Transcript: Know Your Work Benefits: FMLA, FSA and More!
Know Your Work Benefits: FMLA, FSA and More!
Episode 37, January 16th, 2013
Please be advised, this transcription was performed from a company independent of New Mommy Media, LLC. As such, translation was required which may alter the accuracy of the transcription.
TRISHA ZULIC: With the new child you have more cost involved not to mention taking time off to work, be there for that child – but what if you can take advantage of governmental work programs? How does the Family Medical Leave back work? How does one pay for child care using FSA?
I’m Trisha Zulic with Efficient Edge, here to help you understand your working government benefits and this is Parent Savers Episode 37.
KC WILT: Welcome to Parent Savers broadcasting from the Birth Education Centre of San Diego. I am your host, KC Wilt. Parent Savers is all about helping new parents for the baby years to the toddler years.
We are so lucky to have amazing experts on our show. So, shoot us an e-mail or call our hotline and we will get your questions answered. We also have a free app, a free newsletter. You can like us on Facebook, send us an e-mail or call our hotline. There’s so many ways to be a part of our show.
Also, did you miss an episode that’s been archived? Do you want to keep talking to the expert once the show stops? We have a Parent Savers Club where you can download the archive episodes and get exclusive content and so much more.
So, I’m a new parent. My son Carson is two and I’m joined here by one new parent and one expecting parent.
SUNNY GAULT: Hi, I’m Sunny Gault. I’m the host and producer of our sister show Preggie Pals. I have two little boys – one is seven months and one is about two and a half.
STEPHANIE SAALFELD: I’m Stephanie Saalfeld. I’m 29. I’m a gemmologist and I’m pregnant with my first child, a baby girl.
KC WILT: Before we begin today’s show, here’s Detective Damian Jackson with some great tips on protecting your children.
DAMIAN JACKSON: Hey Parent Savers, this is Detective Damian Jackson with the Escondido Police Department’s Family Protection Unit and the Internet Crimes against Children Task Force here in San Diego, California.
As part of the Escondido Police Department’s on-going series of community outreach, education to help families enhance their personal safety. I’m here today to talk to you about having a second dummy e-mail address. So, you’re walking down the street and a stranger comes up to you and says, “Hey, how’s it going? Can I have your phone number?” Would you give that out? Of course, not – that’s closely guarded information reserved only for those you want to have it.
But, oddly enough so many people give out their personal e-mail address all over the place and that complete strangers. It might not ever intend to do business with. Most of you are probably have the same phone number from many years and the same e-mail address for just as long, if not longer. Though, it’s not realistic to walk around with four different cellphones with different numbers, it’s very easy and beneficial to have a few e-mail addresses that you can use for different purposes. Those are what I call, “Dummy E-mails.”
When a business or service requires e-mail contact information from you, it’s always handy to have an extra e-mail set-up or you can selectably choose where these sources can e-mail you at. So, it’s not to clutter up your main e-mail that you use for all of your personal and important affairs; or staying connected with family and close friends.
You can also have your dummy e-mail address forward into your main e-mail address – so that you’re still able to review at any time but not have to worry about those outside sources having a direct line to your main inbox. Google is perhaps the best and most streamline e-mail provider out there. Best of all, it’s all free and very simple to setup, allowing you to manage all of your e-mail accounts under one riff and have them all connected with your main e-mail account – but, without having a disclosure guarded information out to the rest of the world.
It’s just another simple measure that you can take to add that extra layer of safety and privacy to you and your family’s personal affairs. For more information on how you can keep your family safe, visit us on Facebook or Twitter at /EscondidoPolice. With the Escondido Police Department and the San Diego Internet Crimes against Children Task Force, I’m Detective Damian Jackson reminding you and your family to be smart and be safe.
KC WILT: Today on Parent Savers, we have Trisha Zulic from Efficient Edge here with us to talk about and explain how to get the most out of our Work Benefits. So, are there ways to utilize your benefits when you’re pregnant?
TRISHA ZULIC: There’s so many different ways to utilize them. I think the biggest thing is, “Understanding that there are out there for you.” Many people don’t understand how many different benefits there are available. I mean you have FMLA, CFRA, Paid Family Leave, Paid Disability Leave – I mean its Alphabet Soup of benefits for you.
But, many people don’t understand them. Worst, the employers sometimes don’t understand those benefits or there to explain to the employee – that makes it really difficult on everyone.
SUNNY GAULT: So let’s say I’m pregnant, how do I go about getting those acronyms?
TRISHA ZULIC: You know you should first – if your company has a Human Resource Department, you should visit them first.
SUNNY GAULT: Okay.
TRISHA ZULIC: If they don’t have a Human Resource Department, you can see the office manager – if not, good old Google can help you out a lot. But, you want to go to the www.DepartmentofLabor.gov.ca website to kind of go down to and take a look at what’s available for you. But, you can always call me or call Parent Savers – I’m sure that could be look up in many different ways. I can provide some links for you and your listeners.
KC WILT: That would be great.
TRISHA ZULIC: So, that they can have some tools at their fingertips that are trusted tools. That’s the thing, it gets very confusing and once you start reading – you believe you think you know but then again, it may not fit that situation. So, it gets very difficult sometimes.
KC WILT: So, certain situations would work for some like disability. If I have a healthy pregnancy, I may not qualify for disability.
TRISHA ZULIC: That’s correct.
KC WILT: But, what it qualifies disability? Back ache, sore?
TRISHA ZULIC: You know that’s depending on your doctor. Your doctor usually takes the rains as far as what’s considered as a disability.
KC WILT: Okay.
TRISHA ZULIC: Usually with health care, if you tell them something hurts, they take your word for it because there’s really no other way to prove back pain and what-not. Some of these things are expected.
STEPHANIE SAALFELD: Yes, my doctor had absolutely no problem taking me off of work. I have been suffering from Pregnancy induced Carpal Tunnel. I have mentioned that during a couple appointments – she says, “Let me just write you a note.” Let me just write you a note and I was like, “I thought it would say – I wasn’t aware of even the exact benefits and how much I’m going to get paid.”
I was just worried about not getting paid. So, I still have a bit of time before the baby comes and I didn’t know if that would affect my future benefits.
KC WILT: Does it? How does that work?
TRISHA ZULIC: It does. FMLA and CFRA which is California Family Rights Act – which go hand in hand with FMLA but could, run separately. That was a handful so I’ll go back and explain. It can because you get only so many weeks of protected leave.
When I say, “Protective Leave” it’s protecting your job so that you can come back. But, your doctor definitely wants to keep you healthy.
STEPHANIE SAALFELD: Luckily for me, I’m due in January. So, I get it this year and then it starts over again in January – so I kind of fell on to like a really good category.
TRISHA ZULIC: You confirmed that with your employer right?
STEPHANIE SAALFELD: Yes.
TRISHA ZULIC: Okay, excellent because that’s another confusing thing. It talks about working 1,250 hours for the year but some employers don’t use calendar year. They use a, “Rolling Year.” So, it just depends on when it falls and how it’s done and how they’ve handled it in the past.
But you always want to ask those questions. When they answer them, find a polite way to say, “Can I get that in writing?”
STEPHANIE SAALFELD: Right.
TRISHA ZULIC: You want to protect yourself because again I say, “A lot of professionals in companies don’t understand the rules and regulations and can misspeak and or guarantee something that you’re expecting, and you’re going home to have a happy, healthy baby. You come back to, “My God, what just happen?” You want to make sure you have your rights written down and document it.”
KC WILT: So, how does FMLA work? That’s pretty much the main one that we’re going to talk about with parents. Has it work for moms and is it a separate for dads?
TRISHA ZULIC: Well, it works for moms and dads or any family member that will be considered the care-taker for mom. It’s about bonding also.
So, the requirements are:
• An employer has to have more than 50 employees.
• You must have worked 1,250 hours in the previous 12 months to even qualify and apply
But, if I may say, “It’s not just FMLA.” There’s a California Version of FMLA that’s out there that can run concurrently at the same time or separately. This is the catch that many employers don’t understand because if they don’t put concurrently on your paperwork, “You’re not only can get 12 weeks of FMLA, you can get 12 weeks from CFRA. You can get six weeks for PFL.”
I mean literally, you get the 12 weeks, you get the 6 weeks – you’re at 18 weeks plus another 12 weeks we’re at 40 weeks. If you cross the year, you get another 12 weeks and then you can get another 12 weeks. So, it really is a Numbers Game. Yes, I know. Thank you.
KC WILT: I need to e-mail you later for my next pregnancy.
TRISHA ZULIC: You know, it’s really especially a new mom or family and you’re planning, “You really want to plan how you do your pregnancy and how the leave takes place because I think it’s over 77% of families don’t take the full leave because they just can’t afford it.”
But, if you really plan it out and get a kind of fine-tune so that it crosses that year – you actually can take a maximum amount of leave to bond with your child, be there for those milestone moments and still have your job protected.
KC WILT: When I even tell – I have a friend of mine he is like, “He can’t take any time off and everything else.” So, I say, “Apply for it because sometime in that first year, you’re going to have a baby that’s sick that you’re going to stay home-with that you want to take that day off.” If it’s a Friday or a Monday with the PFL and the FMLA, you get paid for the weekend. So, it’s not necessarily Monday through Friday only.
So, my husband will take Friday off but he will get paid Friday, Saturday, and Sunday. Well, that decrease and payment on Friday and made up for the payment on Saturday, Sunday so he didn’t get a huge Lawson – the check by just that missing that one day of work.
TRISHA ZULIC: To clarify, that’s PFL because the Family Leave back FMLA does not pay by the employer or the state.
KC WILT: Okay.
TRISHA ZULIC: It actually allows you to take a specific amount of time which is 12 weeks and have your job protected when you return. So, that’s the misunderstanding sometimes is people expect, “Well, where’s the money coming from?” The money’s actually coming from State Disability and in California – that’s 55%.
Many people have difficulties living on a 100% of their pay. So, they say, “My gosh. What will I do for the 55%?” This is where you need to really maximize your benefits during open enrolment and understand what you’re getting yourself into because if you are planning a pregnancy, I’m sure most employers offer either a short-term or long-term disability plan that’s a buy-up.
Something as simple as $10 a month and people say, “No, they think about money today versus money tomorrow.” Those are the things people need to take advantage of. I think a good example is, “I helped a friend of mine who is having a child.” She says, “I want a plan for this. We’re going to try to get pregnant the next six months, what would I need to do?”
We sat down and we counter it out. It took us less than 45 minutes but we have the whole thing planned. We had her benefits purchased so she got the 95% of her current pay. She was [unclear] and it work.
STEPHANIE SAALFELD: How much time did she get to the take-off for [unclear]?
TRISHA ZULIC: She took a total of 40 weeks. She took almost the entire year.
KC WILT: She got paid?
TRISHA ZULIC: Yes.
STEPHANIE SAALFELD: That’s amazing.
KC WILT: I’m sure I mentioned your e-mail and website. I’m just kidding. So, I know that PFL is in California, are there things that’s not in California and how did someone find at about their PFL?
TRISHA ZULIC: Well, Paid Family Leave – specifically, I think California was catalyst for it. But, there’s New York, New Jersey, Rhode Island and Hawaii that have similar benefits. But, if you think about that small handful of all the states that we have, that’s really sad – that’s just something about our culture and something we may need to work on.
United States outside of Australia is the only one that doesn’t give another almost a full year off with pay. As HR, I kind of go both sides with that because I think we should have much time as we want as you should be paid. But, where’s that money going to come from? How does it impact everyone else? So, it’s something that our country really needs to figure out.
KC WILT: Even, I said Australia was talking to my girlfriend about this episode just yesterday. She’s Australian and she was saying, “You may not get paid but most people, Australians will take a full year off and their jobs still there.”
TRISHA ZULIC: Protected.
KC WILT: Protected and I was just amazed at that just that there’s opportunities and yet everyone has to go back to work after a while like three months, are they lucky?
TRISHA ZULIC: Many are very reluctant to do that. You see the baby, you’ve seen them growing. You see all these different things, you just want to be there but you also have your responsibilities to raise your home, your spouse and you’re other children. Not to include [unclear], I don’t think that too so
KC WILT: So, are there timelines to set this up? Do you have to set it up with your HR before you get pregnant?
TRISHA ZULIC: Well, I wouldn’t recommend that. Although, HR people – I made myself included in my peers, we really do Human Resources for the care and giving of others. Sometimes you get wrapped up in the politics of the organization and what drives some of the decisions. So, I don’t want to say – the fore warnings are probably not a good idea.
Once you’re pregnant, you’ve become protected under ADA. You could have that conversation – not only to just talk about, what benefits are available to you at the time off you can take but also to talk about the planning – and also get yourself protected as soon as you tell them that you’re expecting, “You’re protected under ADA.”
So, as far as set-up FMLA requires the 30 days notice. That doesn’t mean in your 8th month, you tell them, “Okay, I’m leaving.” You need to have that conversation in your first trimester once you know. Many people are very reluctant to say anything because they’re afraid they’re going to get fired. But again, as soon as you make the announcement, “You’re protected.”
I will tell you many employers in HRP may not know this. So, you might run into a situation where the strange things start happening at work. That’s when you reach out to – you can reach out to me or a consultant or reach out to Parent Savers and say, “What can I do?” I tell them I was pregnant and things started happening at work. I feel like I’m going to get fired. I feel like I’m being targeted.
Reach out to a professional and find out because they just may not know or understand what needs to happen.
KC WILT: Well, and then if you don’t tell them and you start to show – they’re going to be like, “I think she’s pregnant. Let’s fire her before we know about it.” So, therefore it’s not – I don’t know if that stuff happens but I can see it.
TRISHA ZULIC: It really doesn’t. I’ve actually sat and talk to my peers. Human Resource profession itself is predominantly women and predominantly mothers. So, we understand and been there and done that. They do it again sometime in the future. So, there’s a lot of understanding.
But again, there are a lot of pressures that come in with the job and you have to be a very strong individual to fight the political pressures that might come about in the workplace. So, does it happen – most likely? Does it happen often – probably not?
KC WILT: Well, thanks so much. When we come back, we’ll talk about the FSA and how it can help you pay for child care, we’ll be right back.
Today on Parent Savers, we have Trisha Zulic from Efficient Edge and she’s here explaining what are benefits are. In this haze of conversation, some of the acronyms we’ve understand and Sunny just mentioned its Alphabet Soup as well. So, let’s backtrack just a little bit. Trisha, how does one go about finding these benefits?
TRISHA ZULIC: I think that’s a great question because that’s the first thing that comes up. When you’re hired at your employer, you get that influence Employee Handbook that went into the cabinet that you never look at again. It’s time to dust it off and pull it out and start looking at it. There’s a place in there regarding leaves and how the company handles their leaves because some leaves are volunteering.
Your company may go above and beyond what they’ll allow which a great thing or they just may do the Menem. But, at least there you begin to find out in writing document it what your rights are. Family Medical Leave – FMLA is across the nation at any place you are. You want to start there.
You started with the government, then you go to the state government then you go down in the local municipality but the first place to start is your Employee Handbook.
KC WILT: Great. Thank you so much. Also, to continue the discussion earlier I wanted to ask you state employees or federal employees?
TRISHA ZULIC: Absolutely.
KC WILT: Teachers, I mean I have a friend of mine – she’s actually the Australian I just mentioned who was talking about these. She works for a university college. She could apply for one of them. Her and husband both are there. He can’t get PFL.
TRISHA ZULIC: Right.
KC WILT: So, that how does it work that didn’t get FMLA, Family Medical Leave. But, maybe the PFL doesn’t work.
TRISHA ZULIC: Right, because the PFL is connected to the State Disability Insurance. If the organization is after that like the police officers, many times they have bottom state disability and their social security. If they opt that, that means that municipality or educational institution has a voluntary program.
So, they have something in-place that shouldn’t mirror that. That’s probably why they couldn’t apply for the PFL because they’re not paying to the system. They can’t take out the PFL.
KC WILT: A good thing to tell her would be, “Check what her work has.”
TRISHA ZULIC: Absolutely. In other words, “Dust off that Employee Handbook and take a look under leaves and it’s probably there.”
KC WILT: Great.
TRISHA ZULIC: I will tell you, “Many employers do not volunteer their information is not because they don’t want you to know but they don’t remember that it’s there.”
KC WILT: Yes, it’s a good point.
STEPHANIE SAALFELD: How sad. My husband and I also work for the same company. So, is there something about the FMLA having to be split up? Is it only 12 weeks per person or is it than 12 would we have to like split those 12 weeks because that I heard some I don’t remember if it was my HR person that said that or if I just read that somewhere else.
TRISHA ZULIC: Right, good old Google getting us in trouble getting right. If you’re both employees getting separate checks, you’re both entitled to that leave and its 12 weeks. Yes, you can take it at the same time. Don’t let anybody tell you cannot because he’s bonding and you’re actually having the child.
STEPHANIE SAALFELD: Well, we also get the PFL also. Our company is pretty good.
TRISHA ZULIC: Awesome, you’re fortunate. Again, many companies don’t do it on purpose. They just don’t know.
KC WILT: Let’s talk about that a little bit about the FSA. How can you and your child benefit from the FSA or the HSA. I’ve heard these rumours out there that you can pay for day-care with the FSA’s: “Flexible Spending of Account” and HSA’s: “Health Care Savings Account.”
TRISHA ZULIC: Health Savings Account.
KC WILT: Health Savings Account and they’re both with pre-tax dollars.
TRISHA ZULIC: Right.
KC WILT: We used our FSA which I found – I have a lot of people says, “It’s too much paper work. It’s too much whatever. It’s going to end at the end of the year and you’re going to lose all that money.” Well, we’ve never lost any of that money paying with co-pays. We’ve never lost any of that money paying for any of that stuff. Once you have a child, you can change it.
TRISHA ZULIC: That’s correct, there open in enrolment.
KC WILT: Yes, you’re not locked-in and that was something that we didn’t know. But, we used it and I want to know how to pay for day-care with it.
TRISHA ZULIC: Absolutely, so FSA – Flexible Spending Account adding again to the Alphabet Soup.
KC WILT: Yes, I know really.
TRISHA ZULIC: Flexible Spending Account let’s you set aside dollars pre-tax to pay for either health care or day-care – but they’re two different plans and not employers off are both plans. So, FSA Healthcare allows you to use pre-tax dollars to pay for health bills, co-pays and things like that.
Let’s just say, “You’re opted for $25 at the beginning of the year on January 1.” On January 2, that entire $25 is available to you.
KC WILT: Even though it hasn’t been taking out of your pay check?
TRISHA ZULIC: Even though it has not been taking out of your pay check which is awesome. But the FSA Day-care cannot be utilized as the same way. If you’re after $2500 but say your first check falls on January 5th and the first hundred dollars go’s in let’s just say.
KC WILT: This is the HSA?
TRISHA ZULIC: This is the Flexible Spending Account for Day-care.
KC WILT: Okay, I got it.
TRISHA ZULIC: If you’ve get paid on the fifth and a hundred dollars came out, that’s what’s available to you. So, it is as earned versus available from the point of taking it up. So, many people don’t understand that but still there’s an advantage. I mean if you think about the 2% Adjusting Gross Income AGI that’s needed on your tax to kind of write this off. Most people don’t hit those numbers.
So, this still saves you money upfront by having the day-care dollars come out in advance. As very easy, you just use simple multiplication. If it’s 12 months worth of day-care and the day-care’s a $100 a month – you get $1200 a year. You won’t lose anything that way. But, it is still comes out pre-tax which is saving you money on the front end.
SUNNY GAULT: We notice the big difference so my husband decided before we had our child, “We were going to attempt to do this and he put it aside just a little bit per check, pay check.” Maybe it was $50 per pay check but ironically, I know I have been maybe a $100 per pay check. But, then ironically, when we got at the end of the month and we got his pay it was the same amount minus like $3 because of the pre-tax, he was taxed on a lower rate or whatever and so, we lost no money.
We had this credit card, it was an FSA. It was only for our healthcare. But, we have this money in there. We had an extra hundred bucks. It was like free money to us. We were hollering and we’ve been like, “Everybody needs to do an FSA.” So, that’s pretty interesting. This is the same thing with the HSA or is that totally different?
TRISHA ZULIC: It’s just slightly different. Many employers have not start to participate in HSA just because of the huge educational curve that’s around it.
KC WILT: Okay.
TRISHA ZULIC: It does work the same way and there’s some matching dollars but it is much more difficult to manage just because there’s so much more education that’s needed around it. FSA though, everyone should participate in that, everyone should because if you maximize it, you’re definitely saving money, definitely saving money.
STEPHANIE SAALFELD: What are some of their like hidden benefits that new parents can take advantage off?
TRISHA ZULIC: Well, I’ll tell you some of the hidden benefits – there’s just when you go through, open an enrolment and you’re going to and you hang about your medical, your dental, your life, your this and that.
STEPHANIE SAALFELD: Yes, and we actually have to decide – actually we have to turn all of our paperwork this Monday.
KC WILT: Your baby is not even here yet.
STEPHANIE SAALFELD: No and so, we’re deciding if we’re doing the FSA or if were you know – we did the life insurance already. So, what else is there that we can do?
TRISHA ZULIC: Well, I would say definitely take a look at your Short-term Disability Benefits. If there aren’t any, ask your company to provide them because that’s the one hidden thing that people think, “You know, I don’t want to pay $20 a month.” But you know, that $20 a month is going to pay you a thousand dollars a month when you’re out on disability and it does not coordinate with the state.
You can get close to 95% of your current pay that way and many people don’t understand that. They’re looking at today’s money not tomorrow’s consequences of the choices they’re making. If you don’t understand your benefits, go back and ask until you do. I know it’s overwhelming what your benefits but there’s so many hidden nuggets within those benefits that people don’t partake in because by the time you’re just get done choosing your medical plan, you’re kind of finished, less known down, less known Long-term Disability, Short-term Disability and all of the other things that are there.
The child life insurance, that’s usually pennies on the dollar versus the plans you can buy outside of your organization. You need to think about those things. If you’re planning to have a child, what about your life insurance? How are your children going to be taken care off if something unfortunately happens to you? It’s really those disability benefits that are important because since California shouldn’t say, “Only.”
California is the highest paying, disability benefits outside of Hawaii, and the pay is 66% out there in the nation. But, again, if you can live on a 100%, how do you get by on 55% and if both of you are leaving the workplace – what exactly does that mean?
SUNNY GAULT: Right, so what’s the difference between like the Short-term Disability and just State Disability?
TRISHA ZULIC: So State Disability can last up to 12 months. After 12 months, you can apply for social security income, if you can qualify – that’s the hardest thing. But, with state disability, you get 55% and it’s based on in a prior period where they look back to see how much you’ve earned and they determine how much those balance are. I think the maximum is like $949 something of the sort.
SUNNY GAULT: Right.
TRISHA ZULIC: So, they determine that and if base that comes out to 55% of your pay, your gross pay – not including bonuses and other things. So, it can kind of throw you off but with the Short-term Disability depending on who the carrier is, they may not coordinate with the state and what that means is that, “They could pay you another short term benefit amount that doesn’t get reported to the state and you get to keep that amount also which increases your disability amount which allows you to stay-home.”
SUNNY GAULT: On top of the state?
TRISHA ZULIC: On top of the state.
SUNNY GAULT: Okay, I see.
TRISHA ZULIC: Those are the questions that you will need to ask because those are the what is so important to families and employees because it’s a thing they don’t understand and you have to ask it during open enrolment because it’s too late once you’re in the situation.
SUNNY GAULT: Right, okay.
TRISHA ZULIC: So, you need to go back to your paperwork look at the Short-term Disability. Most Short-term Disability policies last for about 12 months. Then, there’s long term disability which will last you until you retire. If something were to disable you, you could no longer do your regular job which you wouldn’t think is such an important thing but, it really does make a difference.
There are so many people out there that may have some slight difficulties and things like that and they’re not being out at 18 months. That long term disability is going to come in way handy because when you start dealing with Social Security that 55% drops to a very minimal amount depending on how long you’ve been working.
KC WILT: I want to add that, “Sometimes that you might be listening to this and think – I just got my job so I can’t apply for this.” My husband got his job in – I think his first day was in Junior, I think it was July and we had our baby in November and he hadn’t been there long enough to get these benefits. However; they kicked in January. So, he still within the calendar year of our child’s being born – he still was able to apply for them and get them.
So, don’t just rule out just because you haven’t been at the company for a short term. Talk to your HR and talk to those people and see if you can still get that FMLA and the PFL or any of the other Alphabet Soup to see if you can really benefit because it may just get kick in just later than right away.
TRISHA ZULIC: It’s about getting at that Employee Handbook and dusting it off.
KC WILT: Well, thanks so much to Trisha Zulic for helping us learn about Work Benefits. If you want more information, go today’s show on our episode’s page on our website – or visit www.myefficientedge.com .
Our conversation will continue with Trisha after the show for our Parent Savers Club Members. We’ll be asking about utilizing our health insurance. See our website to sign up.
KC WILT: We have a message from one of our listeners. This is from Jesse from our Facebook page, “I love the recent podcast on swimming.” I’ve been taking my two girls – five years and two years old each weekend.
My five year old is getting to where she’s more comfortable trying to learn and my two year old has no fear. So, I’m going to continue to work with them. I want them to be comfortable in the water. Also, I’m glad to hear that you don’t have to remind them to hold their breath. Thank you so much Jesse. We love to hear from you guys.
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This has been a New Mommy Media production. Information and material contained in this episode are presented for educational purposes only. Statements and opinions expressed in this episode are not necessarily those of New Mommy Media and should not be considered facts. Though information in which areas are related to be accurate, it is not intended to replace or substitute for professional, Medical or advisor care and should not be used for diagnosing or treating health care problem or disease or prescribing any medications. If you have questions or concerns regarding your physical or mental health or the health of your baby, please seek assistance from a qualified health care provider.
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