We are formally requesting a much-needed revision to our current parental leave policy at The Ohio State University Wexner Medical Center and OSU Physicians.  At present, our policy provides 6 weeks of paid leave for a natural birth and 8 weeks for a cesarean section. While we recognize and appreciate the leave currently offered, according to the American College of Obstetricians and Gynecologists (ACOG), postpartum recovery often extends well beyond six to eight weeks. This period is not only critical for physical healing but also for mental health and establishing essential early bonds with the newborn.

We recognize that under the current FMLA policy, employees may take up to 12 weeks of leave following childbirth. However, doing so would require taking several weeks unpaid if they do not have an adequate amount of paid time off (PTO) accrued, which is generally not feasible in today’s economic climate. The reality is that most families cannot afford to go without income for that length of time, especially when facing the rising costs of childcare, groceries, gas, diapers, and other basic necessities. Returning to work prematurely, often out of financial necessity, can be detrimental to both maternal health and well-being as well as infant development. 

Moreover, when employees are required to use their paid time off (PTO) to extend leave beyond the standard 6 weeks of parental leave, it becomes extremely difficult to reaccumulate that PTO once they return to work. This creates ongoing challenges for new parents, especially during a time when they need flexibility the most.  In the months following childbirth, frequent medical appointments for both the baby and the postpartum mother are necessary.  Additionally, it is common for infants to get sick after starting daycare, which further increases the need for time away from work. Without adequate PTO, parents may be forced to choose between their child’s health and job responsibilities, which places undue stress on families during an already demanding period.  

An additional concern is that employees currently cannot utilize short-term disability (STD) for any part of maternity leave unless there are extenuating medical circumstances. This significantly limits the support available to new mothers and further shortens the time they can afford to take off. For many, the inability to supplement their leave with STD benefits creates a financial strain that makes it difficult to take the time they truly needed to recover and care for their newborn.

We strongly encourage the organization to do better for our new parents at OSUMC and OSU Physicians. These individuals are dedicated professionals who pride themselves in providing excellent care to the patients of this institution, and they deserve policies that reflect that same level of care and support.

Other leading institutions have already made this shift.  Below is a list of the practices of several competing organizations in Ohio. 

·         Cleveland Clinic offers 8 weeks of maternity leave plus 4 additional weeks of paid parental leave, for a total of 12 weeks at 100% of base pay.

·         OhioHealth provides 9 weeks for natural birth and 11 weeks for cesarean, both at 100% pay.

·         Even outside the healthcare sector, companies like Amazon offer robust support with 4 weeks of prepartum leave and 10 weeks of postpartum leave at 100% pay, as well as 6 weeks of paid leave for spouses whose employers don’t offer parental leave.

We respectfully urge OSUMC and OSU Physicians leadership to re-evaluate the current parental leave policies and align them more closely with these competing entities and industry standards.  Therefore, we are requesting a revised policy that provides 12 weeks of paid parental leave at 100% of base pay for all new parents, regardless of birth method or family structure. This approach would provide much-needed equity and support for mothers, fathers, adoptive parents, and families of all kinds. Enhancing these benefits would support the health and well-being of our employees and their families, which would in turn improve morale, retention, and overall workplace satisfaction as well as employee engagement. 

Thank you for your consideration and attention to this important matter. We hope to see meaningful changes that reflect a deeper commitment to the families that support this organization every day.