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Maternity Insurance Arizona Question & Answers

2014 March 18
by Sarah Fields

Charles asks…

How do I get maternity insurance?

We are wanting to start TTC, but we are a little worried about the cost of the actual birth and doctors expenses, as well as any complications that might arise. Now, we do have enough money to cover the basics, but if anything else should arise to complicate things, we’re worried. We both work from home for ourselves and have looked into private health insurance, even only maternity insurance, but the plans just suck and dang expensive! Anyway, I was wondering if you knew of any way to get legitimate insurance for only me while I’m pregnant, and for the baby after its born? Some sort of affordable state insurance? Im in AZ by the way. How would i go about finding something like that? thanks!

Sarah Fields answers:

Im in AZ too and am trying to figure out the same thing (my current insurance doesn’t cover maternity). You can look at the Baby Arizona website and see if you would fall into any of the categories. You might be able to talk to some of the insurance companies like State Farm or Farmers Insurance and see if any of them deal with health insurance where they can assist you. Some Dr’s offices also know sometimes where to suggest.
Best of Luck.

Mary asks…

In AZ – I dont fall under FMLA (new job) what benefits can I get?

Hi helpful people :)

I joined a company 3months ago, i dont fall under FMLA..and also no maternity paid time off ..as I wasnt there for 1 year. What other benefits can I retrieve from my employer? Does arizona have any laws? Is there a website I check?
Note – I have my own insurance.

Sarah Fields answers:

FMLA just protects your job while you are out because of an approved illness, situation, etc. It has nothing to do with PAY. FMLA does not mandate an employer pay the employee. It just keeps them from firing you for being absent assuming you meet the qualifications.

You cannot get anything from your employer unless you have accrued vacation time, sick time, or any personal time they might offer. With your limited tenure, i think you will probably be out of luck on the pay issue.

Good luck!

Lisa asks…

Maternity Laws of Arizona?

What are the maternity laws and how do you tell your employer of a new job that you’re pregnant?

Sarah Fields answers:

I’m assuming you mean Maternity Leave laws. Yes there are, they must conform to Federal law regarding maternity leave. They may also have company policies that enhance the leave, perhaps paying you for part of it like sick leave. Your employer CANNOT, however, violate Federal statutes regarding maternity leave.

“While no federal law requires paid maternity leave, two laws give workers important rights related to
pregnancy, parenthood, and taking care of seriously ill family members. The Pregnancy Discrimination Act
of 1978 (PDA) requires that employers treat pregnant workers the same as other employees with temporary
medical disabilities in all conditions of employment, such as pay and fringe benefits, including paid sick days,
health insurance coverage, and temporary disability insurance.6 It also forbids employers from discriminating
against pregnant women or forcing them to take pregnancy leave. The law does not require employers to
provide paid leave, but if they provide it for some medical conditions, they must include pregnancy. (The PDA
applies to firms that are subject to the 1964 Civil Rights Act—those with 15 or more workers.)
The federal Family and Medical Leave Act of 199 (FMLA) protects workers’ job security during leave taken for
the employee’s own disability or illness (including pregnancy and childbirth); the care of the employee’s newly born,
adopted, or fostered child; or to care for an immediate family member (spouse, child, or parent) with a serious health
condition. The FMLA applies to employees who work 20 or more weeks in a year and have worked at least 12 months
for their current employer and who work for a firm employing at least 50 workers. This federal policy ensures that
eligible employees receive:
• up to 12 weeks of unpaid leave annually (leave may be taken all at once or intermittently, and for part
or all of a day);
• continued health insurance benefits (if ordinarily provided by the employer); and
• a guarantee of return to the same, or an equivalent, job.”

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