I have to agree with this. Remember hurricane Irene and Sandy. They say in CT we will get 60-80 mph of wind. Yeah…the max we got was like 40…not even. :rolleyes:
Well that was underwhelming.
Anyway, tornadoes last minutes. Labor lasts hours. 
I know you’re right. I just keep thinking back to that poor woman in Oklahoma when the tornadoes went through last who had to give birth during that tornado. Pregnancy makes you kinda crazy
No baby yet?? I hope that your little one comes out all safe and sound and for an as easy birthing as possible.
I know this is kind of off topic a little bit… but I am curious, how does one manage to potty train twins? (If you have gone through that already) was it hard? did they cooperate?
You don’t have to answer that if you don’t want…
They were potty trained by two and a half because they started daycare at 8 weeks old and treated my twins basically like family and the daycare worked with me on getting them to sit on the toilet, and they had toilet time everyday until they started asking to use the potty on their own , so basically I got lucky! Plus one twin would see the other one using the potty and would want to follow each other’s lead.
it sounds like they did well! I know it can be difficult at best for some parents to be able to accomplish with one at a time.
Having twins sometimes makes things like that a lot easier due to peer pressure and their natural inclination for sibling rivalry and competition lol
I’m surprised that they’re making you wait so long before they induce you! I guess technically your due date isn’t until tomorrow, but with everything that’s been happening it seems like it’s time…
Tomorrow is 26 weeks for me…September 7th is too far away!!
If your baby is born on September 7, he/she will share a birthday with me. 
You’ll make it I promise!
OMG, I am having a panic attack. My HR told me to put in for FMLA and I get this letter (personal info redacted) I called the stupid benefits people and they said all they could do was contact my Employer to chnage the dates to start after my PTO. I can’t have this baby without insurance. WTF am I supposed to do???
DOC:11569-908
ADP | IN THE BUSINESS OF YOUR SUCCESS
May 31, 2013
APRIL R
Re: Leave Eligibility Notice (Reference Number: C22581668)
[Part A – NOTICE OF ELIGIBILITY]
Dear APRIL R:
On May 31, 2013 we received notification of your need for block leave beginning on May 30, 2013 for:
The birth of a child, or the placement of a child with you for adoption or foster care.
This notice is to inform you that you are not eligible for FMLA because:
As of the first date of requested leave, you have not met the FMLA’s 12-month length of service requirement.You have not met the FMLA’s 1250 hours worked requirement.
If you have any questions, please contact the ADP TotalSource Leaves Administrator at 866-217-0733.
[Part B – Non FMLA Leave Approval]
Priority Payment Systems LLC has approved your time away from work as a Non-FMLA leave of absence. As of May 30, 2013, you have been placed on a Non-FMLA leave. You may be required to submit information regarding your leave, including, but not limited to, why it is medically necessary, and your request will be reviewed at that time. However, additional leave is not guaranteed. Priority Payment Systems LLC will attempt to restore you to your position or a vacant position for which you are qualified. However, your reinstatement may be denied based on applicable policies and the business needs of the company.
Please be advised that because you are not eligible under FMLA, any group health, dental, vision and basic life insurance benefits coverage you may have will be terminated effective May 31, 2013. If you are covered under a Union agreement, we suggest that you contact your Worksite Employer to determine how your Collective Bargaining Agreement might affect your benefits termination.
Your Disability benefits coverage and participation in the Flexible Spending Accounts (FSA), if applicable, will end on the calendar day prior to your Leave of Absence (LOA) start date. If the reason for your LOA is due to your own disability which commenced prior to your LOA start date, you may be eligible for disability coverage. A disability that commences after your Leave of Absence start date will not be eligible. Please note, if your leave begins and ends within the same calendar month, your benefits will not be terminated.
Short Term Disability (STD) Benefits Information
You may be eligible for Short Term Disability (STD) Benefits either through your employer or through a State sponsored plan. If applicable, you are responsible for initiating your short term disability benefits claim. PLEASE NOTE: your eligibility to receive short term disability benefits is separate from your eligibility to take leave under FMLA.
Employees who have short term disability benefits through AETNA are required to contact them directly at 888-200-6790. If you have any questions regarding your employer or State sponsored disability plan, please contact the ADP TotalSource Employee Service Center for additional information at 800-554-1802.
Workers’ Compensation Information
If you are currently not working due to a work-related injury that may be covered by workers’ compensation, please contact the ADP TotalSource Claims Management Unit at 888-220-6055 to coordinate your workers’ compensation leave of absence.
Benefits Coverage Information
Basic Life Insurance:
If you are enrolled in a basic life policy, your benefits will be terminated at the end of the month in which your leave of absence begins. Please contact your life insurance carrier immediately if you want to convert to an individual policy. Please note you must convert to an individual policy within 60 days of the date you experience a reduction in coverage or cease to be eligible under the plan.
Disability Coverage:
Coverage under the disability benefit options will end on the calendar day prior to your Leave of Absence (LOA) start date. If insurance premiums were deducted to cover the following month’s premium, they will be reimbursed upon termination of coverage. In the event that you are receiving disability benefits at the time your leave of absence begins, your claim will continue to be paid according to the Plan provisions.
Flexible Spending Account (FSA):
Coverage under the FSA benefit options will end on the calendar day prior to your Leave of Absence (LOA) start date. You will be eligible to submit claims incurred through your FSA termination date only. You have 60 days after the end of the Plan year to file any eligible claims incurred through your FSA termination date. You will forfeit any unused FSA fund balances that remain in your FSA account after the claim filing deadline.
COBRA & Benefits Continuation Information
You will be offered the opportunity to elect continuation coverage under COBRA. A separate mailing will be sent to you regarding COBRA coverage. If you are covered under a Union agreement, we suggest that you contact your Worksite Employer to determine how your Collective Bargaining Agreement might affect your benefits termination.
Only the medical, dental, vision and Health Care FSA may be continued through COBRA at your expense. Group life, disability coverage and Dependent Care FSA may not be continued through COBRA. Information regarding conversion options for the group life options may be obtained by contacting the ADP TotalSource Employee Service Center at 1-800-554-1802, who can refer you to the appropriate carrier for conversion information. There are no conversion options available for the disability benefits.
401(K) Information
If you currently have a payroll deduction set up for a 401(K) loan payment, your loan may go into default status if you do not make alternative arrangements to make such payments outside of payroll deductions. Please contact your plan administrator for payment and /or re-amortization options.
Benefits Enrollment Upon Return to Work
When you return from your leave of absence, you will be required to make new benefit elections. A benefits enrollment kit will be mailed to you for completion. If you have elected to receive enrollment materials electronically, you will receive an email with instructions to review your benefit enrollment options on MyTotalSource. Please make sure you or your supervisor notifies the ADP TotalSource Leaves Administrator of your return as quickly as possible so that you can complete your benefits enrollment. If your leave begins and ends within the same calendar month, your benefits through ADP TotalSource will not be terminated.
Should you have any questions regarding this notice, please do not hesitate to contact the ADP TotalSource Leaves Administrator at 866-217-0733 or by email TotalSource.FMLA@adp.com.
Sincerely,
ADP TotalSource Leaves Administration
How long have you worked for your company? The rule is 12 months or about 32 weeks of full time employment to qualify for FMLA. If you postpone your LOA until 6/1, your health benefits should still be in effect for the birth (the end of the month you start your leave). You can take PTO for part of the time you’re off after the birth. FMLA doesn’t cover your pay, so if you don’t have long or short-term disability to cover the time off, you weren’t being paid anyway.
Contact your HR department IMMEDIATELY to talk about not starting your leave on 5/30. Start on 6/1 to keep your insurance through 6/30.
StG
Deep breath. Deeeeeeeeeeeeeep breath. Start by calling your employer’s HR department and explain the letter that you received and what the problem is. Let them tell you what your next step should be – that’s what they pay 'em the big bucks for!
FMLA requires at least a year of employment OR 1250 hrs. I know I sure have at least 1700 hrs logged in at my job (I was hired 6/25/12 and am on salary, which is 40 hrs/5 days a week), so they screwed something up. My HR is on it, because I called them crying and my HR lady told me she would take care of it. She is awesome. I foresee having to readmit insurance bills in my future, because I am sure my insurance got notified of my FMLA denial, you know they wouldn’t hesitate to act on that. JESUSCHRISTONAPOGOSTICK :mad:
April R - This is from the Gov website:
(Q) Who can take FMLA leave?
I hope your HR department can get this straightened out.
StG
Thanks StG. They are working on it. It helps that we are a fairly small company and everyone knows everyone so we have a vested interest in helping each other out.
I used to work in HR (IT support actually, but one does get to know the business end of things), and every one of the health insurance policies stipulated that a condition which developed while the insurance was in effect would be covered until it was resolved.
Yeah, I know that referring to pregnancy as a “condition” that “developed” is kind of crass. And obviously YMMV as far as coverage is concerned. But it might be worth looking into as a bulwark against the Mind Monsters™ while the HR lady untangles things.
First of all, I’m pretty sure that they can’t drop your insurance during a pregnancy since there is a global payment for prenatal care and birth so they’ve already paid the doctor. Second, even in the worst case scenario, you have 60 days to get Cobra so in an emergency you can always just pay for one month which should cover the birth, and it can be done retroactively if you find that they can’t cover you for some reason.
Any update? Still pregnant?
StG
Still pregnant :p. I am looking forward to the induction on Wednesday like Christmas!