Planning for Pregnancy, Childbirth, or Adoption

Making plans for pregnancy, childbirth, fostering, or adoption can begin at any time, and there are resources to support you at any stage of this process.
Note: These are only suggestions, and not required for all employees.

UP TO A YEAR BEFORE THE ARRIVAL OF A NEW CHILD

+ Review your health benefits

Your health plan is a critical resource for you to familiarize yourself with prior to, during, and after your pregnancy. In addition to establishing a trusted relationship with a physician and related healthcare providers, you should also ensure that you undertand how to manage benefits and services related to maternity care, delivery, and adding a new child to your health plan coverage.

Civilian Employees

Visit keepinglawell.com to learn more about health plan resources.
To enroll or make benefit changes, please visit the LAwell Program Benefits Service Center or call (833) 452-9355 to speak to a representative.
In addition, local health plan representatives are available to assist you with questions about accessing services; please click here to find contact information for local Kaiser or Anthem representatives.

Sworn Employees

Sworn employees should contact their respective healthcare provider, union, or association for more information regarding their healthcare resources.

Tip: October is Open Enrollment. Apart from major life changes (adding a dependent or a spouse), changes to your health insurance must occur the October before the calendar year in which the birth or adoption is expected.

+ Review your disability coverage

LAwell Program

Civilian employees who are members of the LAwell Program are automatically enrolled in disability insurance providing income replacement of up to 50% of salary for a maximum of two years.
Employees also have the option to purchase Supplemental Disability Insurance at time of hire, during open enrollment, or after a life event change. Supplemental Disability Insurance provides income replacement for 66% of salary until retirement age.
Benefits are payable once an employee has exhausted all paid sick leave, continues to be off work due to a pregnancy-related leave, and meets the definition of disability under the insurance policy as approved by a medical provider and the disability insurance carrier.
In addition, both civilian and sworn employees may wish to contact their unions or City-affiliated associations and organizations to learn more about additional options for purchasing disability insurance coverage.
Civilian employees can visit keepingLAwell.com to learn more about LAwell Program disability, health, and other benefits.

Tip: If you’re considering making changes to your disability allowance, remember that such changes can only be made during the City’s annual open enrollment period, so plan ahead!

+ Research child care options

There are many types of child care that might work for your family. The Employee and Family Assistance Program (EFAP) can help with the process of finding the right options for you.

Click here for child care centers in the Downtown Los Angeles area.

AT ANY TIME

+ Contact Employee and Family Assistance Program

Civilian employees can reach out to the Employee and Family Assistance Program (EFAP) for additional support. EFAP is a 24/7, free, and confidential resource supporting you and your household members with everyday needs and life challenges, including legal, financial, and emotional needs.

Tip: EFAP can assist you in accessing a wide range of services at various stages of family planning, adoption, and pregnancy including financial, legal, wellness, pregnancy, and parenting services.

Visit liveandworkwell.com/CityofLA or call (800) 213-5813 to speak to a live representative 24/7.

Below you will find contact information for Employee Assistance Programs covering other groups of City employees:

Civilian (non-sworn, non-DWP) Employees: (800) 213 5813
Harbor Department Employees: (800) 367-7474
Department of Water and Power Employees: (888) 439-7327
United Firefighters of Los Angeles City: (800) 252-8352 Ext. 225

+ Understand your protections as a new parent or pregnant individual

You are protected against discrimination, harassment, AND retaliation for taking FMLA leave and for many conditions/actions associated with pregnancy. Visit MyVoiceLA.org at any time to learn more or to file a complaint about any experiences that violate these protections.

WHEN PLANNING TO TAKE A LEAVE FROM WORK

+ Work with your supervisor and HR to plan your time away from work

Contact your department’s FMLA coordinator to find out what leave and pay you would be entitled to at any time. This may include FMLA, CFRA ,or bonding time. This time can be taken altogether, or in some cases intermittently, to allow for flexibility after you return to work.

Pregnancy and family planning can be sensitive topics. You do not need to tell your supervisor about your pregnancy or expected new child until you are ready. However, in order to request leave for childbirth and bonding, you will need to give some notice.

If you know you will need to take leave in advance, you must provide at least 30 days notice.
If the leave must begin in less than 30 days from when you become aware of your need for it, you must provide as much advance notice as is practical.
If at any time during the pregnancy you are having difficulty performing your job duties due to your pregnancy, contact your Reasonable Accommodation Coordinator.

You can work with your supervisor or HR representative to:

Request leave
Plan for coverage or set expectations for the time you are away (including how much they will contact you)
Plan to adjust your responsibilities as necessary
Complete required forms for taking time off (search for Forms 191, 192 & 193)
Complete your FMLA calendar
Click here to learn more about paid leave

Sharing news about a pregnancy or change in parental status with colleagues is not mandatory, and you can work with your supervisor or a trusted colleague to determine who you tell and when.

WITHIN 30 DAYS OF THE ARRIVAL OF THE CHILD

+ Add your new child to your health insurance

The federal government establishes strict requirements for adding dependents to health coverage. A new child should be added to your family's health insurance immediately. You should review applicable requirements with your intended insurance provider. Civilian employees should review the LAwell Program’s annual CHOOSEwell enrollment guide and read the section on "Qualifying Life Events" to learn more about adding a new dependent child to health insurance. Information on "Qualifying Life Events" is also available on: https://keepinglawell.com/faqs/life-events/.

If applicable, you should add a new child to your family's health insurance within 30 days of the date of their birth, date adoption is finalized, or date legal guardianship is finalized.

+ Healthcare Flexible Spending Account

Healthcare Flexible Spending Account (HCFSA)

Save money on eligible medical expenses by electing to add or increase your Healthcare Flexible Spending Account (HCFSA) contribution.

You can set aside up to $2,700 in pre-tax dollars for eligible medical expenses (for example, the purchase of a breast pump can be made using a HCFSA account).
Estimate your expenses carefully and only set aside the amount you think you will claim during the calendar year.
For a list of eligible healthcare expenses, visit: https://www.wageworks.com/employees/support-center/healthcare-fsa-eligible-expenses-table/.

Tip: If you haven’t already done so, you may enroll into the HCFSA when you report a Life Event and add a new child to your health insurance within 30 days of the child’s arrival.

+ Dependent Care Reimbursement Account

Prepare to save money on childcare expenses by enrolling in the Dependent Care Reimbursement Account (DCRA).

You can set aside up to $5,000 in pre-tax dollars for eligible child care expenses.
Estimate your expenses carefully and only set aside the amount you think you will claim during the calendar year.
For a list of eligible dependent care expenses, visit: https://www.wageworks.com/employees/support-center/dcfsa-eligible-expenses-table/.

Tip: If you haven’t already done so, you may enroll into the DCRA when you report a Life Event and add a new child to your health insurance within 30 days of the child’s arrival.

+ File a disability insurance claim