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Help!<br><br>
My partner just got his paperwork for FMLA leave. The paperwork from his company is supposed to be filled out by a physician. Yikes! I live in MO, so my midwife is not legal. I do not have concurrent OB care. Anyone else dealt with this? What did you do? I see my midwife next week, and will ask her then, I guess I'm just hoping someone out there has an easy answer that will put me at ease. One can hope!<br><br>
As we were puzzing over what to do yesterday, DP said, "This looks like a question for MDC!" :LOL<br><br>
Thanks,<br>
L
 

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Well, I've never been in the situation, just brainstormng - but do you have a ped for the baby? Could they fill it out? How about a family doctor, who knows you're p/g (just not delivering?) I doubt they check the medical specialty of the doc who signs off...
 

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Does it have to be filled out by a physician, or just signed by one? When I took FMLA I just filled it all out myself, but then I was the one having the baby. <img alt="" class="inlineimg" src="http://www.mothering.com/discussions/images/smilies/smile.gif" style="border:0px solid;" title="smile"><br><br>
I would agree with having a pediatrician, or a family doctor, sign. It's possible you can even have the midwife sign. FMLA is not just for births, it's also for family illness, so it's possible the physician aspect is more important if someone in the family is sick, rather than if there's a birth in the family (which your DH's company will find out about anyway when he adds a baby to his insurance).<br>
HTH!
 

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Is the paperwork from the gov or from your company? Regardless of who provides your care, you can not be denied FMLA if the company you work for has 50 employees or more. I bet they are asking for a doc's signature because they want documenttaion to prove that you are actually pregnant/had the baby (especially since this is your DH's work).<br><br>
"Employers covered by FMLA are required to grant leave to<br>
eligible employees:<br>
(1) For birth of a son or daughter, and to care for the newborn<br>
child;<br>
(2) For placement with the employee of a son or daughter for<br>
adoption or foster care;<br>
(3) To care for the employee's spouse, son, daughter, or parent with<br>
a serious health condition; and<br>
(4) Because of a serious health condition that makes the employee<br>
unable to perform the functions of the employee's job.<br>
(b) The right to take leave under FMLA applies equally to male and<br>
female employees. A father, as well as a mother, can take family leave<br>
for the birth, placement for adoption or foster care of a child."<br><br>
This is a good, comprehensive website on FMLA:<br><br><a href="http://www.dol.gov/esa/whd/fmla/" target="_blank">Dept of Labor - FMLA</a><br><br>
i would also contact your DH's HR department directly, as well as the Dept. of labor, to follow up on your particular sitution. Your DH can NOT be denied leave and should also be able to take it intermittently (e.g. work part time for a long time until his hours equal that 12 weeks).<br><br>
Good luck!!
 
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