Employee Asking for Mat Leave Extension for 2nd Time

[Anonymous]

Anonymous wrote:

Anonymous wrote:Why are you paying her for extended leave? It should be either covered under the STD plan (if medial related), or should be unpaid. What is HR saying about holding the job?

She is on STD right now for what I assume is postpartum anxiety. I inquired with HR last week, but they haven’t provided guidance yet.

It sounds like, in some respects, the decision on her leave, etc., is not yours to make?

I'm just not clear on what you are asking. Many people have been in this situation - in fact many of them have been in much more restrictive situations with a lot less leave. Usually you come back and deal or you quit. And I say that as someone who believes 100% the US should have paid parental leave for 12 weeks minimum.

If I were in your shoes and her leave was costing my work unit money that will ultimately hurt the bottom line and adversely affect the work unit I'd first meet with my boss to get their take, then meet with HR and tell them that you are looking to HR and legal to provide formal guidance by X date. Even better if they will take over communicating directly with the employee.

[Anonymous]

This should be unpaid.

We had one woman that never came back.

I had two women who came back at 7 weeks but grandmas watched the baby during the day.

[Anonymous]

Anonymous wrote:

Anonymous wrote:You got DEIed. Everyone deserves an equal chance to be VP, even if they don’t work.

Who has been VPing during her leave?

You gestate, give birth too and provide nourishment every few hours for a year to a human being and then come back and tell us how it’s NBD.

It is a big deal! That's why you can't be a VP while doing it!

[Anonymous]

Grant the extension but make it unpaid. The situation will work itself out. She’ll either return to work or she’ll quit.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You got DEIed. Everyone deserves an equal chance to be VP, even if they don’t work.

Who has been VPing during her leave?

You gestate, give birth too and provide nourishment every few hours for a year to a human being and then come back and tell us how it’s NBD.

It is a big deal! That's why you can't be a VP while doing it!

You guys are unbelievable! Apparently, you don't think women should be VPs at all. Under your logic, no mothers should be working and women should stay at home. The people who don't want to make any accommodations for women in the workplace are also ironically the people who are the most concerned about low birth rates.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You got DEIed. Everyone deserves an equal chance to be VP, even if they don’t work.

Who has been VPing during her leave?

You gestate, give birth too and provide nourishment every few hours for a year to a human being and then come back and tell us how it’s NBD.

It is a big deal! That's why you can't be a VP while doing it!

You guys are unbelievable! Apparently, you don't think women should be VPs at all. Under your logic, no mothers should be working and women should stay at home. The people who don't want to make any accommodations for women in the workplace are also ironically the people who are the most concerned about low birth rates.

+1. Also the people who want no social safety net so that one parent— either mom or dad— could take real time off.

[Anonymous]

Free childcare for all would be nice. They can hike the tax rate and bit surely.
In the meantime paying to replace a VP for 8 months might get somebody not breeding laid off to make up the bottom line.
Just cut you make milk doesn't mean you get to milk the system at the expense of other coworkers.

[Anonymous]

Some truly awful people on this thread. And I say this as someone who was practically skipping back to the office when my 12 week mat leave was up.

[Anonymous]

Anonymous wrote:Free childcare for all would be nice. They can hike the tax rate and bit surely.
In the meantime paying to replace a VP for 8 months might get somebody not breeding laid off to make up the bottom line.
Just cut you make milk doesn't mean you get to milk the system at the expense of other coworkers.

Lovely. Now the Incels and red pill crowd has found this thread.

[Anonymous]

I have two sisters, raised by a single mom as dad died young a wife and three daughters.

I hired three women with young kids, was a supportive boss the working women and got fired for it. Bottom line work has to be done. It will come back to bite you if you don’t ask.

[Anonymous]

My friend used to manage benefit requests in a large finance company. They had a generous six month paid mat leave She said a lot of women there took maternity leave and then did not come back.

I agree with others that this employee is probably not coming back to that position. It is up to HR to make a deadline for return or offer an alternate position work arrangement.

[Anonymous]

Anonymous wrote:Can you not offer her the additional time unpaid? The cost of the temp and her unpaid salary should balance out, so everyone’s happy,

You’ve clearly never been a manager and managed a departmental budget.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You got DEIed. Everyone deserves an equal chance to be VP, even if they don’t work.

Who has been VPing during her leave?

You gestate, give birth too and provide nourishment every few hours for a year to a human being and then come back and tell us how it’s NBD.

It is a big deal! That's why you can't be a VP while doing it!

You guys are unbelievable! Apparently, you don't think women should be VPs at all. Under your logic, no mothers should be working and women should stay at home. The people who don't want to make any accommodations for women in the workplace are also ironically the people who are the most concerned about low birth rates.

Many of us female underling women were fully capable of taking 12 weeks (or less) of maternity leave and returning to our low paying jobs. It seems this VP is taking advantage of a very generous situation. I doubt she’s ever coming back.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Well, this is what you get for demanding RTO. She'd probably be more ok with coming back if she could work from home, at least hybrid. 5 days in the office is much more intimidating to go back to when you are a new mom. There ya go. Have fun covering for her or replacing her.

It is practically impossible to work from home with a newborn. I mean, seriously. Anyone who has had a newborn knows this.

The baby isn’t a newborn anymore. I went back to work remotely when my first was 6 months old. I maintained my (already very high) productivity while working from home for the next 3 years with 2 babies- the second was born when the first was 2. The key is that I had a large home with an office and a nanny, and the oldest got put in part time preschool at 3.

So you weren't actually working from home with babies/small children.

Your children were in the care of a nanny and preschool. A nanny caring for your kids while you work is the opposite of working from home with small children, even with your dedicated office hqppening to be located in your home.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You got DEIed. Everyone deserves an equal chance to be VP, even if they don’t work.

Who has been VPing during her leave?

You gestate, give birth too and provide nourishment every few hours for a year to a human being and then come back and tell us how it’s NBD.

It is a big deal! That's why you can't be a VP while doing it!

You guys are unbelievable! Apparently, you don't think women should be VPs at all. Under your logic, no mothers should be working and women should stay at home. The people who don't want to make any accommodations for women in the workplace are also ironically the people who are the most concerned about low birth rates.

Or, they simply believe that someone drawing VP pay should actually be doing work.