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Max Your Maternity Leave

Copyright 2003-2020 by Patricia (Pat) Katepoodba WorkOptions.com

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Table of Contents

Introduction 4

Start Planning Early 6

Start Planning Early Extra: Telecommute Now 10

Present a Written Proposal 11

Maternity Leave Proposal Template 12

Work Coverage Ideas 16

Negotiate Your Terms 19

How to Negotiate Supplemental Leave 22

Getting More Paid Maternity Leave 25

Return to Work: Transition Phase 28

How to Return to Work Part Time Using FMLA 31

Flexible Paternity Leave and Return-to-Work Options for Dads 35

Flexible Return to Work: Long-term Plan 38

Bonus Content: Flexible Work Advice for New Moms 40

Don’t Get Personal When Requesting Flexible Work

Telecommuting + Baby: Make the Right Arrangements

Best Flexible Work Choices for Nursing Moms

Resources 46

About Author Pat Katepoo 47

Max Your Maternity Leave is a resource developed by WorkOptions.com. Get inspired by these new moms who negotiated flexible work after maternity leave

so they could enjoy more time with their baby.

https://workoptions.com/flexible-return-to-work-after-baby

Introduction

You’re pregnant. You’re employed. And you work in the United States. You might have heard that working mothers in Canada are allowed 50 weeks of partially-paid maternityleave. Or perhaps you read that new parents in several European countries enjoy generous lengths of time at home with 70–100% pay.

But here in the United States, where social and tax structures don’t support that level of coverage, maternity leave is a mixed bag of time off. Short-term disability leave, employer-paid vacation and sick leave, paid parental leave (uncommon), and unpaid leave might be part of the maternity leave mix—or not.

In many cases, this combination falls painfully short of the time new mothers need and want with their babies. Bonding, breastfeeding and even behavior are influenced by the degree of mother-infant contact in the early months. Few would argue that a maternity leave longer than six weeks is healthier for mother and baby. And too few get it.

That’s why I wrote Max Your Maternity Leave. It will help you explore creative options for enhancing your maternity leave and return-to-work plans. At the same time, it guides you through negotiating a workable proposal that meets the needs of both you and your employer.

Securing the best maternity leave possible—longer leave, more paid time off, and a phased-back or flexible return to work—requires a solid strategy plus lots of preparation to carry it out well. You might be surprised at what you can get when you take these three strategic steps:

1. Start your maternity leave planning early, during your first trimester. (The first chapter reveals the tasks which need your attention now.)

2. Present a written maternity leave proposal during your third trimester. (Use the proposal template provided to make it fast and easy.)

WorkOptions© 2003-2020 by Pat Katepoo | All rights reserved

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3. Negotiate leave terms that surpass the policy, whether there is one or not. (Get specific how-to advice for requesting the maternity leave terms you want.)

It’s up to you to do the steps, but Max Your Maternity Leave empowers and equips you asit guides you through each of them.

Getting approval of your plan and proposal means you will have more time with your baby. You will have done what you needed to do to enhance your maternity leave to themax. Let’s do it!

All the best,

Pat Katepoo Author, Max Your Maternity LeaveFounder, WorkOptions.com


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Start Planning Early

Many new mothers-to-be are shocked to learn that there are no federal laws in the United States requiring paid maternity leave. Realize that the Family & Medical Leave Act (FMLA) allows for unpaid leave with job protection. And not everyone is eligible.

(Your research will unveil whether your state allows for some paid maternity leave.)

That stark reality is reason enough to start early to develop your plans to craft a custom maternity leave to fit your needs. “Early” means during your first trimester. If you’re already beyond that, do what you can to catch up.

Remember, you’re going to be asking for more than what your employer typically offersin its policies, or is obliged to provide by law. Yes, this means you will be negotiating. And the best negotiated outcomes usually depend on the degree of preparation done ahead of the actual negotiation meeting.

In this case, it requires you to first gather information; knowledge is power and you need to know where you stand, define what you want, and recognize your options.

Along the way, it’s wise to assess the strength of your negotiating leverage, that is, how much bargaining power you have to get what you want from your employer based on your contributions and value as an employee.

Let’s start with some tactics and tasks for determining where you stand (your “Baseline Maternity Leave”) and defining what else you want (your “Supplemental Leave”).

TACTIC: Know your “Baseline Maternity Leave.”

Baseline Maternity Leave is what I’ve labeled the number of weeks you are entitled to by law, employer policy, or both.

The length of your leave will depend on several variables including:


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● the state you work in;● the size of your employer;● the tenure of your employment;● your employer’s paid and unpaid leave policies;● your employer’s short-term disability policy (if they have one);● any state-mandated short-term disability policy (relatively few states).

Because of these variables, each maternity leave mix is different. A woman’s baseline number might range from zero (yes, 0!) to 12 or more weeks.

TASK: Determine how the variables add up for you. Total the number of weeks off you are allowed by combining paid time off (PTO), any parental leave your employer orgovernment family leave law provides, plus weeks of disability coverage, if any. As partof your planning, it helps to distinguish paid, partially-paid and unpaid time off.

Done methodically, gathering this information takes time. But if you view it as a treasure hunt for time off, you’ll be glad you did it. Note your results.

My Baseline Maternity Leave: ___ weeks

NOTE: If you need step-by-step guidance to determine your specific numbers, visit myBaseline Maternity Leave page at WorkOptions.com.

TACTIC: Know your “Supplemental Leave.”

Supplemental Leave is what I’ve labeled the number of weeks that you are requesting beyond your Baseline Maternity Leave. Assuming the Baseline Maternity Leave you figured above falls short of what you really want for you and your baby, how many additional weeks will you request?

Keep in mind that Supplemental Leave is not in your employer's policy and it’s not a mainstream employment term. It’s simply a part of the Max Your Maternity Leave strategy. Yet...


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https://workoptions.com/maternity-leave-basics

...Supplemental Leave is the key to extending your time off as it sets the stage for you tonegotiate for more than what your employer offers.

Can you do that? Yes! Women sometimes forget that virtually everything is negotiable. Just because something is stated or in writing (“the policy”), doesn’t mean you can’t ask for and get something more or different. Or just because it’s not on the (policy) menu, doesn’t mean it can’t be cooked up. Anything’s possible. Not guaranteed—but possible.

Here’s the savvy strategy: with its placement after the WORK COVERAGE section of your proposal (found later in this guide), Supplemental Leave becomes a viable proposition, making your longer maternity leave possible.

You probably have an idea of how many more weeks off you want with your baby, but let’s face it, your budget is a big factor in figuring the answer to this exercise. So brace yourself: by its basic definition, Supplemental Leave is unpaid. Yet if all goes well, you’llnegotiate to have some pay to go with it.

But because you don’t know how the pay part of the negotiation will go, you’ll first determine the number of weeks of Supplemental Leave you want based on what you can afford without pay. (Don’t ditch me yet; there are creative ways to address the pay issue, which you’ll learn about in the pages ahead).

Even so, as with any negotiation, ask for more than you expect to get; tack on four to sixweeks to your initial Supplemental Leave request so there’s room for compromise. If you get the maximum you request without need for compromise, take it. You can always return to work earlier if your finances require it.

TASK: Figure how many weeks of Supplemental Leave you’ll initially request. Note your results.

Supplemental Leave Request: ___ weeks desired + 4 to 6 = ___ weeks

How will you respond if your manager challenges your proposed Supplemental Leave?


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I’ve got you covered there; in a later chapter, I’ll share my strategies and scripts that make it difficult for a manager to refuse the request for additional time off.

Also, there are three conditions that support successful negotiation of some pay during Supplemental Leave. That’s coming up, too. But first…

TACTIC: Be ready with alternative plans if your family budget doesn’t allow for any unpaid Supplemental Leave.

If you can’t afford any Supplemental Leave without pay, focus your negotiations insteadon the RETURN TO WORK options, either the TRANSITION PHASE or LONG-TERM PLAN.

Both of these incorporate a flexible work arrangement, which is another approach to spending more time with your baby after your maternity leave ends.

The next “start early” tactic is important to a maternity leave of any length.

TACTIC: Build up your goodwill balance among co-workers so that you can draw uponit later, that is, when it’s time to take your leave.

TASK: Start now to build and cement the relationships that will be central to success during your absence. Your co-workers are the core of your work coverage plan during maternity leave, so practice give-and-take among them, with the emphasis on giving.

Do what it takes to demonstrate your vital contribution to the work group or department. As a savvy career professional, you’re probably doing that anyway, as it also paves the way for requesting a merit raise.


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Start Planning Early Extra: Telecommute Now

If you’re a newly-pregnant professional, here’s a first-trimester tactic to make your work-life smoother now and well into motherhood: Request a work-from-home arrangement as soon as possible and before you announce your pregnancy.

Why now? Because later, as a new mom, you’re probably going to want it as part of your work-life management strategy. I know this because I hear from new mothers all the time, and working from home ranks high on their wish list.

Start telecommuting now two or three days out of the five-day workweek, and you’ll have several months before your baby arrives to demonstrate the productivity pay-off of working remotely. There will be no need to prove it as a new mother; it will simply bethe way you work as a professional.

When it comes to requesting job flexibility, don’t get personal; your new baby needs to be a non-issue. Naturally, your baby is a big deal in your life, but not part of the business case proposition that you’ll pitch to your manager.

Get telecommuting approved now and you’ll be able to simply continue the at-home arrangement as the established norm after your maternity leave ends. Here are a few more compelling reasons to have it in place now and beyond:

● On the days you’re hit with morning sickness, you’ll be relieved to be able to dealwith it at home instead of at the office.

● When your phase-back-to-work part-time plan includes doing some of your work remotely, you’ll be glad you’re already set up to do so.

● When it’s time for a feeding and your child care provider brings your baby to nurse at your breast instead of you having to head to the office lactation room to pump your milk, you’ll be grateful for those moments of mother-baby bonding.

So don’t wait. Get your proposal ready today and request to work from home soon.


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https://workoptions.com/telecommuting-proposal

https://workoptions.com/telecommuting-how-many-days-working-from-home-should-you-request

Present a Written Proposal

A crucial strategy for getting enhanced terms from your employer is to present a well-crafted written maternity leave proposal during your third trimester.

Proposals work! For several years before I wrote the first version of Max Your Maternity Leave in 2003, my proposal templates for telecommuting and other flexible work arrangements became widely-used throughout the US and beyond.

I’ll admit, even I was surprised at how well they worked to get managers’ approval of requests for flexible work schedules. Out of thousands of customers and countless success stories reported back, my favorites are from new moms, especially where the proposal changed a manager’s mind.

Read a few of the many examples from other new moms here.

So I became convinced that a proposal template would work for maternity leave, as well. Like you, thousands of new moms-to-be have used Max Your Maternity Leave to getmaternity leave terms that are better than their employer’s standard.

Longer leaves, paid weeks where there was no policy, and flexible return-to-work transitions are all possible. I know because I’ve heard from prior Max users who asked and achieved these negotiated outcomes.

TACTIC: Use a proven proposal template for your maternity leave plan.

Find it here! The Max Your Maternity Leave Proposal Template starts on the next page and will make a difference in what you can get.

Having completed all the tasks in the Start Planning Early chapter (you did, right?), you’re ready to start your proposal.


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Your Max Your Maternity Leave Proposal Template

Your order of Max Your Maternity Leave included editable files of the template below. Refer to Resources on page 46 for a reminder on how to access them.

Read this version (below) of the template first because its annotations provide part of your strategy. The [brackets] contain instructional notes, tips, optional words or phrasesto use, and places to fill in the blanks.

MATERNITY LEAVE PLAN

FOR [YOUR NAME]

[date]

INTRODUCTION

Tactical Tip: Your manager likely has unspoken doubts about whether you will actually

return to the job. By first emphasizing how you value your job and career, you provide your

manager with assurance of your intention to return to work.

Having invested [#] years* in building my career, the work I do at [employer name] is

important to me. I’ve given a lot of time and thought to how my job responsibilities can

be managed [distributed] during the period [that I require] away from the office. Below

is a proposed plan for work coverage, length of leave, accessibility during leave, and my

return to work.

This plan is designed around my estimated leave date of [date], which closely

corresponds with my estimated delivery date. If that date changes, other dates in the

plan will need to be adjusted accordingly.

WORK PROGRESS

* If you’re relatively new to the workforce, you can boost the number by adding in your years of schooling: “Having invested [#] years in training and building my career…”


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Tactical Tip: In this section, you’re positioning positive news—project completion—while

reminding your manager of your value to the organization. Provide a rich description of the

outcomes expected to emphasize that value and enhance your negotiation leverage.

Work projects I plan to complete before the estimated start date of my leave:

● [Project 1; describe outcome and payoff to your manager and employer]



WORK COVERAGE

Tactical Tip: While your manager is ultimately responsible for reassigning your work

during your maternity leave, presenting this proposal shows you are taking a collaborative

approach. In this section, you’re delivering problem-solving ideas with a positive tone. That

makes the process easier for your manager, fostering a successful outcome to your

negotiations.

Having the advantage of a planned absence, here are my suggestions for [managing

major projects and] reassigning my high-priority work responsibilities:

[Be sensitive to your manager’s current agenda, objectives and deadlines. Identify your

high-priority duties and offer creative solutions for reassigning them. See the next

chapter for several ideas and suggested narratives, then adapt appropriate choices to

complete this crucial section of your proposal.]

● [Project Name or Work Responsibility and your brief narrative.]

● [Project Name or Work Responsibility and your brief narrative.]

● [And so on, for each major project and high-priority work responsibility.]

I trust you’ll agree that these arrangements are adequate until my return. I welcome

your assistance in shaping the details. [This takes a bold “assume the sale” approach. In

any negotiation, confidence is convincing.]

PLANNED WEEKS OF LEAVE

Tactical Tip: PLANNED WEEKS OF LEAVE is strategically placed after the WORK COVERAGE section


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of your proposal. Because you’ve already presented the solutions for how your work will

get done during your absence, your length of time away is less of an issue.

The work coverage plan outlined above covers a leave of [#]* weeks. This includes a

combination of my projected accrued paid leave time under [employer name]’s vacation,

sick, [personal], and [parental leave] policies; [partially-]paid short-term disability

leave; [FMLA leave]; [state parental leave]; and supplemental leave.

[Note that Supplemental Leave is simply and forthrightly tacked on as a component of

the total weeks requested. However, if your manager probes for details, be prepared to

distinguish your weeks of Baseline Maternity Leave. If s/he likes visuals, consider

appending your proposal with a color-coded calendar of your projected time away, with

each color reflecting a different category of leave.]

ACCESSIBILITY DURING LEAVE

Tactical Tip: Here, you reaffirm your commitment to your job. Keep it brief. You might

even want to omit this section if you’d rather not commit to anything in writing; its

advantage, however, is in positioning you as the one being in control of accessibility. For

example:

Due to the nature of my leave, I’ll be unavailable to respond to business emails.

However, I will call you and [names of other key people] the week of [date; suggest no

sooner than six weeks after delivery] to discuss [status of specific projects; general

updates of job-related issues].

After that date, I expect to be able to accept and respond to occasional emails related to

[specific, high-priority work]. [Email gives you more control of your environment and

greater flexibility in timing than telephone calls.]

After [an even later date], I plan to…[After eight weeks, and the longer you are away,

gradually increase accessibility and frequency of contact with the office in a defined way

that continues to guard your boundaries.]

Tactical Tip: If your leave will be very short, say eight weeks or fewer, guard your private

* Add your Baseline Maternity Leave plus your Supplemental Leave to get the total number of weeks requested. These are the tasks you completed in the Start Planning Early chapter.


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time at home. Once you open the door to telephone calls, emails, text messages and

meetings during your leave, it will be hard to close it again. Aim for a prudent balance

between staying engaged with your workplace during your absence and engaging in work

before you’re ready or scheduled to do so.

RETURN TO WORK: TRANSITION PHASE

[This optional section has you returning to work gradually. Refer to the Return to Work:

Transition Phase chapter to select the scenario that best matches your circumstances.

Insert its corresponding narrative here.]

RETURN TO WORK: LONG-TERM PLAN

Tactical Tip: If you plan to jump back into a regular, full-time schedule after maternity

leave without a phase-back transition, it’s widely suggested you arrange to return to work

on a Wednesday or Thursday. A shorter first workweek upon your return is less taxing to

you and your baby than hitting 40 hours right from the start.

I plan to resume my regular, full-time schedule on [date]. OR [If you want to propose

long-term flexible work after your leave, refer to the Return to Work: Long-term Plan

chapter for suggested language. Insert it here.]

SUMMARY

I intend to continue being a vital part of [department or work unit] at [employer] [for

years to come]. For the period of my planned absence, I offer this comprehensive

proposal which considers both employee and employer needs. I’m prepared to discuss

concerns that might not have been addressed, as well as more specifics of the plan.

[END OF PROPOSAL]

PS: Are You Thinking, “Why Does the Proposal Sound So Formal?”What I’ve found in 20+ years of experience equipping professionals with business proposals is that a formal document reflects an intensity of purpose which helps persuade managers. That said, you can adapt the language to have a more casual tone to match your “voice,” your employer’s culture, or your manager’s personality if you think it’ll be received better.


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Work Coverage Ideas

A lengthy Supplemental Leave is easier to negotiate when the WORK COVERAGE portion of your proposal is thorough. In fact, it’s the centerpiece of your negotiating strategy for amaternity leave because it answers the question your manager wants addressed:

How will your job get done while you’re gone?

In turn, your co-workers are the core of your work coverage. In the Start Planning Early chapter, you were advised to build your goodwill balance among your co-workers so you can draw upon it when it’s time to take your maternity leave.

With those cemented relationships in place, you can include viable work coverage solutions when presenting your maternity leave proposal.

Focus on the most essential work that must be handled during your maternity leave. Tell your manager how you’ll get those top priorities covered and skip over the rest. A combination of two or more of the following nine ideas might work best for you.

Refer to the WORK COVERAGE section of the Max Your Maternity Leave Proposal Template to get introductory and closing language to surround these ideas.

Nine (9) Maternity Leave Work Coverage Ideas and Scripts

Train your staff person or junior employee“During the [#] weeks just prior to my temporary absence, I will train [name(s)] to assume the responsibility of [duties]. [Optional, if true]: S/he has shown a willingness to build knowledge and responsibility in this skill area.”

Cross-train co-workers“I propose that during the [#] weeks just prior to my temporary absence, I cross-train [name(s)] to cover [tasks].”


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Cross-train colleagues in another department“Conditional upon agreement from [department head name], I propose that during the [#] weeks just before my temporary absence, I work with [names(s)] in [department] to handle [tasks].”

Delegate to previously-trained staff“[Name] is capable of [duties] and will cover them temporarily during my absence.”

Recently-retired professional who still wants to stay active“I have spoken with [recently-retired professional] who is a recently-retired [name of profession] and interested in covering my duties during my leave. Her/his resume is attached.” [This is an easier “sell” if the person worked for the same employer prior to retirement.]

Professional flexible staffing agency employee, full-time or part-time“I propose that a temporary staff [job position] be hired for [#] hours per week to cover [duties], with a [#]-week training period prior to the start of my leave.”

Prospective job sharing partner“I have identified a compatible professional who is willing to cover [duties] while maintaining a [#]-hour workweek during my absence. For training purposes, I propose that we hire her [#] weeks prior to the start of my leave. Her resume is attached.”

Graduate student in the field“I have made inquiries and found that a viable option to cover [duties] is to host a graduate student in [your profession/industry] from [name of graduate school]. I propose that this possibility be explored further so that mentoring and training can begin before my leave starts.”

Student intern in the field“I propose that we sponsor a student intern from [name of school] from [date] to [date], which covers part of my maternity leave. Before my temporary absence, intern training would include [tasks], which could continue under your [or co-worker’s] supervision.”


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Added Suggestions for Success

Have a trusted colleague or mentor review your WORK COVERAGE plan before presentingit to your manager. Aim to identify gaps and possible break-downs.

Ask friends outside of work to offer ideas. They’re not hampered by preconceived ideas about how the work gets done so they might have some original suggestions.

In all your WORK COVERAGE planning, be diligent and thorough. I repeat: it’s the centerpiece of your negotiating strategy and a successful maternity leave.

NOTES


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Negotiate Your Terms

You started planning early. You’ve crafted your proposal. Then comes the time to negotiate for leave terms that surpass the policy, whether there is one or not.

This is the missing piece and the missed opportunity for so many women. They too easily accept the status quo and settle for far less than what’s possible.

I’m saying this based not only on my own observations—it’s been a common thread among otherwise very accomplished career women who’ve come to me for help in asking for a flexible work arrangement—it’s a researched-based fact.

According to the authors of the book, Women Don’t Ask, as a “result of powerful social influences,” women have an “impaired sense of entitlement.” They often “assume that they are stuck with their circumstances” and refrain from asking for what they want.

Sound familiar?

TACTIC: The authors’ recommendation in this regard is advice that I’ve been giving for years: you have to ask!

Women Don’t Ask offers more insights into gender-based negotiation behavior: “…one ofthe major causes of female anxiety around negotiating” is their fear that asking for something they want might harm the relationship with the person they need to ask.

Women don’t separate the relationship with the issue at hand, so in protecting that relationship, they fear “disagreement about the outcome of a negotiation.” That prevents them from asking.

The authors suggest embracing both the goals of the relationship and the issue at hand. The key is to take a collaborative approach, one that focuses on working together to solve problems that affect both parties.


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This is not a new negotiating idea, but its effectiveness is reinforced by the research they present in the book.

TACTIC: This collaborative approach should also be part of your proposal presentation.

Set a meeting time to discuss your maternity leave plan and proposal. Open the meetingwith an oral or one-page executive summary statement of your maternity leave plan. Then give your manager a copy of the detailed proposal and allow him or her several minutes to read it.

Engage in discussion. Elicit concerns. Answer questions. Reply to objections. In other words, have a negotiation conversation. Negotiate the terms and conditions you’ve outlined. While it’s important to have an ideal outcome in mind, be prepared to make concessions. That means having a list of fall-back options ready to discuss.

You’ll find scripts for certain aspects of your request in the chapters ahead. The scripts are especially useful for keeping the conversation going if you face resistance to the maternity leave terms you’re requesting.

TACTIC: Here’s another tip: “An essential element of collaborative negotiating is to come up with an exhaustive list of possible solutions. You can then identify all those that satisfy the interests of all parties and choose from among them. Generating such a list should be part of your preparation.”1

TACTIC: Build Confidence to Ask Through Practice, Practice, Practice Research shows that improving your sense of control over the negotiation process improves performance.2

TASK: Practice your presentation and responses to foster a sense of control. Work with a trusted colleague or a friend and rehearse—not once, but several times—over a periodof days, if possible. Each time you do, you’ll build your confidence to engage in the

1 Lee E. Miller and Jessica Miller, A Woman’s Guide to Successful Negotiating (McGraw-Hill), 115 2 Linda Babcock and Sara Laschever, Women Don’t Ask (Princeton University Press), 144


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negotiating conversation.

Role-play can seem corny or contrived and you will be tempted to skip this step. Don’t. Practice is part of preparation. Preparation builds confidence. Confidence improves performance. Performance improves outcome, in this case, a better maternity leave thanwhat your employer’s plan provides.

Practice sessions also help you identify the situations which will cause you anxiety or stress during the negotiation with your manager.3 You and your practice partner can then discuss ways for you to deal with those situations, or you’ll find that the practice session themselves relieve the related stress.

If You’re Still Nervous About Asking for a Max Maternity Leave…

Recognize that being nervous about negotiating is normal, just as when you ask for a salary increase. Accept it as part of the process and do it anyway. Practice first!

The chapters that follow provide you with specific tactics for negotiating Supplemental Leave, more paid time off, options for phasing back to work and options for returning to work with a flexible schedule.

NOTES

3 Linda Babcock and Sara Laschever, Women Don’t Ask (Princeton University Press), 143


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How to Negotiate Supplemental Leave

The sad truth is, most employers in the United States don’t offer anything near the maternity leave new moms need and want. My mission is to help you get the best maternity leave possible under constraining circumstances. With the proper planning and strategic asking you’re learning about in this book, you can get more than what your employer typically provides.

Earlier, you figured out your Supplemental Leave, that is, the number of weeks that youare requesting beyond your Baseline Maternity Leave.

You must be ready if your manager challenges your request. After presenting Supplemental Leave as part of your proposed total length of leave, your manager may inquire, “What is this supplemental leave?”

Reply with something like, “That’s the portion of my maternity leave that I’d like to focus ourdiscussion on.” Then move into your prepared opening lines of negotiations.

Your manager may not ask about Supplemental Leave specifically but instead challengeyou on the total number of weeks you’ve requested: “I can’t have you gone for 16 weeks!”

In that scenario, put the emphasis on the merits and strength of your WORK COVERAGE plan. Be ready to compromise with the ACCESSIBILITY DURING LEAVE element of your proposed leave. If necessary, point out the portion of leave that you’re entitled to.

It helps to know what to say, so I’ve devised some sample scripts to negotiate additionalweeks off.

“It sounds like a long time to be away, yet the main concern regarding my absence is addressed: the work will get done. Let’s go over my WORK COVERAGE plan in more detail so I can address your specific concerns.”


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“Would you like me to be in contact with the office earlier or more often than I’ve proposed? Let’s modify the ACCESSIBILITY section of my proposal as a way to address your concerns.”

“While I am requesting [a few] additional weeks time beyond the 12 weeks allowed by law [assuming you’re eligible], the work will continue to be handled in the way I’ve outlined. Plus, I’ll be talking to you more often during the latter part of my leave. Let's focus our discussion on your specific areas of concern and how my WORK COVERAGE plan and ACCESSIBILITY can address them.”

These sample scripts give you an idea of how you can direct your negotiations and keepthe dialogue moving.

Naturally, your actual opening lines and replies to your manager’s response to your proposal will be tailored to your unique set of circumstances.

This exchange with your manager is where your planning and preparation will shine. The more prepared you are, the more convincing you will be.4

Segue to Pay During Supplemental Leave

Maybe your manager will accept your proposal without challenging Supplemental Leave or the total number of weeks requested.

In that scenario, move right into your request for getting some pay during Supplemental Leave. The next chapter addresses that topic.

But before we move on, here are a few more tips to keep in mind as you devise your strategy for negotiating your length of time off.

If you’re eligible and take leave under FMLA, your job is protected during that time. (If your state has a more generous family leave law, inquire about the job protection provision.) But beware: once your leave extends beyond those parameters, there is no

4 Lee E. Miller and Jessica Miller, A Woman’s Guide to Successful Negotiating (McGraw-Hill), 33


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guarantee of job protection. You have to trust that your employer won’t dismiss you from your job during your extended absence.

When making your request for total weeks off, use a figure that is higher than you expect to get—just as you would in negotiating a salary. Earlier, I suggested four to six weeks above your desired Supplemental Leave figure.

If you’re eligible for unpaid, job-protected family leave by law, position the 12 weeks allowed as the federal government’s minimum, that is, as a starting point. You may want 16 weeks; ask for 20.

If you want more than 16 weeks, here’s a tactic that may work with your manager: Before you make your request, first position the United States’ maternity leave standards as archaic.

Educate your manager by presenting a chart showing the dramatic contrast between theUnited States and other developed—and even less-developed—countries around the world. (Some of them have socialist government structures; nonetheless, the overall contrast in benefits is striking.)

One possible bargaining area is the application of “comp time” to your maternity leave. Is there a current pressing project requiring extra hours of work? Negotiate to apply those hours to your leave request. If your manager is agreeable, be sure get this—and other terms of your leave—in writing.


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Getting More Paid Maternity Leave: Is It Possible?

More money means more weeks off with your baby, so you’re smart to explore the possibilities for more paid time off.

Is it possible to get paid during the Supplemental Leave segment of your maternity leave? Even when there is no formal policy?

Anything is possible. For example, over the years, I’ve occasionally heard from Flexible Work Proposal Package users who negotiated a four-day (32-hour) workweek without areduction in their full-time pay. Here are a few examples and some tips on pulling it off.

This is an unusual outcome, but it shows what can happen when you ask. One pregnantwoman, a hotel industry professional, told me she sealed such a deal four months prior to her maternity leave!

Likewise, getting paid during Supplemental Leave is unusual (outside of vacation, disability and sick pay), but anything can happen when you ask. Asking works!

Do You Meet These Three Conditions?

Combined with your negotiating savvy, there are three certain conditions that foster a favorable outcome:

1. Your work performance and reputation are so highly regarded that pleasing you by meeting your terms is clearly in your employer’s best interest. They may even fear that you’ll quit your job if you don’t get what you ask for.

2. You work for a relatively small, private employer. Its small size allows for more flexibility in negotiated outcomes compared with larger employers, the government or aunion shop. Everything is customized and off the books, because there are no policies! This is where I’ve seen the best extra paid leave outcomes among prior users of Max Your Maternity Leave.


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3. Your negotiations for the time element of leave went smoothly. If you get a solid senseof your manager’s support during the first part of your request, you might segue into the pay issue with relative ease. But if discussions were tense and the time off segment hard-won, it’s probably better to take what you got and back off on the pay issue.

Your gut instinct is probably the best judge when deciding whether or not to move forward with the request to be paid during Supplemental Leave. If you do, one to three weeks is a reasonable request. Aim for that range as an end result.

There’s reasonable and then there’s bold. Aim higher if you assess that you have strong leverage. I once received two separate reports within a week from each of two women working at very small employers. The employers’ small size made them exempt from FMLA and they otherwise had no maternity leave policies.

After reading Max Your Maternity Leave, the two women were emboldened to ask for 12 weeks of fully-paid leave. This is not a reasonable goal, but it is ambitious and it anchorsthe bar high for the other party to respond with more than they would have otherwise.

As a result, each of them reported receiving four weeks of fully-paid leave (along with eight weeks of unpaid leave) where there was no paid leave policy.

(These were two separate cases involving two women who had no connection to each other, but interestingly, they both asked for and got the same thing.)

Are There Other Options?

Yes. I mentioned one option earlier, but it bears repeating as a possible bargaining area: application of “comp time” to your maternity leave. Is there a current pressing project requiring extra hours of work? Request that those hours be applied to your leave request. Again, if your manager is agreeable, get this and other leave terms in writing.

Some women have been successful in getting their employer to supplement the partial pay provided by a temporary disability policy. In other words, the employer made up


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the difference so that a higher pay level was reached, up to full pay.

Is that a possibility for you? Will you ask? A “no” is automatic if you don’t ask so you have nothing to lose by asking. You might get a “yes” to your request.

What if More Paid Maternity Leave is Not Possible?

If you sense that you’re not in a favorable enough position to request paid SupplementalLeave, then go for the next-best options:

1. Phase back to work on a part-time basis.2. Get back on the payroll and do part of your work from home for several weeks.

We’ll cover these two approaches in the following chapters.

NOTES

All your children will be taught by the LORD, And great will be their peace. Isaiah 54:13


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Return to Work: Transition Phase

Research reveals that women often assume that they are stuck with their circumstances. As a result, they don’t even think to ask for something different than the status quo. They don’t see the possibilities. How can they propose options if they don’t even see them?

I stress the importance of creative options and negotiating because I believe too many employed pregnant women in the United States are missing opportunities to forge an adequate solution to their situation. Not ideal, but at least better than the status quo.

Like many new moms, you probably would prefer a transition phase when returning to your job, either a gradual re-entry using a part-time schedule in the office, or doing some work from home.

You have options! Following is language to use for three different scenarios in the optional section of your proposal labeled RETURN TO WORK: TRANSITION PHASE.

Scenario 1You’re eligible for 12 weeks of leave under the Family & Medical Leave Act (FMLA), butyou can’t afford the unpaid weeks that remain after your paid time off runs out. However, you can afford to work part-time, temporarily, before returning to a full-time schedule. Here’s what you could propose:

“With the 12 weeks of leave time allowed under FMLA, I am eligible for a return-to-work date of [date]. Instead, I propose restructuring my leave time to allow a sooner yet gradual return-to-work plan. With this approach, I would return to work on [date] and, as allowed bylaw under FMLA, I would work a reduced leave schedule*.

With your agreement, a reduced leave schedule offers a creative solution for addressing both my work and outside responsibilities. [The omission of the words “home,” “family,” “baby,” etc., is an intentional positioning of the maternity leave proposal as a business document.]

* How to Work Part-time Using FMLA is found in the next chapter.


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With these mutual goals in mind, I propose the following transition work schedule:

Week one – [#]: [outline part-time schedule]Weeks [#] – [#]: [outline part-time schedule]

I plan to resume my regular, full-time schedule on [date].”

Scenario 2Your small-sized employer isn’t covered by FMLA or state law requirements, yet has a maternity or disability leave policy that allows only six weeks of leave.

Or maybe your employer has no policy but has agreed to give you some number of weeks of partially-paid leave. Your family budget still requires full-time work in the long-term, however you can afford to work part-time, temporarily, before returning to afull-time schedule. Here’s what you could say in your leave proposal:

“I propose a creative solution and workable compromise between the [minimal leave of] six weeks allowed and the longer period of time required to establish a healthy foundation relatedto my new responsibilities outside of work. Specifically, upon my return-to-work date of [date], I am requesting a temporary, reduced workweek of [outline the part-time schedule] for[#] weeks. My regular full-time schedule would then resume on [date].”

Scenario 3Regardless of your FMLA eligibility or length of leave, your desired plan to return to work full-time includes a temporary transition phase of performing some of your dutiesfrom home. Note: If you prefer long-term (not temporary) telecommuting, omit this RETURN TO WORK: TRANSITION PHASE and instead use the wording found in the chapter, Flexible Return to Work: Long-term Plan.

“To coincide with the anticipated return to my regular full-time work schedule on [projected date], I propose that some of my duties be performed off-site for a limited period. With a focuson productivity rather than job location, such an arrangement is compatible with my demonstrated abilities to work independently, manage my time and workload, and solve


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problems with minimal supervision. I am technically proficient and equipped to perform the following duties from my home office [#] days a week for [#] weeks:

[bulleted list of job functions you can perform at your home office]

I will arrange with IT to access email and work files remotely [OR]

I have tested and plan to use secure remote access technology when necessary to access my work files.

The temporary off-site arrangement would end on or about [date] and I would then continue my full-time schedule at the main office.”

Know and Negotiate Your Options

Can you see how knowing all your options gives you more ways to present the terms you want in your maternity leave proposal? That’s the power of knowledge in negotiating. And that’s why, even though Max Your Maternity Leave has a lot of detail requiring you to think through the terms you want, it is a powerful tool for getting them.


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How to Return to Work Part-Time Using FMLA

Like other new working moms, you’ll probably love the idea of returning to your job ona part-time schedule. But it might not be practical for the long term, so…

Have you considered a temporary part-time schedule as a way to gradually transition back to work? Did you know it’s possible under FMLA?

Here’s welcome news you won’t find on the Family & Medical Leave Act (FMLA) posterat your workplace:

Intermittent leave and reduced leave schedule are little-known provisions of FMLA that may allow you to follow your maternity leave with a temporary part-time schedule.

Under FMLA, you may be able to take your initial six weeks of full-time-off maternity leave, then follow it with a temporary part-time schedule before you return to a full-time schedule. Dads can do this, too; see the next chapter.

Your Custom Phase-Back-to-Work Plan

Even though you may qualify for 12 weeks of leave under FMLA, your household budget or employer pressure may compel your return to work after only six weeks.

A better-paced maternity leave might be six full weeks off, then a transition period of working part-time hours, then back to full-time. This allows you to retain partial earnings even as you enjoy more time to bond with your baby.

Is that option possible? It is! I’d be interested to know if you’ve ever heard of it before. I rarely see it written about in the popular media, but with so many women unable to afford unpaid leave, I want to shout it out to every FMLA-eligible working woman.

Some prior Max Your Maternity Leave users have successfully taken this approach to returning to work. You might, too.


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Besides the emotional benefits, a transitional approach makes it easier to continue breastfeeding and to fine-tune your work-family balance strategies.

Here’s How It Works

Start by converting the 12 weeks of allowed FMLA leave into its equivalent hours: 480 hours of leave available (that is, 40 hours for each week). Then figure the number of remaining hours available for flexing into a temporary part-time schedule after your maternity leave is over.

Here’s an example: After her six weeks (240 hours) of maternity leave, Amy had 240 hours of FMLA leave remaining.

Knowing FMLA’s provisions, she negotiated to work three days per week during her first four weeks back to work. In other words, she took two days (16 hours) of leave per week for four weeks, using up 64 hours (16 hours per week x 4 weeks) of her 240 remaining allowed leave hours.

Then she worked four days per week and took one day of leave in each of the next 22 weeks (8 hours per week x 22 weeks = 176 more hours used).

With her 240 remaining hours used up, she then resumed her full-time schedule. But only after she had 26 weeks of a part-time schedule. That’s half a year to spend more time with her baby while still bringing in steady income.

(Note that you’re not required to use all your leave hours, but if you do, they must be used within 12 months of the birth of your child, or placement of your child, if adopted or fostered.)

So while you may be unable to afford lengthy unpaid time off, by flexing your unused hours after maternity leave into a part-time schedule, you can enjoy more time with your baby as you resume earning part of your pay.


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Remember, even if you qualify for 480 hours of family leave under FMLA, once any (if any) employer-paid leave is used up, the remainder of the allowed weeks (or hours) is generally unpaid, and you would not be eligible for unemployment compensation during this time.

How to Pull It Off

To use this provision of FMLA, you must first get your employer’s agreement if medicalnecessity is not a factor, as is often the case in the period after the six weeks of post-birthmaternity (medical) leave.

Quoting from the U.S. Department of Labor:

“If FMLA leave is for the birth, adoption, or foster placement of a child, use of intermittent or reduced schedule leave requires the employer's approval.”

(Like legal language? Find the federal code here.)

How do you get your employer’s agreement?

The time-proven way to get approval of flexible work is to present a written proposal toyour immediate manager. It must address not only your part-time scheduling needs, but also your employer’s bottom-line interests.

Positioning and Presentation Help You Get Acceptance

When it’s time to present your proposal to work part-time, position the phase-back arrangement in a positive light: you are coming back earlier than what is legally allowed. Even though it’s less than full-time, the “earlier” angle should be welcomed by your manager if you present it that way.

If you’re not eligible for leave under FMLA, why not develop a proposal for a similar approach to your maternity leave anyway? Remember, equipped with a solid plan and


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proposal, asking has impact.

In any case, it’s a good idea to present your phase-back, reduced leave schedule proposal as the final issue of discussion of your overall maternity leave work coverage plan, as positioned in the RETURN TO WORK sections of Max Your Maternity Leave Proposal Template.

NOTES

…Now choose life, so that you and your children may live and that you may love the LORD yourGod, listen to his voice, and hold fast to him…Deut. 30:19-20


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Flexible Paternity Leave and Work Options for Dads

As you’re learning, there are several ways for you to create and negotiate the terms you want for maternity leave and a flexible return to work.

Likewise, your husband can also flex his paternity leave under FMLA the same way thatyou might. Although it’s likely he won’t take as much time off as you will, the proposition sets the stage for him to have a flexible work arrangement. That means he will have more time for you and the baby. And you will need his help!

From this point, I will speak directly to him, so go ahead and share the following.

Paternity (Parental) Leave Options

Many new fathers use vacation and sick days—but not “paternity leave” or “parental leave”—to take about a week off to be (and help) with their newborn. That’s it.

But you’re determined to spend more time with your baby. You’re willing to bend, break or otherwise challenge a real or perceived company culture mold by taking paternity leave, paid or unpaid, and then some.

Good for you! And if that’s the case, you can use intermittent leave or reduced schedule leave provisions of the Family & Medical Leave Act to arrange to work a temporary part-time schedule after your baby arrives. (See previous chapter for details.)

A three-day workweek may be feasible for the first week or two after your return to work. Beyond that, proposing a four-day workweek is more practical from both a financial and workload standpoint. Taking those hours off as family leave under FMLA,your job remains protected by law.

Too Good to Be True?

Be aware that you must first get your employer’s permission if medical necessity is not a


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factor. The time-proven way to get approval of a flexible work arrangement is to presenta professionally-crafted, persuasive proposal to your immediate manager. It must address not only your scheduling needs, but also your employer’s bottom-line interests.

Here’s What to Say to Your Manager

In presenting your proposal, frame the phase-back arrangement in a positive light. For example, in discussing your paternity leave plans with your manager, you might say,

“You know there’s no way I can take the 12-week, job-protected family leave I’m allowed under FMLA. It’s just not practical for the office or my family.

What I’m proposing to do instead is to structure my leave time so that it’ll have minimal impact on office operations.

We’ve already discussed how my work will be managed during my one-week absence right after the baby is born; now here’s the temporary reduced schedule I’ve drawn up and an outline of how my job responsibilities will be managed.”

Not Covered by FMLA?

If your employer is exempt from FMLA, use one of my proposal packages to help you develop a custom plan and proposal for a short-term reduced workweek anyway.

Here’s another idea: propose a temporary telecommuting or compressed workweek arrangement to allow you more time at home without reducing your full-time status. An added advantage: The temporary arrangement serves as a trial period and proving ground should you want to pitch an ongoing arrangement.

Are You a Good Telecommuting Candidate?

If your full-time employment is at an outside office doing so-called “knowledge work,” you may be a suitable candidate for working from home during part of the workweek.


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Here are three reasons why a telecommuting arrangement may pay off for you:

1. There’s no cut in salary or benefits. Telecommuting allows you to retain your usual full-time schedule so there’s no need to sacrifice pay or benefits in exchange for more flexibility and time.

2. Your visibility can be maintained with an acceptable level of the “face-time factor” on your days at the office. On work-at-home days, typically two days a week, others can reach you through communication normally used at the office, such as telephone, email,texting and video chat.

3. You get more time with your family! Telecommuting from a home office can be a savvy way to carve out several more hours each week to be with your family. How?

a) By cutting the commute. If you negotiate to work from home two days a week—a common telecommuting arrangement—you would cut out four time-draining commutes. How many hours a week is that for you?

b) By scaling down your extended workdays. Double-digit productivity gains are well-documented among employees who work from a remote location. (This is a selling point with your manager.) That could make a dent in the days that stretchfor 10+ hours as you work on a crucial project or a pressing deadline.

Both working mothers and working fathers can craft creative ways to flex their schedule. By taking a modified paternity leave under FMLA, or by crafting your own arrangement to telecommute or work a reduced workweek, you can have more time with your baby.


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Flexible Return to Work: Long-Term Plan

Lots of professionals who become new parents blend their career and family lives with a flexible work arrangement. If that’s your plan, one option is to include it as part of your maternity leave proposal.

As you moved through the Max Your Maternity Leave Proposal Template, you came to the section, RETURN TO WORK: LONG-TERM PLAN. You can choose the one-line sentence provided about returning to a regular full-time schedule, but it’s also the place where you can instead introduce your plan and proposal for a flexible work arrangement.

Here is suggested wording to use:

If you want to return to work in a telecommuting arrangement:

“I plan to resume my full-time schedule on [date]. However, I propose a mutually-beneficial [and cost-saving] approach to retaining my training and experience that will also increase my on-the-job [select: productivity; concentration; energy; loyalty; efficiency; creativity]. Attached is a separate document outlining a plan for restructuring my current full-time position as [job title] into an equally [more] productive telecommuting arrangement on [#] days each workweek.”

If you want to return to work in a compressed workweek arrangement:

“I plan to resume my full-time schedule on [date]. However, I propose a progressive approach to retaining my training and experience that can also increase my on-the-job [select: concentration; energy; loyalty; efficiency; creativity]. Attached is a separate document outlining a plan for restructuring mycurrent full-time position as [job title] into a full-time and equally productive compressed workweek arrangement.”


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If you want to return to work on a part-time schedule:

“I propose a cost-saving approach to retaining my training and experience that will also increase my on-the-job [select: productivity; concentration; energy; loyalty; efficiency; creativity]. Attached is a separate document outlining a plan for restructuring my current full-time position as [job title] into an equally productive reduced workweek arrangement.”

If you want to return to work in a job sharing arrangement:

“I propose a progressive approach to retaining my training and experience that can also increase my on-the-job [select: productivity; concentration; energy; loyalty; efficiency; creativity]. Attached is a separate document outlining a plan for restructuring my current full-time position as [job title] into an equally [more]productive job sharing arrangement.”

Integrate your request for a flexible work arrangement as part of your maternity leave proposal if you are fairly certain about the type of job flexibility you want upon your return to work. But if you’re not yet sure what you want, propose something later.

For example, submit your proposal during your maternity leave, when you might have afirmer idea of your preferred work arrangement.

Still another option is to return to work as usual, reassess your situation and finances, then propose your desired full-time or part-time flexible work arrangement.

In the end, the timing of your proposal for a flexible work arrangement is a judgment call based on a combination of your specific work setting, job position and personal circumstances, including financial and emotional.


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https://workoptions.com/part-time-proposal

Bonus Content: Flexible Work Advice for New Moms

Don’t Get Personal When Proposing Flexible Work

Your beautiful baby has melted your heart and now there are not enough hours in the day to spend with your little one. You’re ready to propose a flexible work arrangement so you can have more time with your baby.

Even though your baby is a very precious and personal reason to propose a flexible work arrangement, it’s not the reason your manager wants to hear.

It sounds harsh, but it’s generally true. When making your proposal, you must appeal tothe interests of your manager and the bottom-line concerns of your employer, even though your interests are closer to heart and home.

“I Miss My Baby!”

A development officer for a non-profit organization in San Francisco told me that she was about to make her pitch for a part-time schedule by sweeping into her manager’s office with an emotional plea of, “I miss my baby!”

Fortunately, she said, she first came across my advice about the dangers of “winging it” without a proposal, and then developed a more effective approach.

Likewise, plan to present the business case that would allow you to reduce your hours, telecommute, job share or otherwise restructure your job. Leave the “why” behind your request out of your proposal.

(In turn, your manager should make the decision to accept or reject your proposal basedon the business merits, not on the reasons why you want it.)

Just as with a pay raise request, personal need is not the issue. “We just bought a bigger car.” “I’m a single mom receiving no child support.” “We’re remodeling our kitchen.”


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It just doesn’t fly.

Your justification for a raise must be based on the merits of your performance and contributions to your employer. Leave car payments and the cost of hardwood cabinets out of the discussion!

Bottom-Line Benefits for Your Employer

It’s the same when asking for a flexible work arrangement. What’s in it for your manager? Your employer? How will they benefit?

That’s the emphasis your proposal must take. Although your motives for a flexible workarrangement are personal—even emotional—resolve to present your case in an objective, business-like manner to boost the likelihood of getting your request approved.

NOTES


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Telecommuting + Baby: Make the Right Arrangements

It sounds like the perfect solution: continue a full-time schedule, but work a few days a week from home, with baby at your side.

Before you present your proposal to work from home, recognize that the expected normof all telecommuters is to have caregiving arrangements in place. This can be either inside or outside the home.

To suggest that you can be the primary caregiver of your baby while fully concentratingon your work is unrealistic. It’s also unfair to your employer.

But with the right arrangements, you can make telecommuting work for both you and your manager.

Obviously, your manager knows you just had a baby, and that your baby is your likely motive for wanting to work from home. So the question looms…

“How do I know you’re working if I can’t see you?”

This question is likely to surface in your manager’s mind. And because it’s usually an unspoken question, address your manager’s concern in your proposal.

If you’re using my Telecommuting Proposal Package template, mention the caregiving arrangements you’ve made as the last item under section “A. Schedule.”

The way you say it is important in conveying this issue as part of your “business case.” Itcan impact your manager’s decision, so choose your words and strategy carefully.

Unless you believe its inclusion will backfire in your case, include this piece of information in a brief, straightforward manner. No details; one line is adequate.


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Don’t say: “Each work day, I’ll drop off my baby at the babysitter’s, who is located 10 minutes from my house.”

Do say: “I’ve lined up a full-time caregiver for my child, located 10 minutes from my home office.”

Or if, for example, your husband does shift-work or your mother-in-law lives with you and that person will care for your baby during regular working hours:

Don’t say: “My husband [mother-in-law] will watch the baby while I work.”

Do say: “I’ve arranged for full-time in-home care for my child so that I can work without interruption.”

The unspoken truth is, with in-home or nearby care, you may enjoy a break or lunchtime with your baby. You may be able to nurse more often or for a longer durationthan if you were not working from home part of the workweek.

Along with cutting the time, costs and stress of commuting to the office, these are welcome benefits of the work-from-home arrangement you’re seeking.

Working your regular job from home with a new baby nearby is not an ideal set-up, but with the proper arrangements, it can be manageable, productive and rewarding.


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Best Flexible Work Choices for Nursing Moms

It’s tough enough when your maternity leave comes to an end. But what about your longing to give your baby only (or mostly) your breast milk? A flexible work schedule can help you successfully meet this need. Here’s my view on your options.

TelecommutingThis is my first pick of flexible work arrangements for nursing moms.

In the ideal situation, your infant’s caregiver would be on the premises while you work in a separate part of the home. Then you would be nearby to nurse your infant as needed.

If your infant’s day care is outside your home, and some distance away from your homeoffice, telecommuting allows you the advantages of pumping or otherwise expressing your breast milk:

● at the right times, ● in a sanitary environment,● in a relaxed setting,● with privacy.

What a refreshing difference over sitting in an abandoned office trying to get a good let-down reflex going! (But at least US federal law has ruled out the bathroom stall as a nursing station, besides requiring reasonable breaks to pump milk.)

Since you will likely be working from home only part of the workweek, you can arrangeto pump at your regular workplace, with the backing of the law, referenced above.

Part-time or Job SharingEither of these get second place. With a reduced workweek or reduced workday, your nursing schedule can more closely conform to what it would otherwise be if you were not away from your home and baby.


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Compressed WorkweekThis gets last place for the mom who is nursing her baby. If you are away from your baby for 10+ hours a day, and your job responsibilities and work setting don’t allow for on-time pumping, you are setting yourself up for engorgement and breast milk leakage.Look to the other flexible work arrangements for a solution.

If you don’t have much of a choice about the long days upon returning to your job, a better nursing course of action would be to mimic a night-time only nursing schedule a couple of weeks before returning to work. That way your milk production will adjust accordingly and prevent daytime discomfort. Otherwise, it may be time to propose yourpreferred work schedule to your boss.

Thanks!Thank you for coming along with me through this guide. By now, you recognize that you have expanded options for maternity leave and returning to work, options that go beyond what your employer’s policies provide.

And you’ve been guided through Max Your Maternity Leave’s three-part strategy for requesting and negotiating the terms that you want.

Some of the steps are hard work, but the rewards are great. Writing the guide was hard work, too, but if it means you enjoy more time with your baby, it was worth it.

Please spread the word about Max Your Maternity Leave and WorkOptions.com.

I would love to hear about the results you got by following Max Your Maternity Leave. Please let me know how it worked out for you.

Blessings to you and your family, Pat Katepoo

Train a child in the way he should go, and when he is old he will not turn from it. Proverbs 22:6


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Resources

Baseline Maternity Leave Baseline Maternity Leave is what I’ve labeled the number of weeks you are entitled to by law, employer policy, or both. If you need step-by-step guidance to add up your weeks of time off, visit my Baseline Maternity Leave page at WorkOptions.com.

How to Access the Easy-edit Proposal TemplateYour order of Max Your Maternity Leave included editable files of the Proposal Template. They are found in Max-ML-Template.doc and Max-ML-Template.rtf which you already downloaded along with this PDF document from your order download page. Please check your download folder or desktop, or wherever you direct your downloads.

The two files are identical in content; two formats were provided in case you face computer incompatibility with one or the other. Your purchase confirmation email from Work Options contains a button to your order download page, in case you need to access it again. Find more download tips here.

Gestating on the Job: Guidelines for Staying SaneOne woman’s five interesting tips for dealing with pregnancy while working, an article from Forbes Woman.

The Hardest Parts of Maternity Leave and How to Get Through ThemFive more first-person tips from a new mom facing her first maternity leave.

Flexible Work Arrangements: How Savvy New Moms AskThousands of working mothers and others have successfully negotiated a flexible work arrangement using my premium proposal templates. Many new moms have shared their inspiring flexible return-to-work stories. Read them here.


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http://www.forbes.com/sites/dailymuse/2012/08/28/the-hardest-parts-of-maternity-leave-and-how-to-get-through-them/

http://www.forbes.com/sites/dailymuse/2012/08/15/gestating-on-the-job-guidelines-for-staying-sane/

https://workoptions.com/download

https://workoptions.com/maternity-leave-basics

About Author Pat Katepoo

Motivated by a desire to help working moms carve out more time for their families, Pat Katepoo started her flexible work options advisory service in 1993.

Through her Work Options website—online since 1997—and Proposal Packages, she has equipped thousands of professionals in all 50 states and more than 35 countries to successfully negotiate flexible work and longer maternity leave.

Pat’s advice has been featured in Fit Pregnancy, Parents, Working Mother, The Wall Street Journal, Smart Money, US News & World Report and dozens of other publications. Her website has been mentioned as a resource in more than 40 books, including Balancing Pregnancy & Work, Working Mom’s 411 and The Parent’s Guide to Family-Friendly Work.

Her mission is to equip working mothers and others to ask for what they want at workso they can enjoy a better way of life at home. If you’re interested in the personal side of her story, find it on the About page of WorkOptions.com. Please let her know about your max maternity leave outcome.

Flex Your Job to Fit Your Life

Click the covers to learn more.


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