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Flight Attendant Maternity Info
Flight Attendant Maternity Info
(from HelpHub)
https://united.service-now.com/hrportal?id=kb_article&sys_id=d43ad2a3db80a154860bc8cb139619b9
General Information
Maternity Leave of Absence is available related to the birth of a child. As soon as you become aware of your pregnancy, please read all information contained in the Maternity portion of the Leave of Absence (LOA) packet found on the Inflight Administration page of Flying Together. Please contact your supervisor if you have any questions or if there are changes (delivery of termination of pregnancy) which would affect your leave status.
LHR-based flight attendants need to obtain additional location-specific Maternity Leave of Absence information from their respective bases.
Pre-DeliveryYou may continue to work as a flight attendant as long as you are medically able to do so. If you continue to work, you must provide certification from your physician no later than the start of your twenty-eighth (28th), thirtieth (30th), and thirty-second (32nd) week of pregnancy. This certification must confirm that you are medically able to continue to work. No later than the start of your thirty-third (33rd) week of pregnancy, and each week thereafter, you must provide certification from your physician that you are medically able to continue to fly. Consistent with the terms of Section 15.F.1 of the Joint Collective Bargaining Agreement, any maternity of pregnancy related absences prior to commencement of Maternity Leave will be treated as sick leave and will count for attendance/disciplinary purposes in the same manner as absences that are not related to maternity or pregnancy, unless otherwise required by law.
More information and the pregnancy certification form can be found on the Inflight Administration page of Flying Together.
Following Delivery or Termination of Pregnancy
Advise your supervisor of delivery or termination of pregnancy as soon as possible. You must submit a birth announcement form to your supervisor after giving birth, which can be found on the Inflight Administration page of Flying Together. One to thirty (1-30) days following birth, if you have not yet started your Maternity Leave and you wish to take Maternity Leave, you MUST request to be placed on Maternity Leave within the first thirty (30) days after delivery via Help Hub. This election is done on a one-time basis and you will remain on Maternity Leave until the earlier of your request to return to work or twelve (12) months following the birth of your child. Failure to request Maternity Leave by the 30th day following the birth of your child will automatically waive your right to take Maternity Leave. In circumstances of hardship, you may formally request an extension to the thirty (30) day deadline to your Base Director or Senior Manager utilizing CCS. You will be required to explain and demonstrate your qualification for a hardship extension.
More information can be found in the Leave of Absence (LOA) packet found on the Inflight Administration page of Flying Together.
Notification of Intent to Return Early
If you would like to return to work early from your Maternity Leave, please contact the Inflight Administration team by calling FLT LINE (1.800.358.5463) options 1 then 4, or send an email to inflightadminadmin@united.com. NOTE: In order to return to work early from Maternity Leave you must provide a minimum of thirty (30) calendar day notice. Failure to provide a thirty (30) calendar day notice will result in the possibility of your desired return to work date being delayed.
Return to Work
The Inflight Administration team will contact you roughly thirty (30) days prior to your expected return to work date from your Maternity Leave. During this conversation, the Inflight Administration team will review the return to work process with you and explain any steps you may need to take prior to returning to work. As stated in Section 15.A.6.b, "Flight Attendants shall comply with all return to work guidelines established by the Company, including any required training and/or documentation."
This article provides information regarding the maternity process for flight attendants. Any questions may also be directed to the Inflight Administration team by calling FLT LINE (1.800.358.5463) options 1 then 4, or send an email to inflightadminadmin@united.com.
Medical Certification for Pregnant Flight Attendant
Medical Certification for Pregnant Flight Attendant
medical certification for pregnant flight attendant CAPDL.pdfRapid Re-Accrual of Sick Bank (JCBA 13.A.5)
Rapid Re-Accrual of Sick Bank (JCBA 13.A.5)
(from unitedafa.org)
When faced with a serious illness, injury, or maternity absence where more than 255 hours of sick leave hours are used during a single occurrence, we have negotiated for the “rapid” rebuilding of our sick bank utilizing the provisions for rapid re-accrual.
To begin the process following an absence where more than 255 hours of sick leave have been used:
1) Flight Attendant should contact her/his supervisor (ASAP) to request the set up of rapid re-accrual.
2) Your supervisor will submit the request to Crew Pay for validation.
This should be set up in a timely manner (within 60 days) following the Flight Attendant’s return to flight duty.
Review your sick and occupational bank hours in CCS under Pay > Pay Register. Select the Sick pay option. You will have two banks, one for sick hours remaining and one for occupations hours remaining. In the same section you will see Sick hours used and Occupations hours used. You must have used 255 hours or more to qualify for rapid re-accrual.
Flight Attendants meeting the criteria will accrue sick hours at the rate of seven (7) hours each month until they reach the same level of sick leave (balance) they had at the onset of the injury, illness or maternity absence provided the Flight Attendant satisfies the paid activity requirements in each quarter where she/he is eligible for rapid re-accrual.
Maternity Leave Info (From Leave of Absence Packet):
Maternity Leave Info (From Leave of Absence Packet):
Colorado FAMLI - Parental Bonding Leave
Colorado FAMLI - Parental Bonding Leave
https://famli.colorado.gov/individuals-and-families/parental-bonding-leave
Parental (bonding) leave is for a mother, father, or an individual that is considered in ‘loco parentis’ to the child. ‘In loco parentis’ is a relationship that is created when a person assumes the responsibility of parent to the child. A legal or biological relationship is not necessary. When the FAMLI Division is considering parental status, the Division may consider: the age of the child; the degree to which the child is dependent on the person; the amount of financial support being provided; and the extent of parental responsibilities that are being fulfilled.
Your employer is entitled to a 30-day notice before your leave begins, if possible.
CO FAMLI - Summary for Flight Attendants -Short Term Insurance Info
CO FAMLI - Summary for Flight Attendants -Short Term Insurance Info
https://unitedafa.org/benefits/insurance/voluntary/
PAID Parental Bonding Leave
PAID Parental Bonding Leave
https://afa-council9.org/Colorado-FAMLI-Paid-Leave
MEC Settlement on Maternity Leave
MEC Settlement on Maternity Leave
https://www.unitedafa.org/news/resolution-of-mec-1-18-maternity-leave-dispute
Resolution of MEC 1-18 – Maternity Leave Dispute
The company and AFA have met to review and discuss the concerns of AFA that resulted in the filing of MEC Grievance 1-18. We are pleased to report that our discussions have resulted in a settlement of the Grievance that we believe is beneficial to the Flight Attendant membership. The following are the highlights of the settlement which will be captured and included in an upcoming edition of the company Maternity policy.
Effective January 1, 2019, a Flight Attendant who is pregnant is no longer required to provide an initial pregnancy certificate to support her ability to continue to fly at the start of her pregnancy.
A Flight Attendant who is pregnant may continue to work as a Flight Attendant as long as she is medically able to do so, subject to the following requirements:
o Not later than the start of the 28th, 30th and 32nd week of pregnancy, the Flight Attendant must provide certification from her physician that she is medically able to continue to fly;
o Not later than the start of the 33rd week of pregnancy and each week thereafter, the Flight Attendant must provide certification from her physician that she is medically able to continue to fly.
At the Flight Attendant’s option, she may choose to start her Maternity Leave of Absence commencing any time beginning with the start of the 28th week of pregnancy but no later than the 31st day following the birth of the child, subject to the following:
o The Flight Attendants must advise the Flight Attendant Support Team (FAST) of the date on which she wishes to begin Maternity Leave,
o Commencement of Maternity Leave will not generate attendance points,
o Once Maternity Leave commences, it will continue until the Flight Attendant advises the company she wishes to return to work, or 12 consecutive months following the birth of the child, whichever comes first.
It is important to understand that the terms of Section15.F.1. of the JCBA will apply for any maternity or pregnancy related absences prior to the commencement of Maternity Leave, that is, treated as sick leave and will be assessed points for attendance/disciplinary purposes unless otherwise required by law. Maternity/pregnancy related absences will be assessed points, subject to point reduction or exemption as required by Agreement or law in the same manner as absences that are not maternity/pregnancy related.
A Flight Attendant who is unable to work due to her own medical condition may use Sick Leave by following the normal sick leave process. Sick leave may be used both prior to and following the birth of the child. However, sick leave may not be used while on Maternity Leave.
In a circumstance where a Flight Attendant wishes to continue to use Sick Leave beyond the 30th day following the birth, she may do so with the understanding that she is waiving her ability to take Maternity Leave pursuant to Section 15.F.1. of the JCBA.
Finally, those Flight Attendants who received attendance points for the last maternity/pregnancy related absence that transitioned into Maternity Leave between September 28, 2017 and December 31, 2018 will have those points removed from their record.
If you have additional questions or require clarification on any of these changes prior to the release of the revised Maternity related documents, please contact your Local Council Office.
☎️ C9 Maternity Leave Committee
☎️ C9 Maternity Leave Committee
(FOR COUNCIL 9 MEMBERS)
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