Maternity leave under FMLA can be complicated. Intermittent leave for baby bonding is not an employer obligation. Intermittent leave for prenatal care must be permitted. When calculating pay, the employeeâ€™s exempt status is considered. Under FMLA, an exempt employeeâ€™s pay can be prorated â€“ an exempt employee working only half a day can be paid for the time worked. The full dayâ€™s pay is not a requirement. Similar rules apply under ADA.
Hope that helps you out. =)
A note about HR laws:
Laws concerning employee treatment, benefits, hiring and firingâ€¦etc are multi-level. What this means is that there are Federal laws, state laws and sometimes local regulations that have jurisdiction over an employee. The information presented here should not be considered legal advice. Ultimately, employers with serious legal questions should consult local attorneys with expertise in worker relations.
The questions and answers presented here are based on research and data from internet sources and should not be considered the final word.