Blended families are more common today than in previous decades, but many are still unaware of the legal dynamics that must be taken into consideration while doing financial planning and coordinating co-parenting dynamics.

Among these factors is considering whether remarriage might affect child support payments.

Remarriage has little impact in most cases

Child support varies by state, although some things apply universally, including the ability to receive or obligation to pay child support after remarriage. In California, child support won’t cease if either parent remarries, and generally, step-parents don’t assume responsibility as long as one or both parents are able to support the child financially.

In some cases, if a parent voluntarily remains unemployed or has a spouse who earns significantly more than both parents, that spouse’s income may be considered. Community property, which includes any of a parent and the new spouse’s jointly owned assets, may also be ordered by the courts to be used in child support.

Having more children cannot erase or lower child support payments, either.

Modifications are possible in rare circumstances

Altering the amount of child support paid is only possible if a parent can prove his or her income has fallen significantly enough to warrant a modification. Both parents will appear before a judge, who will make the decision.

Ultimately, child support is a fairly steady and fixed amount that remarrying will not alter. Consider possible changes in the future when planning your finances, but make sure that child support payments are factored in as a likely constant.

In the recent out-of-court case, the professor claimed that she had earned excellent ratings at her college, and her peers respected her. However, she claimed that, after she gave birth to a fourth child and then became pregnant once again, she began to be mistreated at work. For instance, she was reportedly taken out of the college’s newly formed MBA program and was forced to instruct lower-level classes.

In addition, her colleagues reportedly made petty comments to her regarding dirty diapers as well as birthing too many people. The woman furthermore claimed that the school decided not to renew her contract for the year of 2020 after she complained about the treatment she was receiving. According to the lawsuit, the treatment she endured caused her to suffer a miscarriage.

Sometimes, companies discriminate against pregnant women even though this is against federal and state law. Fortunately, individuals who face pregnancy discrimination in the workplace in Texas have the right to file lawsuits against their employers with the goal of righting any wrongs that have been committed. A suit that is fought successfully might lead to back pay or the reinstatement of a job, depending on the circumstances surrounding the discrimination suit.

Unfortunately, whether they live in another city or simply require intensive, ongoing care, it is likely that you cannot balance an outside job with full-time caregiving for a loved one struggling after an injury or during a serious illness.

Whether you don’t have adequate vacation time to cover how long you would be gone or you simply don’t want to use your paid leave for this task, you should take some time to educate yourself about your rights to leave under the Family and Medical Leave Act (FMLA).

The FMLA protects your rights as a worker

Some employers will only be as compassionate as the law literally requires them to be. Employers may begrudge the workers time off, even if it is for a personal medical issue or a desire to care for an ailing loved one.

However, your family may not have the resources to pay for a lengthy hospital stay or for in-home nursing care. Medicare may not cover all those expenses, and your loved one may not qualify for Medicaid. There are similar hiccups people often experience with private insurance during protracted illnesses.

Both from a standard of care perspective and an expense perspective, providing care for your loved one may be the best option. The FMLA helps ensure that you have the right to provide that care and still return to your job. Under the FMLA, you can take up to 12 weeks of unpaid leave each year. There are certain qualifications that you have to meet, however.

How to know if you qualify for FMLA leave

The qualifications to take leave under the FMLA are relatively straightforward. The individual you intend to provide care for must be either your spouse or a direct family member. Parents, as well as children, typically count. Cousins or close friends, will not.

You will also need to have worked at the same company for at least 52 weeks, and you must have worked at least 1,250 hours in those 12 months. Additionally, your employer must have at least 50 employees in a 75-mile radius.

If your work situation meets those requirements, request that your employer grant you leave under the FMLA. If they deny your request, you have the right to take legal action to assert your rights as an employee.