Reply to Need HR Help - Employee taking away my heath coverage because I'm pregnant?

Forum Index » Jobs and Careers

Reply to "Need HR Help - Employee taking away my heath coverage because I'm pregnant?"

Subject:

Emoticons





More smilies

Text Color: Font: Close Marks

[quote=Anonymous]HR Professional here.

1. I have personally worked at places in DC that offer extremely generous leave benefits (usually on the order of 5 weeks your first year, though the time accrued per year doesn't increase over the years as it does elsewhere). These are usually at lower-paying nonprofits, and it does seem that OP is in a low-paying job if she was essentially doing her job as a temp. Although I would not personally put my money with a credit union that offered these ridiculous benefits to low-wage employees on my dime (as an "investor"), I suppose it's possible.

2. OP is not eligible for FMLA and would either have to take unpaid leave or be fired/resign upon the birth of her child. Sounds like she is not a good enough employee for the organization to offer unpaid leave with a temp covering her position until such time as she could return. Since we know they hire temps to do similar work, this is a red flag that they do not like her at this point enough to keep her on board. Since training someone new is a considerable expense at most organizations, I would infer that this means that PP who said it looks like her manager is not thrilled with her is right and she is not wanted.

3. Since OP must either be fired or resign, she was probably told by HR that she would not be eligible for benefits from the time of resignation/termination. And, since she wants to take "vacation" at the end of her time there, I am sure HR has a policy that, in the case of someone using accrued time before termination/resignation, they must terminate/resign and then get the leave buyout. This is common.

4. Most organizations will not pay for your benefits even on approved continuous unpaid leave like FMLA unless you have a certain number of paid leave or work days per month. Otherwise, it's common for women to have to pay for part or all of their benefits while on FMLA. And, if you resign at the end of your FMLA, you will most certainly have to pay for your own benefits if your employer has this type of policy (I know of women who go back to work for a month after FMLA and THEN quit, so they don't have to pay back their benefits during FMLA, since they didn't resign during/right after the leave).

5. OP, I can see why you were a temp for so long and why you must resign now. You attitude is astounding. I have a child and would never have tried to "game" my employer the way you are. And yes, I tried for that child for two years -- welcome to DC. You are not special.[/quote]

Options

	Disable HTML in this message
	Disable BB Code in this message
	Disable smilies in this message

Review message

Search Recent Topics Hottest Topics