Quitting While on Maternity Leave?

[Anonymous]

Anonymous wrote:Of course op can do whatever she wants. But people are delusional if they think there are no repercussions when woman take paid leave and then don't return, fed or not. I've seen it happen a few times and bridges are always burned, It also negatively affects willingness to invest in other women because supervisors worry they will leave as well.

op, if you are not sure, go back for a few months and see how you fee.

I disagree. People leave jobs all the time. Again, the paid leave is annual leave or sick leave. For example, my leave I'm taking is 12 weeks of saved annual leave. I'd get paid out that leave when I left regardless. I think as long as op had a good reputation at work and leaves gracefully then it's no big deal. It's not any different than male employees leaving for another company or position.

Op another Option is to ask to extend unpaid leave for three months and then reevaluate. But this is only if you're willing to pull the trigger now.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Of course op can do whatever she wants. But people are delusional if they think there are no repercussions when woman take paid leave and then don't return, fed or not. I've seen it happen a few times and bridges are always burned, It also negatively affects willingness to invest in other women because supervisors worry they will leave as well.

op, if you are not sure, go back for a few months and see how you fee.

I disagree. People leave jobs all the time. Again, the paid leave is annual leave or sick leave. For example, my leave I'm taking is 12 weeks of saved annual leave. I'd get paid out that leave when I left regardless. I think as long as op had a good reputation at work and leaves gracefully then it's no big deal. It's not any different than male employees leaving for another company or position.

Op another Option is to ask to extend unpaid leave for three months and then reevaluate. But this is only if you're willing to pull the trigger now.

p

There is a big difference in perception between leaving job and leaving a job after an extended paid time off when your office has made efforts to cover your work load with the expectation you return-- other people are taking on more work to allow op's leave, manager has to arrange and make sure work isn't falling through cracks, etc... To keep the position open is definitely a bigger drag on the office then hiring someone new on day one of leave, when people discover weeks of covering op's work for her was for no reason, they aren't going to be happy. Perhaps you haven't seen it happen, but I have, several times.

If you can't see the difference, you are in willful denial or just not that savvy. And yes, bridges also burned if a men doesn't return from paternity leave.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Of course op can do whatever she wants. But people are delusional if they think there are no repercussions when woman take paid leave and then don't return, fed or not. I've seen it happen a few times and bridges are always burned, It also negatively affects willingness to invest in other women because supervisors worry they will leave as well.

op, if you are not sure, go back for a few months and see how you fee.

I disagree. People leave jobs all the time. Again, the paid leave is annual leave or sick leave. For example, my leave I'm taking is 12 weeks of saved annual leave. I'd get paid out that leave when I left regardless. I think as long as op had a good reputation at work and leaves gracefully then it's no big deal. It's not any different than male employees leaving for another company or position.

Op another Option is to ask to extend unpaid leave for three months and then reevaluate. But this is only if you're willing to pull the trigger now.

p

There is a big difference in perception between leaving job and leaving a job after an extended paid time off when your office has made efforts to cover your work load with the expectation you return-- other people are taking on more work to allow op's leave, manager has to arrange and make sure work isn't falling through cracks, etc... To keep the position open is definitely a bigger drag on the office then hiring someone new on day one of leave, when people discover weeks of covering op's work for her was for no reason, they aren't going to be happy. Perhaps you haven't seen it happen, but I have, several times.

If you can't see the difference, you are in willful denial or just not that savvy. And yes, bridges also burned if a men doesn't return from paternity leave.

I'm sure her coworkers will move past it. She has every right to quit her job.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Of course op can do whatever she wants. But people are delusional if they think there are no repercussions when woman take paid leave and then don't return, fed or not. I've seen it happen a few times and bridges are always burned, It also negatively affects willingness to invest in other women because supervisors worry they will leave as well.

op, if you are not sure, go back for a few months and see how you fee.

I disagree. People leave jobs all the time. Again, the paid leave is annual leave or sick leave. For example, my leave I'm taking is 12 weeks of saved annual leave. I'd get paid out that leave when I left regardless. I think as long as op had a good reputation at work and leaves gracefully then it's no big deal. It's not any different than male employees leaving for another company or position.

Op another Option is to ask to extend unpaid leave for three months and then reevaluate. But this is only if you're willing to pull the trigger now.

p

There is a big difference in perception between leaving job and leaving a job after an extended paid time off when your office has made efforts to cover your work load with the expectation you return-- other people are taking on more work to allow op's leave, manager has to arrange and make sure work isn't falling through cracks, etc... To keep the position open is definitely a bigger drag on the office then hiring someone new on day one of leave, when people discover weeks of covering op's work for her was for no reason, they aren't going to be happy. Perhaps you haven't seen it happen, but I have, several times.

If you can't see the difference, you are in willful denial or just not that savvy. And yes, bridges also burned if a men doesn't return from paternity leave.

I'm sure her coworkers will move past it. She has every right to quit her job.

Of course she does. And every act has consequences, good and bad. If you don't return from maternity leave, it is just common sense that you may receive less than good references from that job.

[Anonymous]

Anonymous wrote:Of course op can do whatever she wants. But people are delusional if they think there are no repercussions when woman take paid leave and then don't return, fed or not. I've seen it happen a few times and bridges are always burned, It also negatively affects willingness to invest in other women because supervisors worry they will leave as well.

op, if you are not sure, go back for a few months and see how you fee.

agree - there are repercussions when you do this. it makes it harder for other women of childbearing age to get a job and be promoted. do what you want, but it might be in your interest to go back for a while and see how you like it before deciding.

[Anonymous]

Do you really think her coworkers will think "better" of her if she returns then quits 2 or 3 months later? That someone will be more inclined to give her a better reference?

[Anonymous]

Anonymous wrote:Do you really think her coworkers will think "better" of her if she returns then quits 2 or 3 months later? That someone will be more inclined to give her a better reference?

Yes if she comes back and works for a few months and gives reasonable notice for a replacement While she is actually working. You seem to be lacking in the common sense department. Maternity leave is premised on a return,

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Of course op can do whatever she wants. But people are delusional if they think there are no repercussions when woman take paid leave and then don't return, fed or not. I've seen it happen a few times and bridges are always burned, It also negatively affects willingness to invest in other women because supervisors worry they will leave as well.

op, if you are not sure, go back for a few months and see how you fee.

I disagree. People leave jobs all the time. Again, the paid leave is annual leave or sick leave. For example, my leave I'm taking is 12 weeks of saved annual leave. I'd get paid out that leave when I left regardless. I think as long as op had a good reputation at work and leaves gracefully then it's no big deal. It's not any different than male employees leaving for another company or position.

Op another Option is to ask to extend unpaid leave for three months and then reevaluate. But this is only if you're willing to pull the trigger now.

p

There is a big difference in perception between leaving job and leaving a job after an extended paid time off when your office has made efforts to cover your work load with the expectation you return-- other people are taking on more work to allow op's leave, manager has to arrange and make sure work isn't falling through cracks, etc... To keep the position open is definitely a bigger drag on the office then hiring someone new on day one of leave, when people discover weeks of covering op's work for her was for no reason, they aren't going to be happy. Perhaps you haven't seen it happen, but I have, several times.

If you can't see the difference, you are in willful denial or just not that savvy. And yes, bridges also burned if a men doesn't return from paternity leave.

I'm sure her coworkers will move past it. She has every right to quit her job.

Of course she does. And every act has consequences, good and bad. If you don't return from maternity leave, it is just common sense that you may receive less than good references from that job.

Sounds like you're jealous of not being able to stay home with kids.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Of course op can do whatever she wants. But people are delusional if they think there are no repercussions when woman take paid leave and then don't return, fed or not. I've seen it happen a few times and bridges are always burned, It also negatively affects willingness to invest in other women because supervisors worry they will leave as well.

op, if you are not sure, go back for a few months and see how you fee.

I disagree. People leave jobs all the time. Again, the paid leave is annual leave or sick leave. For example, my leave I'm taking is 12 weeks of saved annual leave. I'd get paid out that leave when I left regardless. I think as long as op had a good reputation at work and leaves gracefully then it's no big deal. It's not any different than male employees leaving for another company or position.

Op another Option is to ask to extend unpaid leave for three months and then reevaluate. But this is only if you're willing to pull the trigger now.

p

There is a big difference in perception between leaving job and leaving a job after an extended paid time off when your office has made efforts to cover your work load with the expectation you return-- other people are taking on more work to allow op's leave, manager has to arrange and make sure work isn't falling through cracks, etc... To keep the position open is definitely a bigger drag on the office then hiring someone new on day one of leave, when people discover weeks of covering op's work for her was for no reason, they aren't going to be happy. Perhaps you haven't seen it happen, but I have, several times.

If you can't see the difference, you are in willful denial or just not that savvy. And yes, bridges also burned if a men doesn't return from paternity leave.

I'm sure her coworkers will move past it. She has every right to quit her job.

Of course she does. And every act has consequences, good and bad. If you don't return from maternity leave, it is just common sense that you may receive less than good references from that job.

Sounds like you're jealous of not being able to stay home with kids.

Nope, stayed home for five years, and then went back to work. But I didn't and wouldn't quit during maternity leave, seen it work out badly too many times.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Do you really think her coworkers will think "better" of her if she returns then quits 2 or 3 months later? That someone will be more inclined to give her a better reference?

Yes if she comes back and works for a few months and gives reasonable notice for a replacement While she is actually working. You seem to be lacking in the common sense department. Maternity leave is premised on a return,

This is common sense: OP is on maternity leave. Her office is functioning without her. She can provide notice now or up to a month before her expected return sate that she won't be returning. Office will still be functioning. Office will have at least a month or more to find her replacement. VERSUS: OP returns, and there is a transition period in which she takes on workload. Just as the office is getting into a groove with her back (2-4 months in) she gives notice. So now her office and coworkers have to transition again.

It is common sense and rational that one transition to a new staff person is easier for the office than two (OP comes back, then leaves again a short time later).

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Do you really think her coworkers will think "better" of her if she returns then quits 2 or 3 months later? That someone will be more inclined to give her a better reference?

Yes if she comes back and works for a few months and gives reasonable notice for a replacement While she is actually working. You seem to be lacking in the common sense department. Maternity leave is premised on a return,

This is common sense: OP is on maternity leave. Her office is functioning without her. She can provide notice now or up to a month before her expected return sate that she won't be returning. Office will still be functioning. Office will have at least a month or more to find her replacement. VERSUS: OP returns, and there is a transition period in which she takes on workload. Just as the office is getting into a groove with her back (2-4 months in) she gives notice. So now her office and coworkers have to transition again.

It is common sense and rational that one transition to a new staff person is easier for the office than two (OP comes back, then leaves again a short time later).


You are hopeless. Presmably op know how to do her job so no she is not the same as a new person. Do what you want. You sound like an entitled millennial trying to justify how to get her way with no repercussions. Good luck with your references, you don't actually live in no consequences world.

[Anonymous]

Maternity leave is not legally premised on a return. Leave is a result of work performed to date. Absent an employment contract to the contrary, employment is still at will during leave. Just as company can layoff op during her leave, she can also quit at anytime.

I am not a millennial (but thanks for making me feel 20 years younger!). I am an experienced professional who has finally learned mid-life that employment is truly a business transaction. Values of integrity and compassion are important- but don't make up rules that don't exist - especially those that seem to burden the individual in a business environment that already favors corporations.

[Anonymous]

Anonymous wrote:Maternity leave is not legally premised on a return. Leave is a result of work performed to date. Absent an employment contract to the contrary, employment is still at will during leave. Just as company can layoff op during her leave, she can also quit at anytime.

I am not a millennial (but thanks for making me feel 20 years younger!). I am an experienced professional who has finally learned mid-life that employment is truly a business transaction. Values of integrity and compassion are important- but don't make up rules that don't exist - especially those that seem to burden the individual in a business environment that already favors corporations.

So, you are arguing that their is no expectation that a woman return to work after maternity leave? This attorney finds your argument utterly unpersuavive. Besides, I 'n not making things up, have seen bridges burned when people "use" their leave and don't return. it isn't an issue of legal obligation, it is an issue of professionalism

[Anonymous]

You're making it harder for the women that come after you, and also you have no idea how you'll feel in a year. I wouldn't do it.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Maternity leave is not legally premised on a return. Leave is a result of work performed to date. Absent an employment contract to the contrary, employment is still at will during leave. Just as company can layoff op during her leave, she can also quit at anytime.

I am not a millennial (but thanks for making me feel 20 years younger!). I am an experienced professional who has finally learned mid-life that employment is truly a business transaction. Values of integrity and compassion are important- but don't make up rules that don't exist - especially those that seem to burden the individual in a business environment that already favors corporations.

So, you are arguing that their is no expectation that a woman return to work after maternity leave? This attorney finds your argument utterly unpersuavive. Besides, I 'n not making things up, have seen bridges burned when people "use" their leave and don't return. it isn't an issue of legal obligation, it is an issue of professionalism

According to your "professional" standards - how long does OP then have to stay at her job after returning from leave?