Wellspring Adoption And The Workplace

As you wait to become adoptive parents, you prepare to make changes in your life and get your home ready for a child. But employers have to make adjustments, too. At the workplace, schedules may need to be modified due to any time off you'll be taking, tasks reassigned or projects put on hold. You'll also need to find about insurance and other benefits for the new member of your family. Depending upon how you're adopting, you may not have much warning before your "due date" arrives. So it's important to make arrangements, and get information, well in advance. A few preparations can help you make a smooth transition into parenthood.

Find out about your benefits.

As soon as your begin the adoption process, contact your benefits representative to see what types of benefits you are eligible for. You will want to add your new child to your medical/dental policy, so check on procedures, timeframe and any added costs. For those adopting children with special needs or existing medical problems, work closely with your social worker to determine the best avenue for coverage. Children with special needs often receive medical benefits from government sources.

Many employers offer adoption assistance benefits to pay for legal fees, travel expenses, and other costs related to an adoption. Reimbursements usually happen following the finalization of your adoption. Additional benefits may be available to military families and government employees.

Check on parental leave.

The U.S. Family and Medical Leave Act says that employees can to take up to 12 weeks of unpaid leave following the placement of an adopted child. This is guaranteed in larger companies with 50 or more employees, but many other employers comply with the ruling on a voluntary basis. It's common for employers to put parental leave policies in writing, so check to see if additional leave is available through your company-take as much time off as you can in order to bond with your new child. Some employers even provide paid leave for adoption placement, similar to traditional maternity leave.

Keep people in the loop.

Decide just who it is in your office who needs to be made aware of your situation, and be sure to keep them updated as you move ahead with the adoption process. Of course you'll talk to your supervisor about a possible leave, but also make arrangements with coworkers to handle pressing projects while you're away. Keep your notes and files up to date so that you can leave on quick notice and not put anyone-or your company-in a difficult position.

Plan for child care.

It is best to plan ahead for child care, well before a child is placed in your home. Research local child care providers, including area schools if your child is older. Try to think of different options for different contingencies: regular child care and back-up care for emergencies and other unexpected situations. Your family and friends can probably be enlisted in the beginning, but you need to set up a solid plan as soon as possible. If adopting a special needs child, you'll need to find a provider who can accommodate those needs. Check with your employer to see if there is a subsidy available for child care costs; many workplaces have onsite child care.

And once you've joined the ranks of working parents everywhere with your new family settled at home, you may be in for a pleasant surprise: your coworkers and their tales of parenthood can become one of your greatest resources.

 

Workplace Options. (Reviewed 2014). Adoption and the workplace. Raleigh, NC: Author.