- It never seems like the right time.
- My maternity leave is going to fall immediately after a co-worker takes three weeks off to visit family in TX, which already has my boss scrambling to fill shifts.
- Last time I had a baby, something happened...oh yeah. They FIRED me.
My plan is to wait until after my first doctor's appointment on June 4th, when they will give me an estimated due date, although I've already narrowed it down to January4-11. I figure this way I can tell my boss the dates and then it will be a little more concrete than my predictions. (Of course, my last prediction was only a day off.) By that date, I'll be just over 8 weeks. Now, in your expert opinion, does that seem sufficient notice?
To thank you for your time, here's a little reward:
10 comments:
Totally more than enough notice. Most people actually wait until 12 weeks to tell, and legally you only need to give them a few weeks notice (not that it won't be obvious by then).
i wanted to wait until 12 weeks, but in a meeting discussing redividing out job responsiblities, my boss had me doing crazy bunch of stuff and i said well, tada! i think, if you can stand it, i'd wait until it's obvious then have it. put it this way, if your boss has to figure something for that one person's leave, then the "subbing in" should be already thought about...
Well, I would like to wait a while, but I'm so nauseous that it's not really an option. For example, this past Tuesday night, I had to run to the bathroom twice, thinking I had to vomit. Didn't actually happen, but if it had a weekend when other people were actually around, I would have had to explain that.
Typo:
...if it had happened on a weekend when other people were actually around, I would have had to explain that.
Hi, I know that you don't know me, but once in a while I wonder over from Meagans site to yours...(i hope that i am not the person that you are mad at for looking at your site!)I agree that it is best to wait. I am currently going thru a lot of issues my my employer regarding my leave. (i'm 22 weeks) Due to all of these issues I have done a ton of research on what our rights are as working pregnant woman. I am also taking a HR class right now with a teaher that doubles as a consultant for these types of issues. If anything comes up that you question, feel free to ask. The EEOC goverment web site is very helpful. (www.eeoc.gov)
Good Luck!
Thanks for the tip. I'll check out that website. Good luck with your issues.
i think it's funny that you said "good luck with your issues" like it's a mums the word health problem or something. :)
btw, the word verification is gojbBEER.
FYI...This is a response that I got from the EEOC:
The EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, national origin, sex (including pregnancy), age (40 or older), religion, or disability. It is also illegal for a company to take action against you because you complained of discrimination or because you were part of a discrimination case.
Pregnancy discrimination involves treating a woman unfavorably because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth.
It's against the law to discriminate on the basis of pregnancy when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, leave, health insurance, and any other term or condition of employment.
If a woman is temporarily unable to perform her job due to a medical condition related to pregnancy or childbirth, the employer must treat her the same as any employee temporarily disabled because of any other medical condition. For example, if the employer allows temporarily disabled employees to change tasks or assignments, take disability leave, or take leave without pay, the employer also must allow an employee who is temporarily disabled due to pregnancy to do the same.
The laws enforced by EEOC prohibit an employer from using neutral employment policies and practices that have a negative impact on the employment of a person because of his or her race, color, sex, national origin, age, religion, or disability, that are not job-related and necessary to the operation of the business.
If you believe you have been treated differently in a job situation because of your race, color, national origin, sex (including pregnancy), age (40 or older), religion, or disability; and you want us to investigate your complaint, you need to file a charge.
Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases).
Most labor unions and employment agencies are also covered.
Our role in an investigation is to fairly and accurately assess the allegations in the charge and then make a finding.
Nice picture who took it? David was looking @ this web site & was all excited,said thats the picture I took.He opened my phone went through my pics & there was the same pic.
Yes, that's David's work. For some reason, Kathryn likes having him take her picture. She won't smile and look at the camera for anyone else.
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