Maternity Insurance|Maternity Care|Postpartum Care

In the U.S. paid maternity leave benefits can be hard to find. And many women miss out. They might assume things are already in place, wait too long, or think they can easily find the right programs when needed. This does not need to happen this way. There is a simple paid maternity leave for U.S. women, but you must look in the right place: voluntary individual short term disability insurance via employers.

No U.S. Paid Maternity Leave Policy

Many industrialized nations have paid maternity leave policies in place, but the U.S. stands alone: there is no federally mandated program in place. Five states have mandatory short term disability insurance programs for most workers, but that leaves forty five states with no such program. Unfortunately, many couples assume that government mandated paid leave programs are in place. Around delivery time, they begin looking for ways to apply for benefits, but find there is no government program available to help. By then it's too late.

Others have the option of purchasing short term disability insurance at work, which will replace a portion of their income during their maternity leave. Normal pregnancy is covered when coverage begins before conception. The typical policy pays a six week benefit for vaginal delivery and an eight week benefit for c-section delivery.

Coverage Must Start Preconception

But many couples wait too long before buying coverage. They look at the premium cost and get scared away; failing to realize that the benefit for normal delivery may cover several years' worth of premium cost. Once pregnant, it is too late to purchase coverage. Or they pass up on the opportunity to enroll during their employers' open enrollment period and then during the middle of the year decide it's time to get a policy just before getting pregnant. There is only one problem: they have to wait for the next open enrollment period to sign up.

No Individual Coverage Sold Direct

The largest segment of couples have no short term disability option available at work, and many go in search of an individual policy they can buy directly. Many women are reluctant to ask their employer for maternity benefits for fear of job discrimination. But there is one very big problem: there are no individual short term disability insurance options sold directly that cover pregnancy and maternity. You may be able to find individual coverage, but pregnancy and maternity will be excluded or there will be long waiting periods. Many women seek out a direct option, only to get pregnant before finding the coverage needed.

Voluntary Employee Benefits is The Answer

This does not have to keep happening. Women can have paid maternity leave in the U.S. by purchasing individual short term disability insurance via voluntary employee benefit options. Several insurers sell individual policies with maternity coverage through employer groups on a voluntary basis. There is no direct cost to employers, and the policy is owned by the policyholder - not the employer.

So it's easy to ask employers to make the option available, and if a woman were to leave her employer, she can keep her policy. Since the policies cover accidents and illnesses in addition to pregnancy and maternity, there is no stigma attached to asking employers to offer voluntary individual short term disability insurance.

It is hard to imagine that in the United States, where the rising numbers of people with no medical insurance is forever in the news, there are many families struggling with the opposite - they are over insured. How is it possible for someone to be over insured, you ask? The answer is simple. Married couples who both work full time are often both covered under their employers' medical insurance plans. Each spouse lists the other as a dependent under their policy. In effect, both spouses and their children are covered under two medical insurance plans. As a result, medical insurance coordination of benefits laws kicks in to regulate which insurance company pays what.

When consumers find themselves filing claims with multiple medical insurance companies, it is easy to let the temptation take over to pull some kind of profit from it. A $75 doctor visit could easily turn into two $75 reimbursement checks from the two health plan providers. The consumer uses one check to pay for the doctor visit and pockets the other payment. This double dipping could seriously turn expensive for insurance companies, especially when viewed over a population of several hundred thousand insured. To combat the problem, many states enacted laws regarding health insurance coordination of benefits.

Medical insurance coordination of benefits simply means that the two insurance companies must coordinate to determine who pays for what covered events and how much each should pay per covered dependent. For example, rather than two companies sending $75 checks to reimburse an insured for a doctor's visit, one company may cover the expense at its normal 80% rate. The secondary insurance company would then pay the remaining 20% co-pay for the insured. Likewise, benefits such as prescription drug coverage, preventative care, and hospitalization expenses would also split between the two companies.

Every state has different laws governing health insurance coordination of benefits. Each insurance company has their own policies regarding coverage for insured customers who also have additional coverage. Naturally, those policies must meet federal and state guidelines. However, the goal of these laws and policies is to ensure that consumers cannot profit from an illness or injury. While having two health insurance providers certainly implies that a consumer should have limited, if any out of pocket expenses, that does not mean they should be able to "game" the system and obtain reimbursement from numerous companies for a single expense. Such double dipping is expensive on the insurance industry, thus making premiums higher for everyone. If you need assistance in locating particular coverages at a pre-determined price, we can help save 50% on health insurance.

Benefits of self employment
There are benefits to the employer. The ease of sacking and the financial benefits of no employer's national insurance, no pension contributions, no sickness and holiday pay etc.

The main advantage to the worker is the reduction in national insurance and the ability to claim expenses such as, wages to family members, use of home, travel costs etc.

This is from the different wording of the act. Allowable expenses for the self employed need to be "wholly and exclusively for the purposes of earning the profits of the trade".

For employees they must be "incurred wholly, exclusively and necessarily in the performance of the duties of the employment".

There is also the cash flow advantage. The self-employed do not suffer deduction of tax at source. As with all planning it is necessary to commit all the figures to paper to completely understand the financial implications and result.

The statutory position
Neither employee nor employer is defined in the Taxes Acts.

Common law differentiates on the basis that an employee has a contract of employment whereas a self employed person works to a contract for service.

The difference can be explained by the example of your house being painted. Who does the work? Is it the person who quoted or someone on his behalf?

The person who quoted is clearly self-employed but is his worker an employee? Is he under the control of the man who quoted or has he sub contracted his services?

To resolve this question you must review many aspects of how that person carries out his duties. You cannot just run through the check list on the HMR&C web site but you must paint a picture from the information gathered from that review. Then review the picture and make a decision.

The indicia
Opportunity to profit
An employee is paid a set sum under his contract whereas a self-employed person can profit from his actions. He may also lose money; an employee cannot.

Employees are remunerated for the hours they work whereas a self-employed person is usually paid for the job or task he has performed so the profit is in his own hands. He can adjust overheads and time; also he can take on help to complete the contract.

Employees cannot and cannot influence their return and they take no risk.

Mutuality of obligations
The length of a contract is not conclusive one way or the other. Employees often enter short term employment contracts.

What is important is that the self-employed can decline work and in effect select the work they want to do. Employees would be sacked if they declined work. Make sure the contract is per job or for a fixed term.

This assumed importance in the case (Sp C 599 Parade Park Hotel) which is useful in determining the meaning of mutual obligations.

It means that so long as the contractor is not obliged to offer a new contract and as long as you can decline work, then mutuality of obligation does not exist.

This was confirmed in the case of Bridges and others v Industrial Rubber plc where the contractual absence of a promise to provide work and the counter promise to do it was inconsistent with a contract of employment regardless of the other conditions of the working relationship.

Tax
Make it clear in the contract that the sub contractor is responsible for his own tax and national insurance and receives no benefits e g. no sick pay; no holiday pay and no pension contributions are paid on his behalf. It would be wise for the sub-contractor to register for VAT.

Tools
A self-employed worker usually provides the tools necessary to do the job.

Employees such as tradesmen usually supply the necessary hand tools. Larger items of equipment would be provided by the employer, the self-employed sub-contractor would provide them himself even if leased.

Work standard
For any engager the standard of work performed is important. An employer will require the employee to correct any unsatisfactory work but it is done in the employer's time.

A self-employed person must perform the contract to an acceptable standard according to the terms of the contract. Any unsatisfactory work is put right in his own time and at his own expense.

Organisation
It is important as to how workers are viewed by the neutral. An explanation of this item is outlined by the following example taken from the HMR&C web site.

"Someone taken on to manage a client's staff will normally be seen as an integral part of the client's organisation and this may be seen as a strong indicator of employment."

One "employer"
Most people explain that if you work for only one engager or contractor you cannot be self-employed.

I agree that the more firms worked for the more likely a person is to be self-employed. Only one engager is not conclusive of employment.

You could have three concurrent employments. A good example of one engager not preventing self-employment would be lorry drivers. If you look at the driver's door of a lorry you will see an indication of what I mean.

It is clear that if you supply the major equipment you are more likely to be self-employed.

Nothing can be deduced from part time work as both an employee and a self-employed person can work part time. A person can work for more than one engager.

He can have more than one employment; more than one engager but within the self-employed status. An employee under a contract of employment can also be self-employed at the same time.

Materials
If a subcontractor does not want to meet the cost of materials get the contractor to allow the sub-contractor to use his suppliers' accounts and enjoy the same discounts. He will, of course, meet the cost from the recharge in the contract price.

Employment contract
If a contract requires a worker to provide personal services and requires the person who engages that person to remunerate him for those services that is likely to be a contract of service and thus an "employment" contract.

Such a contract will go on to specify all the other conditions and requirements of the engager i.e. working hours, holidays, sickness, discipline, grievances etc. So avoid reference to specific days or hours to be worked.

Substitution
A clause that specifies that a worker can send a substitute in his place or engage other workers to help him fulfill his obligations under the contract is very important in considering the overall balance of the factors and must be in every self-employed contract.

This is one of the strongest single indicia of self-employment. Dr Avery Jones in the case Talentcore Ltd v Commissioners for HMR&C found that the substitution issue was more important than the control factor.

Again I must stress that the actions of the parties must mirror the contract so it would be wise to ensure that substitution takes place during the life of the contract or that help is engaged. The point is that under a contract of employment it is the worker that is employed and it is his labour that is pledged. The labour of someone else must mean a contract for rather than of service.

HMR&C acknowledges that it is the right of substitution that is important. The fact that the substitution has not occurred during a contract is not necessarily relevant. However, a contractual right will be ignored if in reality the worker must undertake the work personally. Dragonfly Consultancy Limited v HMRC (2008)

Payment
Most employees are paid by the hour, week, month or are on an annual salary.

The self-employed are usually paid by the job.

I find no difficulty in turning a day rate to payment per job. Take a bricklayer; he knows from the plans how long the job will take. Let us say four days and assume his rate two hundred pounds per day. He simply quotes eight hundred pounds for the contract.

Like all the indicia no one item is crucial. It is the balance between them all. HMR&C place considerable reliance on the method of payment but as I have said it is only one item.

Make sure, for example, that he hires the necessary scaffolding!!

Financial risk
There is virtually no financial risk to an employee. The self-employed risk their money. HMR&C indicate that "The risk of making a loss is a very strong indicator of self-employment and can be decisive on its own".

Make sure you take out all the necessary insurances to include public liability and professional indemnity.

If you undertake work at home make sure with your broker that your home insurance covers any risk.

Control
An employee is usually subject to a large degree of control although not always exercised in practice. He is also told how to do the job, although an expert such as a brain surgeon would be free of that control.

Also an employee's hours of work, the place where he carries out the contracted work and other practical items are controlled by the employer.

In the case of Market Investigations Ltd. v The Minister of Social Security the Judge said "The most that can be said is that control will no doubt always have to be considered, although it can no longer be regarded as the sole determining factor"

The self employed are free of this control. See J and C Littlewood (T/a J L Window and Door Services) and Anor v R & C Commrs. January 2009 for the importance of this subject.

The more people that know you are self-employed the better your case will be on any challenge.

Dr Abdull-Al, an OB/GYN and contributor to the Ardyss Doctor Showcase collaborative reveals how he uses the Ardyss maternity garments for his patients throughout their pregnancies. According to Dr Abdull-Al, Ardyss maternity girdles give women the additional support they need throughout their pregnancies in the lower stomach and abdomen region, which reduces the risk of swelling to the lower extremities. Ardyss promotes these garments as useful to both mom and baby because they provide a unique therapeutic benefit that helps alleviate lower back and abdominal pain that can present problems during their pregnancy.

During pregnancy many women complain and are plagued with hip, back, bone and overall physical discomfort. Unfortunately, there have been very few products on the market that can alleviate the symptoms throughout pregnancy. These garments are particularly helpful because they were designed by an orthopedic surgeon who understands the specificity of the body and how women's bodies change throughout pregnancy. They can provide comfort from the first trimester to childbirth and will also help support and remove the additional weight from the spinal column and help balance the overall weight of the body.

The March of Dimes website reports that 67% of babies born in the United States every year are low-birth or about 1 out of every 12 babies born weigh less than 5 pounds. There is not a clear correlation between low-birth weight and prematurely born children. However, there may be many reasons for why some babies do not make it to term or what the risk factors are for delivering prematurely. There are many reasons including ethnicity (African American women are more likely to have low-birth babies than any other race), infections in uterus, placental problems, maternal weight gain, and so on.

For these reasons alone it is vital to understand when it might be appropriate to use a maternity garment. The maternity and post-partum girdle featured by Ardyss has simple benefits for women in pregnancy and can be a useful support garment for the growing and changing physiology of the body. In addition, as many physicians are aware and patients know it can take quite some time to return to pre-pregnancy weight and form. Dr. Abdul-All has used these garments for both women who have delivered normally and those who have had c-section because they will allow the body to reposition the organs and apply pressure on the lower extremities which will prevent bleeding post-surgery.

The garments are available through physicians and you have to be able to bill through your insurance. Most patients can pay for them out of pocket and then have your doctor provide a form to bill your insurance. It is important to ask your doctor before use of any medical device or product during pregnancy.

If you are interested in finding out more about the billing codes for the Ardyss garments contact me via my website for more instructions. Ardyss International is a retailer they don't specific have guidelines on medical use of garments.

Fortunately most women are blessed with the ability to give birth to at least one baby. A baby is the greatest gift a woman can give to her husband, her family and of course, to herself. Having a child automatically creates a family and many already devoted couples feel even closer in their relationship as a result.

When the pregnancy is confirmed beyond doubt, most couples enthusiastically start planning for the birth but planning well in advance of actual conception for a healthy and happy pregnancy is very important.

As a high percentage of women will give birth at some time in their lives, it is important to know about preconception issues even if pregnancy is not being considered, as should become clear later in this article.

Physical as well as mental preparation is needed for giving birth, since pregnancy brings about big changes in to woman's life and lifestyle. Midwives and doctors are normally consulted after pregnancy is confirmed but it highly advisable to get as much advice as possible as soon as a couple start to try for a baby.

To have the best possible chance of producing a healthy baby, seeking preconception advice on such issues as lifestyle changes, prenatal vitamins, and the importance of folic acid, to name just a few, can pay huge dividends for the subsequent health and wellbeing of both mother and baby.

In preparing for pregnancy, some major changes in the woman's lifestyle (and her partner's!) may be needed.

For example taking action to give up smoking far in advance of even becoming pregnant is most important, and drastically reducing or eliminating the consumption of alcohol is considered to be almost equally so. Both of these can affect the health of the mother-to-be and her unborn baby.

A woman might need to lose or gain weight, according to her present weight relative to her height and build which is now measured by her Body Mass Index (BMI). This should ideally be in the range of 20 to 25 but a medical practitioner should be consulted on this matter. Being either overweight or underweight can bring complications for both the mother-to-be and the baby.

When preparing for childbirth, it is also advisable to establish a fitness regime before becoming pregnant. Therefore, consulting a physician about nutrition and exercise is highly recommended as soon as a couple start trying for a baby.

Although pregnancy itself should be a very happy and joyous time, some anxiety and stress can also be felt by the couple since this is a very major step for the woman in particular. Even preconception stress is not unusual in women as such factors as scheduling, sexuality, and maybe even self esteem can become major issues.

When preparing for pregnancy, the father and mother-to-be need to feel confident that they will be capable of doing the best for their precious baby.

As with most major events in anyone's life, the best preparation for pregnancy and childbirth is to get as much sound and up-to-date advice as possible, as far in advance as possible so that they are free to focus on such major issues as choosing the baby's name!

Most people assume that if they have to go to the hospital that it will be a costly experience. While this thought process has some merit, it becomes a bit more complicated when you consider the disparity in hospital cost amongst insured vs. uninsured.

Hospitals charge the highest fees to those who are uninsured. Fees can range from 2 times to 5 times more than those fees charged to individuals who are insured. In fact, those who are insured or those who are on Medicare typically receive discounted medical services. There are instances where hospitals provide "self pay" discounts. However, many times these discounts mean little or nothing when you consider the initial rate that a "self pay" individual is charged. When a person has insurance, the insurance companies will often negotiate bills for the insured (if the charged price seems excessive). That being the case, hospitals will typically charge a reasonable price (initially) for those who are insured. On the other hand, if you are not insured, you must negotiate the payment yourself. Unfortunately, most people do not have any education or experience in negotiating a medical bill. Think about it...how successful do you think a person would be negotiating a purchase of a new car if they had no one to refer to except the entity selling the car? Though my point is driven home by this analogy, it's truly unfair...there are many more people to turn to who have purchased automobiles than individuals who are versed in negotiating hospital bills.

In a 2005 60 minute expose, Dan rather reported on Carlos and Peggy Ferlini. The family did not make enough to purchase a health insurance plan (or chose to budget other things as a priority). Carlos installed and repaired gutters for a living. Unfortunately, during the line of work, Carlos fell off of a roof and was rushed to the hospital. Mr. Ferlini suffered from a fractured skull and ribs and punctured one lung. Mr. Ferlini spent more than 2 weeks in the hospital before he was sent home. Soon after, the Ferlini's received a bill for $246,000! Imagine a family, who has decided that their monthly budget could not withstand the cost of health insurance, receiving a bill for $246,000! The family contacted Forbes (a community activist) who stated that the charges could be equated to "price gouging". Also, that "what happened to the ferlini's is all to common".

Forbes and staff analyzed the Ferlini's bill based on info that American hospitals are required to submit to the federal government each year. The result of the findings were that "while the hospital was charging the Ferlini's almost a quarter of a million dollars, it would accept just under $50,000 as full payment from an insurance company for the same treatment." Shameful!

There is a popular misconception by many who choose to utilize county hospitals due to their lack of health insurance. Many individuals believe that they can simply go to the county hospital, get treated and "walk" on the bill. Actually, county hospitals have been known to sue individuals who have not paid. The result of losing a lawsuit could lead to court ordered payments, liens being placed on an individuals home and/or garnished wages.

Finally, there is a disparity of treatment between the uninsured vs. the insured. Treatment begins with what the uninsured is charged by no means is limited to that. The Obama health reform requires all United States citizens to have health insurance by 2014 or be penalized. Hopefully, this will help. However, if hospitals have been charging higher rates to the uninsured for years, then you can't help but assume that they have profited due to the higher charges (either by actual profit intake or the ability to write off losses of those who never pay). That begs the question..."where will they make up the difference?" The healthcare plight and debate continues to evolve. Stay tuned and stay informed! Go to http://www.texaslowcosthealthinsurance.com for the latest healthcare info.

There is an employer international group medical insurance plan that could very well be what you need. This group medical insurance plan will allow you to provide your international employees with the same quality of medical insurance they enjoy in the US.

if your company or organization has employees outside of the US you should consider carving out the international portion of your company/organization and providing them with benefits at a much lower cost than your domestic group medical carrier using a good global employers group medical insurance plan.

There is a plan which provides benefits not normally found in a domestic plan and it also provides the flexibility of moving from one country to another. This plan is available for groups of 2 or more, so you don't have to be a large multi-national corporation to provide the same benefits. There are a variety of deductibles available, maternity is treated the same as any other illness and optional dental, life and daily indemnity.

For example if you're the executive responsible for your company's health insurance plan and your company has recently begun to expand into the international market place. You have 5 employees now being assigned overseas. They are all on your companies medical plan but it doesn't provide the same kind of coverage overseas as it does in the US what do you do, your employees want to have the same or maybe better benefits as a reward for taking an overseas assignment in a strange country.

Here's what you could do, get a good global employers group medical insurance plan for your international employees. The cost will very probably be substantially less than what you are currently paying for the domestic medical plan and the benefits overseas will be better than what your domestic medical plan will provide them. Hmmm, think about it; costs less, better benefits, happier international employees. Doesn't take long to come to the conclusion that a good global employers group medical insurance plan is the one you need.

On the other hand if your company or organization is located outside of the US you can get the same great benefits for your employees. It doesn't matter what country your company is located in. For example if your company is in Chile, Argentina, Colombia or Brazil you can still get a good global employers group medical insurance plan for your employees. You will have a US style medical plan in your own country.

What does a good global employers group medical insurance plan offer that makes it a superior international group medical insurance plan?

You want unparalleled services both for you, the employer, and for your employees.

Employer services include:

coverage for expatriate, third-country national and local-country national employees all on one benefit plan. An American style health plan helps you attract the very best employees in whatever country you are operating in and at the same time giving your US employees overseas still have the same great benefits they had in the US.

Separation of costs by country or overall international operation. Much easier to keep track of what your overseas health insurance costs are.

Containment of costs through lower international premiums. As medical care costs are lower in other countries so will your premiums be lower.

Domestic and international continuation as may be required by US law.

US based administration with toll-free access.

Employee services include:

complete portfolio of health plans including medical, dental and life.

Access to quality health care anywhere in the world (including the US).

International emergency assistance.

24-hour availability for emergency services, medical evacuation and precertification.

On-site, physician-directed emergency medical services and large claim management.

Full portability from country to country - this insurance goes where you go.

Internet services - employees can search for a provider within the independent PPO network; print plan descriptions; and initiate precertification.

Free calls to IMG from anywhere in the world.

Specialized claim services and processing:

professionally trained multilingual claims administrators with proven international experience.

Claims processed via automated international claim system with over 99% accuracy.

Claim inquiries, status of claim information and reimbursement options available by phone, fax and email.

Experienced international currency conversion.

Translation of bills and claim information from foreign languages; claim forms available in multiple languages.

Claim reimbursement directly to provider or insured via check, direct deposit to US bank account or electronic transfers to international account.

Verification of benefits and explanation of benefits to providers.

Large case management.

In my next article I will go into the details of the various benefits and options for a good global employers group medical insurance plan.

Thank you for your time and I hope you read more of my articles in the future.

A major obstacle for many couples considering IVF is the cost. Here are some options you may not know of that would help with the cost of IVF treatment.

IVF Research Trials for Free or Inexpensive Treatment

Some infertility clinics have IVF research or treatment trials that receive IVF funding and grants. Research your area or online to see if there are any you qualify for. You will want to do your research on the fertility clinic to make sure that it is reputable, as well as check out the facility to make sure the staff is friendly and the rooms and equipment are clean. An IVF trial will be inexpensive, and you may even able to get free IVF treatment.

Find an Infertility Clinic That Does Shared IVF Cycles

A shared IVF cycle is where two women go through the first part of the IVF process at the same time, then one woman donates some of her eggs to another woman who cannot use her own eggs in exchange for a reduced rate determined by the fertility clinic. You could save up to 50% on your IVF costs. The only negative with this is that you may end up not having any eggs to freeze if your cycle isn't successful.

Find a Infertility Clinic That Does Shared Donor Egg Cycles

With a shared donor egg cycle, two or three women share a donor's eggs, and they all share in the cost of the IVF treatment. The only negative to this is if the donor doesn't have enough eggs for a shared cycle.

Consider Undergoing IVF Treatment Outside the US

IVF costs outside the United States can be significantly lower. IVF treatment is cheaper in many countries, including most of Europe, Asia, and Mexico. Costs can be as low as $5,000 and there are excellent doctors, facilities, and treatments abroad.However, you need to do your research to determine exactly what is covered in the price of the treatment, just as you would do for treatment in the US, as well as take into consideration the cost of travel and room and board while you are there. Additionally, if you are unable to travel, you can also look into getting your IVF medications abroad. This could also reduce the cost of your IVF treatment.

Find a Fertility Clinic that has a Refund or Shared Risk Program

A refund or shared risk program is a prepayment plan where you would get a partial or full refund if a pregnancy (or in some cases, a live birth) does not come out of your IVF treatment. You would pay a flat fee up front for a certain number of IVF cycles. If you don't get pregnant after your cycles, you will get 70-100% of your payment back. There are some limitations depending on the fertility clinic's policies in terms of age and services covered.

Consider Mini IVF

The only difference with Mini IVF is the drug and hormone regimen that take place first. There are less drugs used for ovary stimulation. With Mini IVF, less but more high quality eggs are produced. The rest of the IVF process is the same in that the woman is monitored throughout the drug regimen process, and egg retrieval, embryo fertilization and embryo transfer all take place, just like in traditional IVF. The costs of Mini IVF are significantly lower, costing $3,500 to $7,000 per cycle instead of $12,000- $15,000 per cycle.

Check Your Insurance Plan

Check to see if your insurance company covers any costs of fertility treatment. Some insurance companies do cover some, if not all of in vitro fertilization treatment. 15 states actually require insurance companies to have some sort of IVF coverage, usually in the form of infertility diagnosis and treatment. The states are: Arkansas, California, Connecticut, Hawaii, Illinois, Louisiana, Maryland, Massachusetts, Montana, New Jersey, New York, Ohio, Rhode Island, Texas and West Virginia.

I hope this has given you a starting point in finding ways to make IVF treatment affordable for you. There are low cost IVF options out there, you just need to know where to look to find the option that works best for you.

Health insurance can be a confusing area for anyone to navigate, with difficult concepts to understand for someone who is not well versed in insurance. One of the most confusing areas is health insurance riders and exclusions. Every company is different, although all must comply with federal, state, and local laws. However, the details of each policy's riders and exclusions vary widely from insurance company to insurance company. Even within a single company, coverage will vary from one plan to the next. So how is a novice supposed to learn about riders and exclusions if there are so many different options?

First, it would help to understand exactly what health insurance riders and exclusions are and what they are not. Exclusions cover health conditions, treatments, and other medical procedures that are excluded from coverage in whole or in part. Riders are changes to the standard policy. For example, a rider might specifically exclude treatments for a pre-existing condition in order for an otherwise uninsurable patient to get coverage. A rider might also feature changes to the standard policy such as capping a family's deductible at a certain amount no matter how many dependents are covered.

While each company has their own policies regarding health insurance riders and exclusions, there are some standards that apply to all or most companies. For example, typical exclusions from coverage include:

1. Pre-existing conditions
2. Cosmetic or plastic surgery
3. Infertility treatments
4. Co-ordination of benefits (to prevent duplicate payments for the same covered event)
5. Experimental treatments, procedures, or medications
6. Dental maintenance, treatments, or procedures
7. Injuries sustained during criminal activity, during times of war, while under the influence, or while serving in the military
8. Vision correction including eye exams, eyeglasses, contacts, or corrective surgery

Likewise, there are standards in terms of riders. Insurance policies must be written to comply with federal, state, and local laws. As such, most insurance companies write policies based on a standard insurance form. When an insurance company offers a customer or group of customers additional coverage or different terms, a rider must be written separately as an addendum to the standard form policy. Some common riders include:

1. Indemnity (doubling or tripling benefits for qualifying death or dismemberment)
2. Impairment riders (to specifically exclude a pre-existing condition)
3. Premium riders (skipping premiums during lengthy hospital stays and other premium-related changes)
4. Additional coverage for specific conditions, treatments, or procedures

If you need assistance in locating particular coverages at a pre-determined price, we can help save 50% on health insurance.

Short term disability insurance is a great program for pregnant women to have. It covers mom's normal labor and delivery helping to create maternity leave pay, allowing mom to stay at home bonding with baby without worrying as much about how to pay all those bills. It also covers leave due to pregnancy complications. In this article we will explore the significance of recurrent disability language as it applies to pregnancy and maternity.

Every insurance policy contains important definitions inside the policy and/or in the outline of coverage that your agent will present at time of application. Most short term disability insurance policies will contain language describing a recurrent disability - something that pops up very often for women during pregnancy and maternity situations.

Recurrent Disability Definition

A recurrent disability describes situations where a person is disabled temporarily, returns to work, and then becomes disabled again shortly thereafter for the same or a related condition. This may arise if your doctor orders you to take bed rest early on in your pregnancy, and then allows you to return to work before giving birth. Should this situation arise you will need to know how your insurer handles a recurrent disability.

A recurrent disability will either be treated as a new or a continuation. If it is classified as new you will have to meet a new elimination period, but would reset the clock on your entire benefit period. If it is classified as a continuation, the poles are reversed: there is no new elimination period, but the previous disability would eat into your benefit period.

You policy might have language such as "A recurrent disability will be treated as a continuation of the previous disability, not a new disability, if you have returned to work for less than six months."

Let's look at two examples to clarify how this works. Suppose you have a policy with a two week elimination period, a $3,000 monthly benefit, and a 12 month elimination period. In both examples we look at a bed rest pregnancy disability that last two months due to complications, followed by a c-section delivery. The most important difference is the timing.

Pregnancy Complications With Elimination Period Reset

In scenario one, your doctor orders bed rest for complications at the end of month one of your pregnancy, and you return to work at the end of month three. In scenario two you leave work at month six, return to work at month eight. In both cases you give birth a few days past month nine via c-section which qualifies you for an eight week maternity benefit - less the elimination period.

In scenario one, your first leave ended more than six months before you give birth. Your two week elimination period would be invoked twice rather than just once. Your maternity leave benefit would be a net of six weeks - or $4,168. On the plus side you would still retain more than ten months of income protection in case postpartum disorders prevent your return to work.

Pregnancy Complications with Benefit Period Reset

In scenario two the gap is under six months. This will be treated as a continuation, and your maternity leave benefit will be higher: a net of eight weeks of benefit - or $5,581. On the down side, should postpartum disorders keep you out of work longer, your remaining benefit period will have shrunk to eight months.

Finding a individual health insurance plan in TX is not that difficult. There are many companies that focus on selling health insurance plans to Texans. This article will describe some of your options and what you should look for when buying or getting a quote for an insurance policy in TX.

There are different types of health plans offered in Texas. You can buy a membership into a PPO (preferred provider organization) or HMO (health maintenance organization) plan from most major insurance carriers. Some major carriers in TX are Celtic, Blue Cross Blue Shield, AETNA, UNI CARE, and United Healthcare.

When deciding between a PPO and a HMO you need to look at which plan will provide the most bang for the buck. For example, do you want to specify which doctor to see? If so then you might want to consider a PPO. Most HMO's have one office in your area where you will have to use their doctors. PPO's usually have many doctors to select from, although your normal doctor might not be on their list.

When selecting a heath plan make sure you know how much the deductible will be for each member on the plan and the total out of pocket expense you will have to pay. Also make sure you know how much the coinsurance is for routine visits and other doctor related procedures. Also, make sure if you need maternity coverage that the plan will pay for it as well. Some plans do not include maternity.

Finding the right plan for you takes research. Take your time and make sure you check several quote services for the lowest plan that meets your coverage needs.

The auto insurance policies represent a very good way of insuring yourself in case any unfortunate events take place. You are exposed to numerous risks every day. That is why all drivers should have a CAL insurance policy and a CASCO one, depending on what they need. Here are a few of the most important advantages these two kinds of insurance policies offer you.

You can also close a CAL insurance policy online, which means that you save a lot of precious time and a lot of money, too. Then, your documents are delivered for free, which once again saves you some money. There are also some insurers which offer free consultancy.

Once you are insured, your family and you can stay calm and relaxed even when you travel abroad. There is a lot of danger everywhere, but you don't have to worry anymore because your insurance policy covers everything it needs to cover and everything you need it to cover. If you get both a CAL insurance policy and a CASCO one, you can get a discount of about ten per cent of the total value. Of course, there are even insurers which offer you bigger discounts and you can only be glad about that.

Also, you have a lot of advantages if you sign both these policies with the same insurer because you get extra stipulations and extra packages. For instance, you can get a CASCO extension for when you leave the country with your car, but this only happens if you get both the CAL and the CASCO policies from the same insurer.

The fewer the damages in your history, the bigger the discounts for your insurance policies, this being a sort of proof of confidence. Having only a few damages or no damages at all reveals the fact that you are a responsible driver and that the insurer is exposed to fewer risks. There is also a Bonus Malus system, which uses the driver's history to establish the price of the insurance policy. Most of the drivers agree that the Bonus Malus system offers a lot of advantages and it also tempers a lot of drivers. These have the obligation to be more attentive in traffic and to think of the consequences of their actions.

Most of the insurance companies offer CASCO and CAL insurance policies. Therefore, the choice is all yours. Just think of the advantages you have with each of the insurance companies and think where it is best to invest your money. You should always read the terms and conditions offered by the insurer very carefully. What is valid with one insurer can be invalid when it comes to another insurer. Most of the insurance companies offer CAL and CASCO insurance policies, each of them offering their advantages and their disadvantages. All in all, make the best decisions for your car, for yourself, for your pocket and see where it is best to insure your car because your car is an important asset in your everyday life.

Should you let your babysitter drive your children? There is no hard and fast correct answer to this question, since your circumstances as a parent may be entirely different to the circumstances of another. However, before handing over the keys to your car to any babysitter, there are some things you should consider.

First, get clear about where you want your sitter to drive your children, and why. Are these drives absolutely necessary? If they are for appointments, can they be re-arranged so you can drive them yourself? If your children are missing the bus home because of an after-school activity, is the activity absolutely necessary? It's not that babysitters will be any less careful behind the wheel than you would be, of course, but the question is, how will you feel if your children and your babysitter are in an accident? What if the accident is the babysitter's fault and your children are injured? And what if the accident wasn't her fault at all, but she is gravely injured, or, heaven forbid, even paralyzed or killed?

Asking your babysitter to get behind the wheel for the sake of relatively unimportant reasons is a grave undertaking. You should definitely consult your insurance company for advice and, most probably, even greater coverage to account for this situation. Likewise, if you are asking your babysitter to sit for you on a regular, ongoing basis, you may also be liable for her tax and even workman's compensation if she is injured on the job.

If, after reading this far, you decide to still let your sitter drive your children places, then there are some things that you absolutely should discuss with her before letting her get in the car. First, she should show you that she has a full and unrestricted license; you would be wise to make a photocopy or a scan of her license for extra protection. With her name and license number, most state Department of Motor Vehicles will print out a drivers record for you for a nominal charge-you should definitely study this carefully before giving her the keys. If she has a record of reckless driving or driving under the influence, get another sitter, fast!

Second, you should thoroughly review with her the safety features of the car: car seats and how they work with safety belts, how the lights and emergency flashers operate, and what you have in the trunk to be used for an emergency. It is strongly suggested that you have some other breakdown service; she can program the number of the breakdown service into her cellphone, and make a note of your account number and account holder's name, so they won't refuse to come pick her and your children up from the side of the road.

Third, make sure your tank has sufficient gas in it for the sitter's round-trip journey with your children. You do not want to put her in the awkward and annoying position of needing to fill up your tank with her own money, nor do you want to risk her running out of gas on the road. Not only is this dangerous for her and the children, but also running the gas tank to complete empty can throw sludge up into your engine, which wreaks havoc on your car.

The health care reform bill recently signed into law by President Obama limits an IRS program that savvy couples use for an interest free infertility treatment loan. Beginning in 2013 the maximum contribution for a flexible spending account for medical expenses will be limited to $2,500. Until then employer-set limits allow couples to take much bigger interest free employer loans to pay for IVF and other infertility treatments.

A flexible spending account is a key tool for couples trying to conceive. Most infertility treatments are self paid: the majority of group health insurance plans provide little or no coverage for these procedures, leaving couples with lots of un-reimbursed medical expenses. A flexible spending account provides the best tax savings, and an often overlooked loan feature. But the loan feature will lose it's appeal in 2013, so move fast if you are looking at IVF or other infertility treatments.

A flexible spending account (FSA) provides immediate tax savings for un-reimbursed infertility expenses. You use pre-tax dollars to pay for fertility drugs, diagnostic testing, IVF cycles, etc. Anything not covered by insurance can be paid for using this account. Unlike taking the deduction at the end of the year on IRS Form 1040, a flexible spending account has no itemized deduction threshold, so your tax savings are much better.

Flexible spending accounts also provide an employer sponsored loan. Up until 2013, your employer sets the amount you can contribute into your FSA. Some set small limits, while others allow up to $10,000 or more. The key feature is that your employer must immediately reimburse any qualifying expense, no matter what you have paid into the account.

For example, suppose in December you elect to contribute $10,000 annually to your FSA because you are planning to undergo IVF in January. Your company's FSA plan year begins January 1 of the new year. Your employer funds the full FSA election in January because you had a qualifying expense. You then have eleven months to repay your employer via pretax payroll deductions. Your just got an interest free loan that actually cut your IVF costs by one third or more depending upon your income and tax status.

However, beginning in 2013 this option will not be as appealing. The health care reform bill will limit the amount you can contribute to $2,500 per year. Given the costs for just one IVF cycle, a flexible spending account won't help as much as before. Take advantage of your FSA while you still can.

How much maternity leave pay do you need? The only viable answer to this question is: "it depends". The amount of maternity leave pay needed depends upon several factors: the income of your spouse, your level of fixed spending already in place, the health of your pregnancy, and your overall health as well. Most American women fall woefully short in allowing for their lost income. Short term disability insurance is a great way to close the gap.

Income of the Spouse

The income of your spouse is an important consideration when planning and budgeting for a pregnancy and new baby. Many husbands are the primary bread-winner. In the past it was expected that the man of the house would be the sole earner, while the lady stayed home. Things have changed to say the least. While many husbands earn enough to cover everyday living expenses in the traditional manner, many more households now see the woman as the primary breadwinner. In these households it becomes vital to put in place a plan to replace mom's income during her maternity leave.

Existing Spending Level

Even more common these days are two income households were expenses exceed income. Although both husband and wife are working and earning an income, spending habits keep them behind. Many two income households have stretched to purchase homes, furniture, cars and other items on credit. Banks are happy to lend money to credit worthy households with stable incomes. And two income households present more reliable income streams to repay these loans. Until of course a couple decides it's time to start a family. Mom's pregnancy means at least six weeks of lost income, on top of the extra medical bills, and in addition the added costs of feeding and clothing a new child.

Health of Your Pregnancy

A pregnancy means at least six weeks of lost income during maternity leave, but a large percentage of pregnancies come with far more missed time from work. Roughly thirty percent of pregnancies deliver via c-section which is invasive surgery requiring an additional two weeks of recovery, while introducing the risk of infection. Approximately twenty-five percent of pregnancies will experience one or more complications, requiring mom to miss unplanned time away from work prior to delivery. In addition many women need to extend their maternity leave in order to recover from a host of delivery complications including: postpartum hemorrhage, depression, etc.

Finally any one of us could get sick or hurt at any time causing us to miss extended time from work. Lost income is a factor in every one of these situations.

Partial Maternity Income Not Sufficient

Most couples fall short in budgeting for these events when planning a family. We all want and look forward to a healthy happy pregnancy, delivery, and baby. But reality suggests that complications can and do arise. If a couple falls into the majority who's spending exceeds income, the financial consequences can be devastating. In these cases, partial maternity leave pay for normal delivery may not be enough.

Short Term Disability an Answer

Short term disability insurance is a must-have for many couples planning a family; it creates additional maternity leave pay, and security just in case. Some couples work in one of five states with mandatory coverage providing partial income replacement; they find that short term disability provides a higher level of income replacement.

The majority of couples need to purchase short term disability on their own to have any maternity leave income at all. When purchased prior to conception short term disability insurance covers mom's normal labor and delivery, plus time missed due to pregnancy complications, delivery complications, accidents, and illnesses.

Sometimes there is more to a Payment solution than meets the eye!
IR35 has added to the complexity of taxation legislation and forced many more contractors to seek specialist tax advice. Unfortunately, a lot of this advice can be misleading, offering short-term gains with high risks.

HM Revenue & Customs (HMRC) are actively investigating some of the practices used by contractors to minimise their tax payments (tax avoidance) and may well examine each of your contracts individually rather than take your earnings as a whole. Therefore, as a contractor you need to be very careful when you choose your payment solution.

Pay as You Earn (PAYE)

Avoids the entire IR35 headache and is the HMRC compliant standard. The PAYE system is a method of paying income tax. Your employer deducts tax from your wages or occupational pension before paying you your wages. Wages includes sick pay and maternity pay.

This means that you pay tax over the whole year, each time you are paid. Your employer is responsible for sending the tax on to HM Revenue and Customs (HMRC).

Contractors that work through an employment agency and receive all income via PAYE
Agencies, only pay a reduced rate as they still have to pay out National Insurance, holiday and sick pay costs, together with the additional administrative burden of running a payroll and complying with current employment legislation.

Personal Service Companies (PSC) / Limited Companies

PSC's are commonly one man bands, processing income as part salary and dividend payments. In the past, contractors used this method to exploit tax loopholes and improve tax efficiency. Contractors set up a limited company and pay themselves via a minimum wage and dividends.

However, this method is now classed as risky because:

Contracts inside IR35 dividend payments are simply NOT viable anymore.
HMRC view minimum wage/dividend options as tax avoidance and may impose PAYE.
If there is no "goodwill" in the company, a contractor may be seen as receiving "disproportionate return on initial investment" and dividend will be taxable as PAYE.
(according to section 447 of the ITEPA, 2003)

Outside IR35: if a dividend payment takes a contractor over the 40% tax threshold they will face an end of year tax liability.

You will find many agencies and clients will not allow you to use this method until you've had your employment contract reviewed by a IR35 specialist, which can cost upwards of £150 per contract assessed.

Umbrella Company

An umbrella company acts as employer to independent contractors who work under a temporary contract, usually through an employment agency.

Since the introduction of the Managed Service Company (MSC) legislation in the budget 2007, the only way an independent contractor can comply with this requirement is to set up his or her own personal limited company or use an umbrella company.

An umbrella company issues invoices to the recruitment agency (or client) and, when payment of the invoice is made, will typically pay the contractor through PAYE (although historically the term has also been used for salary and dividend type payment structures).

Umbrella Companies are fast becoming both the choice for both contractors and agencies alike:

-Company pays the contractor via PAYE on the total contract sum and uses a HMRC approved dispensation to offset business expenses.

-IR35 is irrelevant as all income is paid as PAYE.

Composite Companies

There is no legal or tax law definition of the word "composite company". However, this term is commonly used in the context of service providing companies to the contracting industry.

The word "composite" means "made up of various parts" and in the context of contractors, is represented as a service providing company, through which many contractors place their contracts.

A mixture of salary & dividend payments now, could be viewed as blatant "tax evasion" by the HMRC, according to section 447 ITEPA, 2003:

-Company provides administrative services, invoicing and receiving payment for work carried out - eases burden for contractor.

-Contractor paid a small salary plus expenses, remaining income paid via dividends.

Popular in the past, this option was viewed by the government as 'tax avoidance'. New legislation introduced in the budget 2007 means that it's now looked upon as blatant 'tax evasion' for workers Inside IR35.

If you are deemed employed, this option should no longer be pursued.

Employee Benefit Trusts (EBTs)

Once an attractive option, the 2002 Pre-Budget Report announced immediate legislation to counter the avoidance of Tax and National Insurance contributions (NICs) through the abuse of EBTs.

Contractor works under company receiving basic salary, usually 20-30% of contract value, with balance paid into an offshore trust from where it is loaned back to the contractor.

Loan is in foreign currency so avoids IR35, taxation and NI.

HMRC has now closed the loophole on this scheme and EBTs can no longer operate.

Tax relief is now only allowed on PAYE payments made by the trusts, i.e. the lower salary figure, and not on loan.

The HMRC Anti-Avoidance Group has set up a team to project manage these cases to ensure that the tax outstanding is collected systematically and consistently.

Foreign Loans

Foreign loans are a legal means of "avoiding" Tax and National Insurance, however Gordon Brown announced in his budget on 17th March 2004 the intention to introduce a scheme which will force any Company setting up and marketing "tax avoidance schemes", to register with the HMRC.

As with most tax law, the measures are not at all clear. For example who defines "the obtaining of a tax advantage"? Presumably anything we do which does not involve us paying the highest amount of tax possible could be covered by this? The penalties for not registering or notifying will be up to £600 per DAY.

-Loans made to contractors in foreign currencies and repaid (often at very low rate).
-Must be operated in conjunction with an offshore company, not taxed on profits.
-Offshore companies are scrutinized by HMRC and all dealings would be challenged and taxed as income if received by a UK resident.

In short, this tax avoidance scheme is under so much scrutiny that for the average contractor the hassle and risks involved are just not viable.

Offshore Schemes

Offshore schemes are classified as any financial setup where income is moved outside the UK to avoid paying the host countries rate of Tax and National Insurance contributions. Payments are usually made as distributions, loans and dividends.

The Inland Revenue's Special Compliance Office is gearing up for a crackdown on offshore umbrella companies and other tax avoidance schemes designed for solo contractors caught by the unpopular IR35 legislation.

The HMRC have warned contractors not to rely on schemes they have developed to get around IR35, as they could crumble when examined.

All income generated in the UK by a UK resident must be declared - whether received or not - and is subject to IR35 criteria and taxation.

HM Revenue & Customs now have power to view details of around 100,000 UK-domiciled clients of Offshore Schemes.

Investors with undeclared offshore accounts are being urged to come forward and HMRC is proposing to offer reduced penalties for a limited period, although investors will still have to pay their tax bill plus interest for up to 20 years.

An offshore account is a high risk option.

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Can you pay your bills for 18 weeks on a 45% pay cut? Ask yourself this question if you are planning a pregnancy and work in California.

Why is this question vital? California has state mandated pregnancy, maternity leave, and paid family leave benefits which can extend for up to 18 weeks. You will be receiving 55% of your income - or less - during this time. Many couples can't afford having mom away from work so long.

18 Weeks of Pregnancy & Maternity Benefits

Here's how California allows you up to 18 weeks of maternity benefits for your normal labor and delivery.

• 4 weeks before your delivery via California SDI


• 8 weeks after your delivery (c-section delivery) via SDI


• 6 weeks of paid family leave so you can bond with your baby

It's possible that your pregnancy may encounter complications requiring you to leave work before the standard four week period. In this case your total time away from work will exceed the eighteen week barrier.

What's your CA Maternity Income Gap?

California State Short Term Disability Insurance caps your weekly benefit at 55% of income or $959 per week - whichever is less.

If your income exceeds $90,669 per year, you hit the cap. In this case divide $959 by your weekly gross pay to determine how big your pay cut will be for 18 weeks.

Are you Covered?

Government workers, teachers, domestic workers, non-profit employees, contract workers, and employees who claim a religious exemption often are not covered. The California short term disability insurance plan mandate covers private workers only.

Fill the CA Maternity Leave Gap

If you are planning a pregnancy, you have an opportunity to buy additional income protection to cover your normal maternity labor and delivery!

Supplemental Short Term Disability Insurance can fill the gap in your CA maternity leave pay. It pays pays an additional six week benefit for your vaginal delivery, and an eight week benefit for your c-section birth. Your maternity leave benefit may greatly exceed the premium you pay.

• Create maternity leave income


• Spend more time bonding with your baby


• Worry less about paying your bills

At no additional cost, you are also covered in case of:

• Pregnancy complications


• Delivery complications


• Premature birth


• Accidents


• Illnesses

Pregnancy and maternity leave benefits are payable only when coverage begins before conception. Don't delay!

If you are just now signing up for a new health insurance plan you should sign up to get healthy insurance maternity coverage before you get pregnant. If wait until you are pregnant to get maternity coverage, it may be considered a pre-existing condition. This means that this pregnancy will not be covered.

You may be able to get maternity coverage if you are already pregnant on a group plan that does not have any maternity restrictions on it. However, you will not be covered under an individual health insurance plan or even under an individual family plan if you are pregnant at the time you apply.

If you are of the age that you may need maternity coverage at some point in the future, you are much better off adding the coverage to your plan from the beginning. When you do become pregnant there will be no question about your coverage. Some individual and family plans have a waiting period which you should find out about also. Some plans will require that you have the maternity benefit on the plan for 12 months before it is active.

Be sure to read the guidelines of the plan you are applying for before making a purchase. If this is something that you will likely need in the next few years, be sure you understand completely what will be available to you. You don't want to leave this issue to chance.

You will pay a higher premium for health insurance maternity benefits but it will be worth it. If you have a normal pregnancy, your medical care costs may be between $2000 and $3000. However, if you have complications with your pregnancy your medical costs can reach as high as $100,000 or even more depending on the circumstances. Better to be safe and add health insurance maternity benefits than to go without it.

If you are considering undergoing an assisted reproductive treatment to increase your chances of conceiving, the first thing you should know is that it won't be cheap. Secondly, experts will tell you that there are absolutely no guarantees for artificial insemination to work.

How much does artificial insemination cost if you're using your husband's sperm?
You'll be able to save a considerable amount of money by opting to use your husband's sperm. In a way, using your husband's sperm and foregoing the use of donor sperms as well as surrogate mothers would completely ensure that your future child is indeed the product of both your genes. Science just helped in having yours created and delivered safely.

The bad news, however, is that in spite of using your husband's sperm and without the services of a surrogate mother, you will still have to pay at least $300 for each cycle taken. In some cases, it could be as high as $700. If the sample taken isn't good for any reason then you'll have to pay for another cycle.

How much does equipment and medication for artificial insemination cost?
The amount for these fees would be somewhere between $1,500 and $4,000. The price can be higher depending on the institution that you're receiving treatment for artificial insemination. A small clinic may charge less than a hospital, but a NYC-based clinic could cost more than having treatment in a public hospital in Wyoming.

How much does artificial insemination cost in total?
Studies show that couples receiving this treatment would have to pay an average of $12,400 and that's just for one attempt of getting sperm and egg cells to meet.

How much can insurance companies reimburse you for?
This would depend on which insurance company you have a policy with as well as where you're living. Some states, for instance, require coverage for artificial insemination but your policy's terms and conditions may state that only the cost of fertility medications would be covered and nothing else.

If you would like to start with a more affordable treatment for conceiving, consider trying out any of the best natural treatments designed to help women conceive, like acupuncture for fertility. They're not just affordable but entirely safe to try as well. These suggestions have been very successful for other women. Learning more about these methods can help you in accomplishing your goal of getting pregnant.

All Alabama leave laws cover only public sector employees - private sector employees are covered under the FMLA and gain no additional benefits from the state of Alabama. Qualified public sector employees include both "classified service" and "unclassified service" state employees, with a number of exclusions:

• Officers elected by a vote of the people


• Officers and employees of the Legislature


• Officers, attendants and employees of the circuit courts, clerks of county jury boards, and deputy circuit solicitors


• Members of boards and commissions, whether appointed or self-perpetuating


• Heads of departments required by law to be appointed by the Governor or by boards or commissions with the Governor's approval


• All officers and employees of the state's institutions of higher learning, teacher training institutions and normal schools


• All officers and employees of all educational, eleemosynary and correctional institutions which are governed by boards of trusties


• Secondary agricultural schools and vocational school


• All inmate help in all charitable, penal and correctional institutions


• All commissioned and warrant officers and enlisted men of the National Guard and Naval Militia of the state, in their respective military and naval grades


• The Governor's private secretary, and those employees of the Governor's office paid exclusively out of the Governor's emergency or contingent funds


• The employees of the State Docks Department engaged in railroad service and subject to the provisions of an Act of Congress known as the Railway Labor Act.

Compared to the FMLA, Alabama allows more flexibility when using sick leave. Employees eligible for sick leave may earn four hours of leave for every two weeks of service, up to 150 days. Employees may use sick leave upon the death of, or to care for, an ill member of his/her immediate family. An employee may also take sick leave if the person is not an immediate family member but the employee has "unusually strong personal ties with that person". If approved, permanent employees may also receive advanced sick leave if the employee is out of sick leave and the need for it arises. All of these benefits have no counterparts in the FMLA and are exclusive to Alabama leave law.

Alabama leave laws state that all pregnant female employees must work until they are disabled as a result of the pregnancy and must return to work as soon as they are no longer disabled. The FMLA grants additional benefits, allowing its 12 workweeks of unpaid leave to be used "for the birth and care of a newborn child".

Alabama offers its qualifying employees bereavement leave (up to three days per occurrence if all accrued sick leave is exhausted), donated leave (employees can donate leave to other employees equal or lower in pay grade who require catastrophic sick leave or maternity leave), leave without pay (for up to one year, with the option of being called back if the employee's attendance "is necessary to the efficient conduct of the business of the state"), mandatory annual leave / leave without pay (employees may be required to use accrued leave if they cannot work for a number of reasons), and education leave (permanent employees may receive full or partial pay if their coursework is directly related to the improvement of the employee's "performance of their current job"). All of these types of leave are exclusive to Alabama and have no counterparts in the FMLA.

Alabama also grants 21 days of paid leave to active service members on all days they participate in military training, pertaining to the Alabama National Guard, Alabama Naval Militia, Army Reserve, Navy Reserve, Marine Corps Reserve, Air Force Reserve and the Coast Guard Reserve. This leave is also exclusive to Alabama - the FMLA only grants leave to employees with direct family in the military who have sustained a serious injury or illness.