Ryan Bailey

My name is Dr. Ryan Bailey, PT, DPT. I am a licensed pelvic floor physical therapist specializing in pregnancy and postpartum care, and I am also a mother of two. I am submitting testimony in strong opposition to the amended language requiring “at least 15 calendar days’ notice” prior to taking leave for childbirth-related, postpartum, or infant medical appointments. This requirement is not only unrealistic, it fundamentally misunderstands the realities of postpartum healing, infant health, and the current medical system families are navigating. As both a clinician and a mother, I can say unequivocally: there is no way for parents to reliably predict medical needs 15 days in advance during the first year postpartum. Infants do not get sick on a schedule. Feeding difficulties, infections, breathing concerns, and growth issues often arise suddenly and require prompt medical attention. Expecting parents to anticipate these needs two weeks in advance is detached from real life. Similarly, postpartum recovery is not linear or predictable. As a pelvic floor physical therapist, I routinely work with mothers who experience: -Sudden increases in pain -Signs of infection or delayed healing -Worsening pelvic floor symptoms -Complications related to tearing, cesarean recovery, or prolapse -Mental health concerns that require urgent evaluation These are not issues that can be responsibly delayed to satisfy an arbitrary notice period. Requiring 15 days’ notice effectively forces parents to choose between: Attending medically necessary appointments, or Protecting their employment That is not a reasonable choice to impose on families during one of the most physically and emotionally vulnerable periods of their lives. In practice, this language will discourage parents from seeking timely care, which increases the risk of medical complications, prolonged recovery, and long-term health consequences. That outcome benefits no one, including employers. The amended language also allows employers to require documentation to “ensure the time is being used for its intended purpose.” This is deeply concerning. Medical appointments related to postpartum recovery and infant care often involve highly private, sensitive health information. Employers do not need, nor should they have access to, confirmation or details of a parent’s medical care beyond what is already protected under existing employment and medical privacy laws. Requiring proof for unpaid leave sends a clear message of mistrust toward parents at a time when support is most needed. The original language requiring reasonable notice appropriately balanced the needs of employers with the realities of family health. Replacing it with a rigid 15-day requirement shifts that balance entirely onto the backs of parents and infants. Reasonableness allows flexibility: Advance notice when appointments can be planned Grace when medical needs arise suddenly A fixed 15-day rule does not reflect medical reality and does not improve workplace function. It simply creates unnecessary conflict and hardship. As a healthcare provider who sees the consequences of delayed postpartum and pediatric care, and as a mother who has lived through the unpredictability of the first year postpartum [twice], I urge you to reconsider this amendment. Families are not asking for paid leave, unlimited time off, or special treatment. They are asking for a modest, humane allowance to attend essential medical appointments without risking their jobs or their privacy. The “at least 15 days’ notice” requirement undermines the intent of this bill and places an unreasonable burden on parents during a critical period of health and recovery. I respectfully ask that this language be removed and that the standard of reasonable notice be preserved. Thank you for your time and consideration. Dr. Ryan Bailey, PT, DPT, WCS, CPPNS Pelvic Floor Physical Therapist Mother of Two