Samantha did not want to start maternity leave early, preferring to work further into her pregnancy, even though she knew there would be times when she would have to call in sick. Samantha’s employer was supposed to grant her FMLA leave intermittently, which would allow her to stay on the job and use unpaid time off for her doctor visits. She could still use the bulk of her leave after her baby arrived, rather than losing the last few months of pay. Instead, Samantha’s employer forced her out on disability, and the insurance company denied her claim for benefits. Samantha’s employer expected her to return to work within a matter of weeks after giving birth, but she could not afford the only day care program that would accept her infant son. Samantha ultimately lost her job and her primary source of income.
TIME-OUT FOR OUTRAGE!
