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In our company we allow employees to continue being on leave even after they exhaust their FMLA. They go on STD after 5 business days and LTD after 6 months. If they cannot return to work after 1 year they are terminated. (For pregnancies it is the usual 12 weeks max). So in this case they could take time off to have their baby (even if FMLA was exhausted) but they have to return per DOctor's orders. IF they want more time off to bond with baby that is up to the SUpervisor's discretion (depening on business conditions) and NO PAY.
Posted by evabraham
Your company sounds like more the exception than the rule, but I could be wrong; there may be a number of companies that offer a similar leave policy.
My guess would be that your company's leave policy predates FMLA and one of the provisions of FMLA is that a company could not use FMLA as the basis for rolling back existing leave policies. I am also guessing that your company has a significant number of employees and therefore there are more employees available to backfill positions that are vacant for up to one year.