[Panda13]

Our foster son needs to have surgery this month and I need to be off work for 7-10 days to care for him. My job provides STD coverage for any time over 3 days missed of work for "permanent" family members-they are saying I can't use this for foster kids because they aren't "permanent". I work for non-profit center whose mission is to care for children of all types, no matter what. I am incensed that foster parents can't have the same respect that other parents have!!! What if our child needed a procedure that took months, and I had to take all that time off without pay??? What if I didn't have PTO time to take for this procedure, and had to rely on some unfamiliar person to care for him while he's out of daycare recovering (our state has rules that only people who have a TB test, take a 6 hour class, and are fingerprinted can watch the kids-I have only my MIL/FIL in town, neither of whom has done any of that to watch our sweet sunshine) How in the world is this caring for children in need??? He's already "lost" one mom. UGH!

Anyway, I plan to appeal this and ask Human Resources to change the policy for foster kids-not just for this time, but for other foster parents in need as well (it's a big organization). I get so incensed!!! Does anyone have any words of wisdom, suggestions, etc. to help plead my case and the case of all foster parents? Thanks!!!!!

[Boulderbabe]

The university where I work didn't have a policy about parenting leaves for foster parents, but after my case, they do. (I was lucky---they didn't resist doing it, just hadn't before).

Anyway, one thing you might mention is how your foster parenting is similar to the organization's mission of caring for children, and so having short term disability coverage for foster parents is completely in line with the fundamental values of the organization. You might talk about how important this is to the child, especially a child who has experienced so much fear and loss already. And mention what a caring and important contribution the organization's support for foster-parent employees is to the well-being of foster children, fostering families, and birth families.

You could also add a bit about fairness and equity for all forms of families, whether formed through birth, adoption or fosterage.

Good luck!

[Poleczech]

Do you work for a company that employees 50+ people within a 75 mile radius? You might be eligible for Family Medical Leave -- you can take up to 12 weeks of paid/unpaid leave during a year (different company define year differently, for excample, rolling year vs. calendar year). I would check with your HR Dept to see if you are eligible for FML.

Best Wishes

[Mkuhlmann06]

Here's a point to back up your case about a foster child being treated equal as a birth one -

I have bluecross and blueshield as my health insurance. A child that is placed with you as a foster or preadoptive can be covered from the day they are placed, period. I was surprised that a foster child could be added to my health insurance (during a non open time), and be covered from the day they were placed. If health insurance is willing to pay and cover a foster child, why wouldn't your organization to the same for your leave???

Luckily, my job allows sick leave to be used for anyone part of your family and a child in your care is family.

Good luck with your fight!

[LibbyHawkins]

I am really surprised by actual (written?) wording of "permanent" in this day and age, Divorce, stepchildren, etc - permanent can become rather subjective. Good luck with your challenge.

[psu4ever]

I agree with the post mentioning Family Medical Leave. I would mention it to your HR contact, and ask to apply it to your situation. According to Wikipedia (Family and Medical Leave Act): - Wikipedia, the free encyclopedia
"The Family and Medical Leave Act of 1993 (Pub.L. 103-3, enacted February 5, 1993) is a United States labor law allowing an employee to take unpaid leave due to a serious health condition that makes the employee unable to perform his job or to care for a sick family member or to care for a new son or daughter (including by birth, adoption or foster care)..."
"The leave guaranteed by the act is unpaid, and is available to those working for employers with 50 or more employees within a 75 mile radius. In addition, an employee must have worked for the company at least 12 months and 1,250 hours in those 12 months. The act also applies to all U.S. government employees and state employees. "

Good luck!

[tvs4]

I would also maybe mention that although this child is a foster child, that foster children are not rotating through your home weekly or even montly and that this child will be with you for an extended period of time (maybe even years). Their fear maybe that every 2 weeks there is a new child in your home with new needs. I would try to calm this fear and tell them that most foster children are with foster parents for X (maybe get stats from your state or county) amount of time. My guess is that X would be at least a year on average. They may just have a misconception about foster care and how quickly you may "rotate" new children into your care.

In my opinion, FMLA hasn't ever helped us since I work for the government in a uniformed service (doesn't apply to us) and my husband tends to work for smaller companies. Also, your supervisor has to approve FMLA time off and ususally you have to use up ALL of your vacation and sick leave time before it will be approved. So, I wouldn't count on that. However, I would advocate that taking time to care for a foster child should be no different than caring for your own children.

[sdiedre]

The tough part is the the PTD is often required to follow the INSURANCE companies rules (I believe) unless your company is self-insured. The FMLA they would have to allow, but that doesn't address how you will make it financially.

Good luck!

[ranoutofnames]

Originally Posted by Mkuhlmann06

I have bluecross and blueshield as my health insurance. A child that is placed with you as a foster or preadoptive can be covered from the day they are placed, period. I was surprised that a foster child could be added to my health insurance (during a non open time), and be covered from the day they were placed. If health insurance is willing to pay and cover a foster child, why wouldn't your organization to the same for your leave???

I also have bc/bs... wish my plan would cover foster children, it doesn't. They won't even allow a pre-adoptive child until I've sign Intent to Adopt paperwork.

[hkolln]

Originally Posted by Panda13

Our foster son needs to have surgery this month and I need to be off work for 7-10 days to care for him. My job provides STD coverage for any time over 3 days missed of work for "permanent" family members-they are saying I can't use this for foster kids because they aren't "permanent".

I took FMLA (Family medical leave) for when our Niece came and am on it now til August 20th. I don't get paid (which sucks) but I have the time off and can go back to my job in August. They allow FMLA for foster kids. I know it may not work for you cause you don't get paid but is FMLA an option?

I was not able to use my STD time either-STD is paid by your company and they will not pay you to take care of a foster child...Our STD and FMLA are 2 separate things (which is probably your case too). You get paid for STD and not for FMLA. You do qualify for FMLA though.

[Mkuhlmann06]

Originally Posted by ranoutofnames

I also have bc/bs... wish my plan would cover foster children, it doesn't. They won't even allow a pre-adoptive child until I've sign Intent to Adopt paperwork.

Wow! Really?? Are you sure?? I know 2 other families with different insurance than BC/BS and they were able to add their preadoptive placed children. I found on several different websites (regarding BC/BS) that states, " Self and Family coverage is for you, your spouse, and your unmarried dependent children under age 22, including any foster children or stepchildren your employing or retirement office authorizes coverage for. Under certain circumstances, you may also continue coverage for a disabled child 22 years of age or older who is incapable of self-support"

On another website it states "
Member updates that need to be done in writing:

#4. Adding a foster child to policy (applies only to family policies). Need court order establishing guardianship, name, date of birth, sex, SS # and effective date of coverage. If there is not a court order, the agency must submit a Foster Child Status Form.

We obviously don’t have a court order, so all I had to do was fill out the form."

Please feel free to PM me, maybe I can help.