When I took FMLA for the birth of my kids, I used 36 hrs of vacation and 36 hrs of sick bank to get paid min guarantee for the month. I personally would take the FMLA so you don't have to even think about work for a few weeks, you'll have enough on your plate. Just come off the leave before the monthly bid cycle so you can bid for the following month. Also, if you plan to take FMLA before the due date, it has to be coded properly on the paperwork. I believe I had to apply for 2 different types of leave, one for care for my wife before the due date and one for baby bonding after birth. I only remember that because my application for FMLA prior to the due date was initially rejected.

This is incorrect. Intermittent FMLA is Federal law if your Dr. says it's necessary in order to care for a family member who needs it, to go to Dr appointments, therapy etc. The Dr. has to describe the reasons for continuing leave. Pregnancy or one time illness don't count.

http://topics.hrhero.com/fmla-intermittent-leave/#

They can't discipline you for taking time off to care for family members covered under this law.

Correct, in order to get intermittent approval there has to be a circumstance calling for it; a normal pregnancy doesn't qualify as I understand. HOWEVER, the CBA allows for care for yourself or wife/husband/child.

I think he was talking about parental FMLA after the birth of a child not all FMLA. I have intermittent for a chronic illness.

I was denied intermittent FMLA for family by spirit last year. Reason according hr: intermittent only if you are the medical one......

You are CONTRACTUALLY protected for up to 12 months off for the birth/adoption of a child.

In 2014 I was denied FMLA 4 times for the birth of a child, ALPA national was involved, Doncaster called and explained to me that it is the CBA that allows the 12 months and other time for family and stuff like that.

Think you mean 12 weeks and it's good for a year?

Nope, see 13.C.1. If you have served 12 months with the company you are eligible for 12 months off for birth, adoption, or care of immediate family member health needs. 72 months for personal health issue.

What he said. I was never approved for FMLA with the 3rd party vendor.

And then after I returned they sent me a survey...I actually got a call back from some guy who listened to me make some suggestions. Like don't send the denial email Friday night at 10pm when no one will be in the office until Monday...I spent more that one weekend fuming about the denial.

Anyway, apply if they don't approve it...forget it, short call them when your wife goes into labor.