Monday, February 8, 2010

Paid Leave Can Be Costly, but Doesn’t Need to Be

At certain points in almost all of our lives we will need to be away from the office for a period longer than a week. Maternity or paternity leave, medical necessity, family obligations, sabbaticals, etc. can lead to extended absences from the office. I was once gone for 6 weeks due to a foot surgery. I remember thinking it was a relatively benign absence. It was during our slow period. I made sure my staff was not planning to be gone. I prepared.

I was lucky in many ways because my supervisor and my staff were supportive of the time off and no one was lurking in the background to undermine me in my absence. No matter how perfect the situation is, leaving the office for an extended period of time requires thoughtfulness, planning and action.

First, before making the decision to take the leave (if it is a situation in which you have a choice), consider all the factors. Is the leave at a time that works for the organization? Is there a better time for the organization that also works for you? Are you planning the leave so you are getting the time you need without abusing it? I know people who were ready to go back to work physically, but enjoyed the time off so they didn’t press their M.D. for a slip to return to work. Be careful! Next, make sure you have the finances, PTO and/or disability to keep you financially secure. Calculating a worst case scenario timeline is essential. Whether a pregnancy or a foot surgery, things can happen that delay your full return to the workplace. Keep a cushion in your plan to account for the unexpected. Further, be aware that once you tap in to your disability option at work, that decision follows you for years to come. When I had my foot surgery I used a few weeks of disability to cover my time away. On many forms, from disability insurance to life insurance, I have been required to disclose that usage and there are always follow-up questions. For a time I was even limited in the disability coverage I could get. Finally, be careful how you deliver the message to your supervisor. Although your leave may be legally protected and covered by your employer’s policies, how it is introduced to your supervisor can make a world of difference in whether it is supported or resented.

Second, prepare your co-workers and supervisor for your absence. When introducing the leave to your employer show her that you have thought out how your work will be covered and how you will have things ready to run smoothly in your absence. Be open to her plan, but be prepared to provide a thoughtful approach to limiting the disruption while you are gone. This shows initiative and dedication. It can also show creativity and management skills. A great impression to leave before an absence from the office. If you really want to go the extra mile, prepare a “manual” of things to expect. It could include what to do if certain unexpected, but not out of the question, events occur; location of files; and contact information for key people related to your role. Want to go the extra step? On the day you are leaving, place a gift on your desk with the name or names of those helping while you are gone written on an attached card. Thank them for their work to support your absence. I like to have this gift include snacks and stress breaking toys to keep it lighthearted and appealing to everyone.

While you are gone, respect your time off and don’t try to do too much work. It is your time off to take care of your personal issue so you should respect that. Don’t take the role of a martyr who thinks the office can’t survive without you. That approach rarely comes off as sincere and often comes off as arrogant. The world will survive while you are gone and with all the planning and preparation you did, the time should go very smoothly. You will look much more professional and balanced if you commit your time to your recovery with the stated intent of coming back at 110% capacity. It is a good idea, however, to check in every week or two weeks to see how everyone is doing. Keep it light and friendly with limited questions about work issues. Allow your co-workers and supervisor to bring work issues up while you show interest in them and the progress of the office generally.

Time away from the office is our right and need at different points in our career. It can be a costly time if you are not prepared and tuned in to those around you, but with a little work and effort, you can be away from the office and openly welcomed back when you are ready to return.

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