9:24

Yes. He is angry that I will take time off during the busiest time of our year. Frankly, and I haven't told him this, it was an accident and I see the problem clearly.

He has made 3 decisions since I announced that directly disadvantage me and my department. I really don't want to be more specific.

I saw him retaliate against another employee for another reason and it was illogical and unfair. She left and I don't blame her.

Anonymous wrote:Thanks all. I've pretty much decided not to speak with a lawyer b/c I'm probably not going to take action and action could hurt me more than help.

I think I'll just have to move on. I have been here for many years and every review is stellar. I've maxed bonus and raise every year so I"ll deal with the retaliation and plan a move. Obviously I didn't want to move to a new job with a newborn but it's obvious that I have to.

What worries me most is my first leave was 5 months. We've had 2 new employees take 4 months paid leave after being with us well less than a year and boss mentioned me taking 3 for this one. He has a vindictive streak and I"m very worried that he'll not even give me that since it's not mandatory. I am also worried about how he is going to characterize me to others but I will document and prep talking points especially for the important folks in my field.

I must be careful to walk that line between protecting myself and my career. It can be difficult.

I have noted names in case I change my mind and will log. Thanks!

Retaliation for what? Getting pregnant? I don't understand.

Thanks all. I've pretty much decided not to speak with a lawyer b/c I'm probably not going to take action and action could hurt me more than help.

I think I'll just have to move on. I have been here for many years and every review is stellar. I've maxed bonus and raise every year so I"ll deal with the retaliation and plan a move. Obviously I didn't want to move to a new job with a newborn but it's obvious that I have to.

What worries me most is my first leave was 5 months. We've had 2 new employees take 4 months paid leave after being with us well less than a year and boss mentioned me taking 3 for this one. He has a vindictive streak and I"m very worried that he'll not even give me that since it's not mandatory. I am also worried about how he is going to characterize me to others but I will document and prep talking points especially for the important folks in my field.

I must be careful to walk that line between protecting myself and my career. It can be difficult.

I have noted names in case I change my mind and will log. Thanks!

David Wachtel or Elaine Bredehoft

Are they now bullying you into being quiet? Retaliating against you? Log it all for the attorney!

What push back?

Anonymous wrote:thanks all. I am surprised at the push back. shocked actually

I understand you don't want to post too many specifics but people might be able to point you in the right direction if you posted a little more about the situation.

thanks all. I am surprised at the push back. shocked actually

FYI for your searching purposes, you want an employment lawyer, not a labor lawyer. Labor law generally refers to laws regarding unions and collective bargaining, and also wage and hour laws. Employment discrimination law is about individual discrimination claims.

DC Local law is more generous, all DC emplpoyers are covered - call the DC Human Rights Commission to discuss before bothering with a lawyer.

http://ohr.dc.gov/complaint

§ 1-2505. Discrimination based on pregnancy, childbirth, or related medical conditions.

(a) For the purposes of interpreting this chapter, discrimination on the basis of sex shall include, but not be limited to, discrimination on the basis of pregnancy, childbirth, or related medical conditions.

(b) Women affected by pregnancy, childbirth, or related medical conditions shall be treated the same for all employment-related purposes, including receipt of benefits under fringe benefit programs, as other persons not so affected but similar in their ability or inability to work, and this requirement shall include, but not be limited to, a requirement that an employer must treat an employee temporarily unable to perform the functions of her job because of her pregnancy-related condition in the same manner as it treats other temporarily disabled employees.

(Dec. 13, 1977, D.C. Law 2-38, title I, § 105, as added July 17, 1985, D.C. Law 6-8, § 2, 32 DCR 2959.)

Google is your friend:
http://www.eeoc.gov/laws/types/pregnancy.cfm

15 employees.

But check to see if DC law has different threshold.

pregnancy discrimination.

What is the issue? many different laws have different thresholds. Just check out the EEOC website or the DC Office of Human Rights.

oops. In the District.

But before I do, are small organizations (under 10 people) compelled to follow any labor laws?

Thanks.