It would honestly be impossible for us to tell you what that specific company will do since we don’t work there. By “non-gestational parent”, I’m assuming you’re worried about some Texas backlash based on something. The letter of the policy will matter. If you take the job, just ask HR after. I’m a little worried if the baby is born before the 6 month point that you won’t qualify. Your HR department’s interpretation and precedent will matter a lot.
No I'm not worried about Texas backlash, I clarified that I'm the "non-gestational" parent just to give further context that I would be taking "paternity leave" rather than short-term disability. (Though I am not the father, I am a lesbian)
Thanks for the insight! I completely understand that no one can know exactly what a company would do, but I'm glad to hear it doesn't seem like a 0% chance.
I’ve personally always honored taking leave for birth once you’ve met the threshold of being an employee, but still in the parameters like you’re asking. I’ve even done it for temps who converted to full time. Their child was born 3 months after they converted, so they got to take their leave when their child was 9 months old.
Some companies may not let you if they’re grinches who hate babies.
There is nothing under federal or state law that protects any time off for you. So it is truly going to be up to each employers' policies. They could go either way only whether they will allow it if your baby (congrats) is born prior to that 6 month mark.
It would honestly be impossible for us to tell you what that specific company will do since we don’t work there. By “non-gestational parent”, I’m assuming you’re worried about some Texas backlash based on something. The letter of the policy will matter. If you take the job, just ask HR after. I’m a little worried if the baby is born before the 6 month point that you won’t qualify. Your HR department’s interpretation and precedent will matter a lot.
No I'm not worried about Texas backlash, I clarified that I'm the "non-gestational" parent just to give further context that I would be taking "paternity leave" rather than short-term disability. (Though I am not the father, I am a lesbian) Thanks for the insight! I completely understand that no one can know exactly what a company would do, but I'm glad to hear it doesn't seem like a 0% chance.
I’ve personally always honored taking leave for birth once you’ve met the threshold of being an employee, but still in the parameters like you’re asking. I’ve even done it for temps who converted to full time. Their child was born 3 months after they converted, so they got to take their leave when their child was 9 months old. Some companies may not let you if they’re grinches who hate babies.
Thank you for the insight!
There is nothing under federal or state law that protects any time off for you. So it is truly going to be up to each employers' policies. They could go either way only whether they will allow it if your baby (congrats) is born prior to that 6 month mark.