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Even though my sick/annual leave covered my entire leave time, I still filled out FMLA paperwork. It helped because it protects my job and when they look at my leave balance it will show that I was out on documented medical leave (aka not just taking a bunch of vacations).

If you read the FMLA statutes (which I have in order to get what I deserved but I am not a lawyer and you should read them yourself) it is correct to use them both concurrently. In fact it would be illegal for your job to not let you use your leave if you elect to. FMLA just garuntee a your job is still there it has no monetary value. Now if they let other disabled persons use leave without FMLA there are other issues.

Our manual states they are used concurrently

Our policy states we must use them concurrently. I did (do) not have enough vacation/sick time to cover the full 12 weeks, but regardless I have to use all of my available PTO in conjunction with FMLA. FMLA is not paid, however it is the only thing securing my job when I return. I think most companies make you do both.

A coworker ended up needing surgery at 20 weeks pregnant, she had to take 2 weeks off, she tried to use just her vacation but they made her use 2 weeks of FMLA as well as her vacation, so she only had 10 weeks for when the baby arrived. They said because it was a medical reason FMLA came into play (and that way she didn't have technically 14 weeks off in the time frame.)

All leaves had to be used concurrently.

@78h2o: We have to file for FMLA for a disability. If you have a disability and FMLA time left, it has to run concurrently per our company policy. If you don't have FMLA left, but you go out on disability, they can technically fill your position with someone else.

I'm a state government employee, and I don't pay into state disability since we have our own district system so my situation might be a little different. I was on non-FMLA, medical leave for the first six weeks of my maternity leave since I was physically recovering from the birth until I was released to go back to work by my OB. From 6 weeks on, I was on FMLA since that was optional bonding time that I chose to take.

My entire leave was paid at 100%. The first 6 weeks exclusively through sick leave, and the remainder through a combination of sick and vacation time.

maternity leave and FMLA run concurrently and FMLA ensures my job is secured. I have a certain amount of sick days so I also use intermittent FMLA for pregnancy related "sick days" like doctors visits and again that ensures my job protection without getting in trouble for excess sick days since those are used for doctors visits for my kid and her sick days.