When Mary Lyon was pregnant with her first child, she was so busy toward the end of her pregnancy that she didn't even have time to meet with her work replacement to set up a transition meeting. As a result, things did not go smoothly when she left for maternity leave, and years later her boss was still unhappy.

For her second pregnancy Lyon recruited her own replacement and kept in touch with her frequently to ensure a smoother transition. There were still some problems, but they were not of her doing and she was grateful that she had kept careful records about her transition steps. That's the best piece of advice she now has for other women who are preparing for maternity leave. In her book, The Frazzled Working Woman's Practical Guide to Motherhood (Starburst, 1997), Lyon writes extensively about how to cover your tracks after maternity leave so there are no hard feelings later.

"I've known working women who discovered after they returned to work that there were leftover hard feelings at upper levels in the office," says Lyon. "Therefore, it's a good idea to document all the steps you take beforehand, all the notice you've given, plans you've implemented and the contingencies you've thought through. Hopefully you won't need to show any of this, but you'll be grateful you have it if there are complications."

Surprising as it may be, no one is automatically entitled to maternity leave. While most companies, big or small, do make provisions for pregnant employees, there are no "laws" that require an employer to provide maternity leave, either paid or unpaid, or to guarantee that a job will still be there when the employee returns. However, most companies do have some sort of program in place for pregnant employees.

This lack of legislation makes it even more important for a woman to be proactive in seeking as much time as possible for herself when she's planning her maternity leave. Jodi Grant of the National Partnership for Women & Families (www.nationalpartnership.org) says the first step is to read the employee manual and see what your company offers. Also, take a look at any laws your state may have on the books or if you may be entitled to consideration under the federal Family and Medical Leave Act. (Generally, only employers of more than 50 people are required to conform to this act. There are other exemptions as well.)

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