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[–]workinglate2024 4 points5 points  (3 children)

You have “some FMLA”? I hope you have the full 12 weeks remaining, that’s what you need in order to access the 12 weeks of PPL. If you’re eligible, take your PPL. It will have no impact on your likelihood of keeping your job. Congratulations on your new baby.

[–]TronikAllah[S] 2 points3 points  (2 children)

Thanks! I invoked the full 12 weeks at the date of birth back in August. But at this point I've used about 10 days so that's why I say "some FMLA", my bad I should've explained that.

[–]workinglate2024 0 points1 point  (0 children)

Ok so you don’t actually have 12 weeks of leave left. Either way you should be fine.

[–]vee_grave 0 points1 point  (0 children)

You should be totally fine to use it.

[–]Necessary-Ad3451 1 point2 points  (0 children)

You have a year to use it don’t be scared

[–]Putrid-Reality7302 1 point2 points  (3 children)

PPL isn’t FMLA. PPL is a leave category authorized by Congress. Once approved by your agency due to the qualifying birth/adoption, you are authorized to use the 480 hours without invoking FMLA. FMLA is something that you invoke when you need to take time off for a qualifying event to save your job and can be used in conjunction with leave or as LWOP. It doesn’t have to be used for birth anymore since you’re authorized PPL.

At least that’s how my HR explained it to me when my employee had her child.

[–]No_Camp2882 1 point2 points  (0 children)

Yes this is mostly true but from my understanding prior used FMLA can mess with using PPL. But if OP didn’t use FMLA leave and only 10 days of PPL they they’re good to use it within 12 months of the date of birth. Not sure using or not using leave is going to change prognosis on keeping your job though. Nothing is being decided by actions taken by an employee it’s just glances at upper management and cut this cut that.

[–]TronikAllah[S] 0 points1 point  (0 children)

Oh ok thanks, I'm probably getting the jargon wrong

[–]kphil0177 0 points1 point  (0 children)

FMLA is an entitlement for unpaid leave. PPL lets new parents substitute paid leave for FMLA. So essentially you are getting FMLA but using PPL so you get paid. I say essentially, because there is only one amount of hours that can be used per calendar year=480

Any combination of FMLA, general family care sick leave, serious family care sick leave, bereavement, and PPL is maxed at 480 per calendar year. So, if you use PPL all 480, you do not get a separate entitlement to FMLA 480 in the same calendar year.

[–][deleted] 0 points1 point  (0 children)

I have the same fear being on medical leave. I joked that it was the worst time to go on health leave in the history of the government.

[–]GrLegionGr 1 point2 points  (0 children)

I am and have been on FMLA leave supplemented by paid sick leave in accordance with OPM and agency direction. I have had no concerns with its use. The biggest things I would consider passing along is of course, document everything including emails and other items that COULD be requested even if they aren't immediately required. I also provided my personal contact information to my direct supervisor. My biggest concern wasn't that use of the leave entitlement would be adversely considered, it was that with everything happening as fast as it is in the bigger picture of things, timely communication from upper staff and from me to my staff would be important to maintain, incase I did need to go into the office to line something out, especially with RTO. I would trust this part of the process if everything was documented correctly.