Disclosing pregnancy before start of a new job?

[Anonymous]

Anonymous wrote:

Anonymous wrote:I am the they won't trust you PP. I have ben one of those coworkers stuck filling in for an on leave coworker, no extra pay or consideration given. On top of doing that while the position was empty, then having the new hire gone again...not my idea of an ideal coworker. So we won't be having coffee or lunches but I will do my job and yours.

Uhh.... why didn't you ask for more pay?

Uhh..because that's not being part of the team and they don't give temporary raises.

[Anonymous]

You breeders don't give a rat's @ss about "supporting" your new workplace and coworkers it's all about you. You must Loooove JD Vance.

[Anonymous]

You don’t have to disclose and they don’t have to provide you any leave.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I am the they won't trust you PP. I have ben one of those coworkers stuck filling in for an on leave coworker, no extra pay or consideration given. On top of doing that while the position was empty, then having the new hire gone again...not my idea of an ideal coworker. So we won't be having coffee or lunches but I will do my job and yours.

Uhh.... why didn't you ask for more pay?

Uhh..because that's not being part of the team and they don't give temporary raises.

A large chunk of the reason men earn more is because they ask for more. They use stuff like this as a bargaining chip to gain money.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Wow, lots of sexism here!

I hired a woman who looked 45 weeks pregnant at the interview (she was short, skinny, and all belly). After we gave the offer, she negotiated to start when Baby was 12 weeks before accepting.

That baby just went to college and Mom still works with us. She is awesome - good employees know that three months is a blip in a career, and anyone can need that kind of leave at anytime. NBD.

Someone diagnosed with cancer is not someone hiding a pregnancy and screwing a new employer.

The literal point of the anti-discrimination law is because pregnant women are not, in fact, “screwing a new employer”. You’re an actual misogynist.

new poster here

Maternity leave does in fact screw the employer, no matter how much you want to pretend it does not. Employers hire because they need work done. If the employee can't do the work because they are on maternity leave, and the employer can't hire a replacement because they have to save the job for the employee they already hired, how will the work get done?
Either co-workers pick up the slack (which can cause burnout) or hire temps (which is expensive, can be unreliable/not as qualified) or the work just doesn't get done. Explain how this doesn't screw employers?
While some employers might be happy to put up with this for a proven productive employee, I can't blame one for not wanting to start off like this right off the bat with a new one.

Employers are employers because they’re providing a societal good or service that people either need or want. Nothing is more foundational to the economic prosperity of society than women having babies. You have an extremely small-minded view of how the world works. Maternity leave doesn’t screw employers at all. All of them, in fact, employ people that were once born.

[Anonymous]

I had a very different experience. I disclosed upon receiving my offer and focused on the mat leave component as a critical portion of the negotiation. I started work around 5mo pregnant and was there for 3 months. I made sure to get in writing that they would give me 12w mat leave with 6w of that paid. I also asked for 4 additional weeks to be WFH and part time.

Worked out great for everyone and I actually started to work full time after about 6wk.

[Anonymous]

Anonymous wrote:I had a very different experience. I disclosed upon receiving my offer and focused on the mat leave component as a critical portion of the negotiation. I started work around 5mo pregnant and was there for 3 months. I made sure to get in writing that they would give me 12w mat leave with 6w of that paid. I also asked for 4 additional weeks to be WFH and part time.

Worked out great for everyone and I actually started to work full time after about 6wk.

Sorry I meant to write that I started to ease in part time at 6w, remotely.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I am the they won't trust you PP. I have ben one of those coworkers stuck filling in for an on leave coworker, no extra pay or consideration given. On top of doing that while the position was empty, then having the new hire gone again...not my idea of an ideal coworker. So we won't be having coffee or lunches but I will do my job and yours.

Uhh.... why didn't you ask for more pay?

Uhh..because that's not being part of the team and they don't give temporary raises.

A large chunk of the reason men earn more is because they ask for more. They use stuff like this as a bargaining chip to gain money.

Men don't take as much time off as women
Pregnant women take so much time off for Dr
appointments, maternity leave, and take even more time when (or if) they return by pumping a minimum of twice a day. More Dr. appointments to take child,/children to Dr. appointments.

No wonder men are considered more valuable employees! Employers can count on the to do the job they were hired to do.

[Anonymous]

Anonymous wrote:I had a very different experience. I disclosed upon receiving my offer and focused on the mat leave component as a critical portion of the negotiation. I started work around 5mo pregnant and was there for 3 months. I made sure to get in writing that they would give me 12w mat leave with 6w of that paid. I also asked for 4 additional weeks to be WFH and part time.

Worked out great for everyone and I actually started to work full time after about 6wk.

You must be worth your weight in gold. I would have laughed and given you unpaid leave and zero WFH unless you proved that you had a nanny who exclusively taking care of your child during the hours you were supposedly working.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I had a very different experience. I disclosed upon receiving my offer and focused on the mat leave component as a critical portion of the negotiation. I started work around 5mo pregnant and was there for 3 months. I made sure to get in writing that they would give me 12w mat leave with 6w of that paid. I also asked for 4 additional weeks to be WFH and part time.

Worked out great for everyone and I actually started to work full time after about 6wk.

You must be worth your weight in gold. I would have laughed and given you unpaid leave and zero WFH unless you proved that you had a nanny who exclusively taking care of your child during the hours you were supposedly working.

Troll

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I had a very different experience. I disclosed upon receiving my offer and focused on the mat leave component as a critical portion of the negotiation. I started work around 5mo pregnant and was there for 3 months. I made sure to get in writing that they would give me 12w mat leave with 6w of that paid. I also asked for 4 additional weeks to be WFH and part time.

Worked out great for everyone and I actually started to work full time after about 6wk.

You must be worth your weight in gold. I would have laughed and given you unpaid leave and zero WFH unless you proved that you had a nanny who exclusively taking care of your child during the hours you were supposedly working.

Troll

Idiot.

[Anonymous]

Man...what a bunch of a$$holes. When you are on your deathbed, are you going to be proud of yourself for denying a woman time to recover from childbirth and bond with their baby so it can go on to become a productive member of society? Have some freaking perspective in life.

I've had employees on maternity leave many times. If you are managing strategically, it's entirely manageable and pays off in dividends.

[Anonymous]

How do your employees who don't have children and won't be having any feel? Do they get anything?

[Anonymous]

Anonymous wrote:How do your employees who don't have children and won't be having any feel? Do they get anything?

Just the dubious distinction of being a 'team,player" doing the work of PAPs--Pregnant American Princesses--and receiving no extra compensation for doing the PAP's jobs while they take six months to bond with their offspring and complain about the difficulties of motherhood.

Doing the extra work does not end when the new mothers return to the office as they now need time to pump milk for the new crown princes/princesses as well as taking off more time for medical appointments coming in late and leaving early and spending inordinate hours on the telephone dictating orders to nannies or watching their prodigy sleep at daycare.

Those who, again, take up their slack still receive no extra compensation for doing two jobs! Resentment? You bet!

[Anonymous]

Anonymous wrote:How do your employees who don't have children and won't be having any feel? Do they get anything?

Apples and oranges. They’re contributing nothing to society. They take a paycheck then they die, and that’s it. Women having babies is what’s paying for your social security.