</p> <p>It may or may not help - but as a mom who as gone through this with a high stress career...you will make it work. But it will be a hard transition no matter when you do it (8w PP or 12w PP...). Not implying those extra 4 weeks home with LO wouldnt be great - but it wont make or break the transition. You will adjust and you will do great - have faith in yourself. </p> https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2617281 Wed, 07 Sep 2016 13:43:42 +0000 Shantuck 2617281@https://boards.hellobee.com/ <p>I'm not in HR but I am a lawyer and sometimes work on merger transactions. I would think that your situation and what will happen will be largely dependent on the timing of the transaction. Even if they sign a contract, the contract may contemplate that the actual merger will not happen for several weeks or months (in which case you may have gone out on leave and returned prior to that legal transaction actually having taken place). Additionally, if the transaction is not a merger but rather some sort of stock purchase in which their company is buying all of the shares of your company, it may be that your employer isn't technically changing and thus your benefits won't be changing. Without knowing the specifics of how or when the transaction will occur, you are kind of in a situation of uncertainty. Would your current boss be willing to give you any more color on those details? </p> https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2617228 Wed, 07 Sep 2016 12:42:31 +0000 ShootingStar 2617228@https://boards.hellobee.com/ <p>DH and I have been through a few mergers/acquisitions and I think every time the benefits didn't change until the next benefit year. </p> https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2617204 Wed, 07 Sep 2016 12:20:43 +0000 Rescuemom10 2617204@https://boards.hellobee.com/ <p>This happened to me with my last kiddo. I was 2 months out form delivery and it changed. I lost everything. No paid leave, nothing. I had to shorten my time to 7 weeks off and return sooner. Because it was un-paid, and I didn't see it coming, we didn't know. So I wasn't financially ready for that. AND they also didn't legally have to hold my job so I was eager to do what I had to keep it.<br /> I hope you have better luck. Hugs to you. I know its TERRIBLE news to take on while pregnant and so much going on. </p> https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2617154 Wed, 07 Sep 2016 11:04:51 +0000 psw27 2617154@https://boards.hellobee.com/ <p>Good luck with the merger, perhaps they have a better policy that will apply to you. As others have said, it might not start until after you are on leave or might not apply to you. For what it's worth, I think your package that you negotiated sounds pretty good (since I don't get any paid leave at all... and I work for a state government, way to set the example folks). But, I just wanted to be a bit of a downer and say, I don't think there is anyway to "guarantee" or "protect" your job on a part time basis. If you currently have a full time position and refuse to come back full time, I would say your company would be completely within their boundaries to give your full time position to someone else. </p> https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2617137 Wed, 07 Sep 2016 10:34:54 +0000 MrsLonghorn 2617137@https://boards.hellobee.com/ <p>This may not be super helpful, but my husband works for an extremely large, national company that has generous parental leave. The leave policy was increased 2 weeks before DS was born, and explicitly said "effective today, XX-XX-2014" so it did NOT cover people who were already out on leave.<br /> I would try to find out if you will be covered under any new benefits if the merger happens after you go out on leave - sadly, I am not optimistic. </p> https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2617044 Wed, 07 Sep 2016 08:42:07 +0000 Truth Bombs 2617044@https://boards.hellobee.com/ <p>I'm not sure on the changes when a merger in involved, but I do work/live in TN for company that is based in a different state so I can give some color there. When I had my first baby my company's policy was 12 weeks of paid maternity leave. Because I lived in TN, I was eligible to take an additional 4 weeks unpaid and be guaranteed job protection. (I elected to just roll vacation time and took 15 weeks paid, but that's beside the point). It was my residency in TN that made me eligible for that benefit, not the company's headquarters location. So, since you live in GA, you're still covered by GA's FMLA law, regardless of where your parent company is headquartered. When I had my second baby, my company extended the paid leave to 16 weeks while I was already on leave. Despite the fact that I was already out, they gave me the better benefit. However, that was an internal policy change, not a merger, so I'm not sure if you can expect the same. </p> https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2617042 Wed, 07 Sep 2016 08:34:27 +0000 DesertDreams88 2617042@https://boards.hellobee.com/ <p>Would you be ok with any unpaid leave? In your position, I think I would at least try to rework the plan to include 4 more weeks of maternity leave, even if unpaid. I did the standard 12 weeks unpaid and felt ready-ish by 12, definitely not by 8. </p> https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2617037 Wed, 07 Sep 2016 08:31:28 +0000 avivoca 2617037@https://boards.hellobee.com/ <p>I don't know what will happen in your company, but I do have friends who's companies were acquired while they were on leave and they did not get the better benefits. I hope the outcome is different for you! </p> https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2617035 Wed, 07 Sep 2016 08:29:03 +0000 arosebyany 2617035@https://boards.hellobee.com/ <p>I'm sorry I don't have any actually advice, but after reading your other post, I just wanted to wish you good luck, and I'm sorry about your boss :sad: 16 weeks would be awesome! Fingers crossed for you! </p> https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2617031 Wed, 07 Sep 2016 08:23:38 +0000 MOMTOLITTLEB 2617031@https://boards.hellobee.com/ <p>I'm not in HR but my company was acquired 2 years ago and I still don't know if I'll have the better benefits for my maternity leave in 2017. It seems like things can take a really long time. </p> https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2617009 Wed, 07 Sep 2016 07:50:41 +0000 Miss Ariel 2617009@https://boards.hellobee.com/ <p>I'm actually in a similar position at work. Two months into my pregnancy we found out our company of 200-ish employees was being bought out by a 1,000+ employee company.</p> <p>While the sale was final this summer, our benefits don't actually switch over till January 1st. Even though our new disability plan is much richer I don't get to take advantage of it since I'll already be out on leave.</p> <p>Obviously it could be different in your situation, but in general I don't think you can expect anything to be different unless the sale is final and all benefits switch over before you go out. </p> https://boards.hellobee.com/topic/calling-hr-bees-maternity-leave-policy-to-change-during-my-maternity-leave-due-to-merger#post-2616960 Tue, 06 Sep 2016 22:43:03 +0000 Amorini 2616960@https://boards.hellobee.com/ <p>HR bees and/or those with experience! I'd love some expert and experienced advice.</p> <p>It appears my current employer (12 employees, one state, 2 offices) will be acquired by a much larger company (200 - 300+ employees, 5 states, 12+ offices) in October or November while I'm on maternity leave. (Due date is October 1). </p> <p>In another post, I've written about the leave that I was able to negotiate. Basically, without qualifying for FMLA due to company size, I was able to work out 6 weeks fully paid, plus 2 weeks of my vacation/sick, then a short period of transition time when I could work part-time up to 29 hours (but receiving no benefits). Anyway, this agreement is in writing and he has passed it along to the new company as a condition of the sale. </p> <p>I'm not happy about only 8 weeks away from work but I realize getting paid is unusually good. I could also bring baby to the office and/or work from home in those transitional, part-time 4-ish weeks. My biggest gripe is the time pressure... time learning how to be a mom, time with my baby, time to readjust my whole everything .... I wish there were at least another solid month of leave to rely on since the work culture is so intense and those transitional 4 weeks of baby at office and/or work from home will be a challenge even under the best circumstances... </p> <p>A little more squishy, but the owner/boss said if I never come back full-time that he would have to give my job to someone else. I imagine that he expects me to be full-time again after 12 weeks from start of leave. I've basically turned around my little satellite office from rags-to-riches in 8 (mostly pregnant) months since running it, so I would really like to see him take my job and give it to someone else who can do what I did.... but that's just the badass in me. :wink: I'm just at a point in my career where if I'm not valued, the employer can really eff the hell off, but I digress. Seriously, though, it's been a challenge and quite demoralizing at times negotiating maternity leave with a older, male boss who doesn't get it (as nice and generous as he is attempting to be) and not having an HR person to work it out with. </p> <p>New company is huge, based in TN (where 16 weeks of FMLA leave is the norm!? Go TN!). I'm in GA and, as I mentioned I'm a satellite office so I'm unsure how the new company's maternity leave policy will follow or go beyond FMLA, but I hear that their benefits are much better on the whole. They have other satellites so something tells me they would extend an FMLA-based maternity leave policy equally to satellite employees even with less than 50 people in 75 miles or whatever the rule is. That's what I have experienced in other large national companies.</p> <p>In the next day or two, I will have 30 minutes of time to speak with the new HR person of the big company. Mind you, this merger is still tentative but it's looking very good. I'd like to go in with some idea of how best to advocate for myself. I've tried to educate myself by googling some HR articles but it gets legalese really fast. <a href="https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/mergersandfmla.aspx" rel="nofollow">https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/mergersandfmla.aspx</a>. What I do understand so far is that I should qualify for any FMLA benefit in the event of a merger since I have been with my current company over a year.</p> <p>So....what should I ask HR? My current employer thinks he has worked everything out and is ensuring me a great leave package. (Actually today someone said in a conference call -- is Amorini going to have time with HR to discuss her maternity leave? Boss said, "oh she doesn't need to, I've worked all of that out for her!" .... argh) I'd like to take advantage of any leave benefit that I can get, to be quite honest, including more non-work time with my LO. I'd also like to understand how I might actually qualify for job protection if I remain part-time for awhile longer or forever. And is there a way to merge the best of both worlds for my maternity leave? (Some paid leave and some extra time guaranteed, plus job protection...)</p> <p>Also what benefits questions should I ask, specifically that help working moms and families? The last time I worked at a company with good benefits for families, I didn't have a baby on the horizon so I can't even remember what is typically offered!</p> <p>Thanks!!! I appreciate it!!! </p>