1. I think this distinction that you're making in your head about the STD paying rather than your company paying is an artificial one. I get why it feels different, but your company paid for the STD. So effectively they are paying you. The STD company had to get the money to pay you from somewhere. And the place that they got it from was your company's premium payments.
Therefore if you understand that PTO is counted, then you should equally get that STD is counted. Like I said before, just think of your employer as a black box. Just like they will somehow come up with the money to pay you when you're out on PTO, they will somehow come up with the money to pay you if you're out on STD. From you're perspective it shouldn't matter how they come up with the money or who files the claim.
2. Your company is not asking you to pay back anything as far as I can tell. You keep using that language. All they are doing is keeping the same standard for hitting the bonus whether you are in or out.
3. The only place where I think you're getting a bad deal is the one month unpaid. So maybe that's not the best deal for you, but it's certainly not unheard of.
As an aside I think if you had your own practice you would be in much worse shape. Mostly because buying an individual STD policy for a young woman that covers pregnancy is extremely difficult (last I checked, could be wrong on that). These type of policies are generally only available to large groups where the insurance company can collect a large number of premiums to cover the risk.
Also there is a massive value in having a group of people that can cover for you and manage the business when you're out, so that you can literally forget about everything when you're on leave. It's hard to put a price on that. But the terms of your contract don't seem outrageous when you account for that.
Once again, standard disclaimer applies.
Therefore if you understand that PTO is counted, then you should equally get that STD is counted. Like I said before, just think of your employer as a black box. Just like they will somehow come up with the money to pay you when you're out on PTO, they will somehow come up with the money to pay you if you're out on STD. From you're perspective it shouldn't matter how they come up with the money or who files the claim.
2. Your company is not asking you to pay back anything as far as I can tell. You keep using that language. All they are doing is keeping the same standard for hitting the bonus whether you are in or out.
3. The only place where I think you're getting a bad deal is the one month unpaid. So maybe that's not the best deal for you, but it's certainly not unheard of.
As an aside I think if you had your own practice you would be in much worse shape. Mostly because buying an individual STD policy for a young woman that covers pregnancy is extremely difficult (last I checked, could be wrong on that). These type of policies are generally only available to large groups where the insurance company can collect a large number of premiums to cover the risk.
Also there is a massive value in having a group of people that can cover for you and manage the business when you're out, so that you can literally forget about everything when you're on leave. It's hard to put a price on that. But the terms of your contract don't seem outrageous when you account for that.
Once again, standard disclaimer applies.
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