Various strategies offer ways to deal with an overcologned co-worker

Q. I work withsomeone who tends to wear too much cologne, to the point it is overwhelming and distracting. Is there a tactful way of letting the co-worker know?

A. Your colleague's cologne is bothering you. Is this situation an annoyance or is it a health issue for you? Working with a colleague who reeks of cologne may not only be distracting; it may be hazardous to your health, especially if you suffer from allergies.

Are you exhibiting specific allergic reactions, such as watery eyes or sneezing, to this employee's cologne?

If it is a health issue, then you need to speak with your supervisor, and perhaps human resources, immediately, to insure that they arrange a safe and allergy-free workplace for you.

If you determine that your colleague's cologne is not a health issue for you, but merely an annoyance, then your strategy is different. In that case, instead of going to your supervisor, you need to talk with your co-workers. Are you the only person affected adversely by the smell, or does the cologne affect some or all of your other colleagues as well? Do a quick informal but confidential polling of your co-workers to find out.

If you find other co-workers who share your concern, there may be one person in the group who is willing to volunteer to speak to the co-worker on behalf of the group.

This might work well if these two co-workers are in the habit of socializing at lunch or after work. If no one in the group is willing to talk with the co-worker, then you may want to enlist the help of the co-worker's supervisor, a discreet human resources representative, or a friend of this co-worker from another department.

On the other hand, if you find that you are the only person bothered by the smell, then you have several options. You can try maintaining your distance as much as possible from the employee. You can try using some scented interventions in your workspace, such as a room freshener with a scent that you like, or potpourri, or spraying yourself with your own cologne. Alternately, you might want to try going out to lunch with the employee and casually mentioning it. You may be able to work out a compromise, in which he or she still uses the cologne, but uses less of it.

Let this be a reminder to all of us how easily smells of all kinds-- body odor, food, and perfume -- waft over open office spaces.

Although I assume that your co-worker is unaware of the impact that his or her cologne has on others, and that his or her cologne overdose is accidental, occasionally someone makes liberal use of cologne to mask other odors or causes: physical or psychological illness, lapses in hygiene, or daytime drinking.

Although these are relatively rare occurrences, if the cologne dousing continues in spite of intervention, the individual's supervisor or human resources may need to be vigilant.

Try networking to find out about benefits
Q. I am in the process of interviewing for a new job and I would like to know the right way to ask about maternity leave benefits. Obviously, I would not think to bring up this question until after a position has been offered. However, I would think even asking about the company's policy would make them anxious in regard to my family life or make them second-guess their decision about me. Most of the places I am applying to are small, and I don't want to be stuck with a limited or lack of maternity leave policy when my husband and I decide to have more children. Is there a good way to bring this up, if ever?

A. Companies differ in what they offer for maternity leave. Some grant a paid leave, while the majority of companies grant only unpaid leave.

You don't want to signal prematurely your intentions to expand your family size and risk jeopardizing getting the job. Before you interview at a company, see if you can research the company and network your way to someone who works at the company.

Your ideal contact is someone who will not be involved in the hiring decision but who is willing to tell you about the company benefits, or perhaps even show you the benefits information.

If you are unable to receive any advance information about a company's maternity leave benefits through networking, you are correct in planning to wait until after you have a job offer to ask about benefits. But you can feel comfortable asking about benefits in a general way, after you have secured a job offer.

You should be able to then find out information about benefits such as the company's paid time-off policy (including vacation, sick, and personal time) and insurance coverage. Paid short-term disability is generally how companies offer paid maternity leave to their employees.

When you start work, you will receive a comprehensive company benefits packet of information all new employees receive at the time of hire. I will admit that it's not the most stimulating reading, and that most people just file these packets away without opening them.

But, if you are interested in learning specifics about your company's maternity leave benefits before you become pregnant, I suggest you read through this material carefully; the specific maternity leave references may be buried. If you are a member of a union or have signed an employment contract, you will have easier access to information concerning your benefits, including maternity leave.

Remember that even if your company does not offer paid maternity leave, you should be eligible for unpaid maternity leave.

In Massachusetts, companies don't have to pay you during maternity leave, but they do have to give you time off. Massachusetts offers an unpaid maternity leave benefit to all female employees, regardless of the size of their employer, after they have worked full time for three months, or after they have satisfied their company's probationary period.

The Massachusetts Maternity Leave Act entitles a female employee to an eight-week leave, "solely for the purpose of giving birth; adopting a child under the age of 18; or adopting a child under the age of 23, if the child is mentally or physically disabled."

The act guarantees that the worker will be restored to the same or a similar position, including status, pay, and commission structure, reporting relationships, duties, etc.

There is also federal legislation, the Family and Medical Leave Act. FMLA allows unpaid leave of up to 12 weeks. It can be requested by either a male or female employee to care for a newborn, adopted or foster child (or also, incidentally, to take care of his or her own serious health condition or to take care of certain close family members).

The eligibility requirements are more stringent: you need to have worked at least 25 hours per week for at least 50 weeks for a company that employees a minimum of 50 employees. You can take up to 12 weeks of unpaid leave during any 12-month period, but are entitled to as many maternity leaves as you need, under the Massachusetts act.

Some companies require you use your accrued sick, vacation, and personal time first, before the unpaid leave begins. Some companies pay their employees for all or part of this leave.

If your employer offers paid maternity leave benefits through their short-term disability insurance benefits, the plan may cover prebirth bedrest as needed, as well as varying lengths of coverage postpartum.

A percentage of your salary, ranging from 50 percent to full salary, is covered. Most employers require their employees to use their accrued vacation, sick, and personal time first before going on short-term disability, and may require various forms of medical documentation.

Discuss healthcare options with both firms
Q. I am leaving my current company for another job, and my new healthcare benefits do not start immediately on my date of hire. A co-worker told me that I could get my healthcare covered for the next month through my current company since my last day is the second of the month. Is this true? And, if so, what are my next steps?

A. Talk with both employers -- the one you are leaving and the one you are joining. Ask each to work with you to bridge any possible gap in coverage.

In principle, what your co-worker told you is generally true: that terminating on the second day of the month would indicate that your healthcare coverage would be in place for the entire month.

However, your best and most reliable source of information is the benefits person or department at your company. Each employer has different rules and regulations regarding healthcare coverage.

When you resign from your current employer, discuss continuing or canceling your existing healthcare coverage.

As part of negotiating a new job offer, try to negotiate the start date of your new healthcare benefits. Some companies have a fixed waiting period for new employees; others do not.

You may have another option if you find you have a gap between the end of coverage from your current employer and the start of coverage from your new employer.

If your current employer has 20 or more employees, you may be eligible for coverage through COBRA. COBRA is a federally mandated program that provides for the continuation of healthcare coverage for up to 18 months -- at the same group rate. Ask your benefits counselor about that plan if it is applicable.

Last year, Massachusetts passed extensive healthcare reform legislation. When all of these changes are implemented, potential gaps in coverage such as you may be facing will no longer be an issue.

Roni F. Noland is a career counselor/coach in private practice. She can be reached at rfnoland@comcast.net. E-mail questions to jobdoc@globe.com or mail to Job Doc, Boston Globe, Box 55819, Boston, 02205-5819.