by Suzanne Feinberg

Created on: April 22, 2008

You and your partner are reveling in the news of your pregnancy, but how will your employer take it? For many expectant mothers and fathers, figuring out the details of a leave of absence is a must-do before the birth of a child.

The first step, which can be done prior to conception, is to consider carefully and discuss with your partner feelings about child care, finances and career goals.

During this initial first phase, do as much research on your own regarding your company's policies. Maternity or paternity leave is often a combination of benefits that include sick leave, paid vacation, holiday time, personal days, unpaid time-off and sometimes short-term disability.

Although the Family and Medical Leave Act (FMLA) requires companies to allow employees, both men and women, up to 12 weeks of unpaid leave after the birth or adoption of a child, there are exceptions. Companies with fewer than 50 employees are exempt, and employees with less than 12 months of service may not be eligible for FMLA benefits.

Once you have completed your research, prepare a plan that includes estimates on when you intend to leave and return, recommendations on what responsibilities will need to be handled by other employees and how you plan to facilitate the transition before and during your leave, and alternative work schedules.

Flexible scheduling, part-time work and telecommuting are just a few ways that parents adapt their work schedules to strike a balance between work and home life. If any of these interest you, include in the plan suggestions on how you envision an alternative schedule working and why it would be beneficial to the company.

Your plan also should include your preferences on your availability during your absence to answer colleagues' questions or in case of emergencies, should they arise. Be specific. For example, let your boss know if you would prefer to be contacted by email rather than cell phone, and that you will plan to check email on a regular basis three times a week. By setting these guidelines upfront, the expectations are clear, and you decrease the chance of surprises.

Some work environments are more open to negotiating the details of a leave of absence, and much depends on the personalities of those involved. You may want to ask other employees who recently have taken a leave of absence about their experiences, so you will know what to expect.

Approach your supervisor or human resources (HR) department with your plan when you are confident about the decisions

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