Some workers feel anxious that their roles as parents or family caregivers will clash with their roles as employees. They worry about asking for time away from work to care for a sick child or an aging parent.

While many companies offer employees a few weeks of paid maternity leave, extended family leave (several weeks away from work to care for other family members) is rarely compensated by salary. Therefore, the decision to take a leave from work to care for a sick child or an elderly relative should not be taken lightly. Here are some issues to consider before making the decision to take extended family leave.

Find Out About Your Company’s Policies

Can you use sick leave, personal days, vacation time, "comp" time or floating holidays to care for your sick child or relative? How about making up lost time by taking work home, coming to work earlier or staying later than usual? Can you alter your work hours (called flextime) until a crisis passes or temporarily switch assignments with other employees whose schedules would allow you more time at home? Would your employer consider a "telecommuting" plan, by which you could work at home and communicate with the office via modem or fax?

Plan Ahead To Share Responsibilities For Your Child Or Relative

Whenever possible, work out a plan with your spouse, partner, neighbor, friend, parent or other trustworthy adult to share responsibility in caring for your loved one.

Check With Your Pediatrician Or Family Doctor

Perhaps 24-hour care is not required. Some elderly patients might prefer to fend for themselves, even when ill, particularly if the doctor doesn’t object. If a slightly ill child is being watched by another caregiver, perhaps you could develop a routine of checking with the caregiver once or twice a day by phone. Or ask the caregiver to keep a log of the child’s activities, to help alleviate your concern.

Consult Your Employee Assistance Program

If your company has an EAP, this is often an excellent source of ideas for alternatives to family leave.

When Family Leave Is Your Only Option

In most cases, keeping communication with your employer open and honest will result in a leave plan that meets everyone’s needs. Begin discussions with your employer as far in advance as possible. You may be asked to train a temporary replacement, or you may have to learn temporary work assignments yourself that will ease your transition out of and back into your usual active employment.

In addition, you may be able to work out a return-to-work arrangement wherein you can return on a part-time basis until you’re ready to work full-time again.

If part of your time at home will be leave without pay, be sure to make a financial plan. Work out a budget for the leave period and decide if you’ll use your savings to make up for lost income. Having a detailed financial plan can help you avoid the additional burden of money worries.

If, in spite of your best efforts, an extended leave is your only option, remember that proper planning, open communication and a little help from your friends can limit the effect of an extended leave on your job.

This publication is for general informational purposes only and it is not intended to provide any reader with specific authority, advice or recommendations. Where you deem necessary, we suggest that you seek advice regarding your particular situation from the appropriate professional.

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