Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I was this employee. I was doing multiple rounds of IVF and having repeat miscarriages. I had no control over the timing of procedures and I was terrified to travel because the first miscarriage happened on a work trip and I was so scared it would happen again.

I was the only woman on an all-male team and people assumed I had no plans to have children. It was the kind of office environment where sharing I was trying to get pregnant could have cost me promotions - something I didn’t want to risk if I might never have a successful pregnancy. And as you might imagine, I didn’t want an accommodation for this reason either.

I flew under the radar as long as I could, finally had a baby and then left because yes as expected it impacted my promotion opportunities.

Just to give you some insight into an employee side of things…

I’m not sure why any of this matters. You were entitled to your privacy. Your employer was entitled to an employee fulfilling the job requirements. If your job required travel, you failed to perform. Of course you didn’t receive promotions. Did you really expect them?

+1 you should’ve spoken to HR or your boss or suffer the consequences.

Stinks. I did multiple ivf rounds as a single person, recognized it would affect my work hours and had to tell my boss.

Anonymous wrote:

My HR wants me to send her a memo about leave restriction for unscheduled leave. I think that is a little excessive. She has no performance issues and I see this as a conduct thing. However, she is placing me in a bad position as another team member has to present and many times, I have presented for her. Most people on my team enjoy traveling, so that is not as big a deal. What would you do?

I don't know how you could possibly think this isn't a performance issue. She's not doing her job, and others are forced to pock up the slack, including her supervisor. That's the definition of a performance issue. And if it's legit, there's no reason to not seek an accommodation - that's the whole point of an accommodation.

You should involve HR.

My HR wants me to send her a memo about leave restriction for unscheduled leave. I think that is a little excessive. She has no performance issues and I see this as a conduct thing. However, she is placing me in a bad position as another team member has to present and many times, I have presented for her. Most people on my team enjoy traveling, so that is not as big a deal. What would you do?

Anonymous wrote:

Anonymous wrote:I was this employee. I was doing multiple rounds of IVF and having repeat miscarriages. I had no control over the timing of procedures and I was terrified to travel because the first miscarriage happened on a work trip and I was so scared it would happen again.

I was the only woman on an all-male team and people assumed I had no plans to have children. It was the kind of office environment where sharing I was trying to get pregnant could have cost me promotions - something I didn’t want to risk if I might never have a successful pregnancy. And as you might imagine, I didn’t want an accommodation for this reason either.

I flew under the radar as long as I could, finally had a baby and then left because yes as expected it impacted my promotion opportunities.

Just to give you some insight into an employee side of things…

I’m not sure why any of this matters. You were entitled to your privacy. Your employer was entitled to an employee fulfilling the job requirements. If your job required travel, you failed to perform. Of course you didn’t receive promotions. Did you really expect them?

Anonymous wrote:

Anonymous wrote:If her job is to present and represent the agency, then it is absolutely a performance issue. She is unreliable and creating more work for others, which reflects poorly on your team. You’ve been accommodating enough. I’d follow HR’s guidance.

+1 Her refusal to get RA set up makes zero sense.

Anonymous wrote:I was this employee. I was doing multiple rounds of IVF and having repeat miscarriages. I had no control over the timing of procedures and I was terrified to travel because the first miscarriage happened on a work trip and I was so scared it would happen again.

I was the only woman on an all-male team and people assumed I had no plans to have children. It was the kind of office environment where sharing I was trying to get pregnant could have cost me promotions - something I didn’t want to risk if I might never have a successful pregnancy. And as you might imagine, I didn’t want an accommodation for this reason either.

I flew under the radar as long as I could, finally had a baby and then left because yes as expected it impacted my promotion opportunities.

Just to give you some insight into an employee side of things…

Anonymous wrote:The employee is playing you. How can it be that she is a good performer, does not need an accommodation, yet consistently can’t present on a scheduled date. OP, it’s a form of quiet quitting. Who knows what’s really up, but this won’t stop until you call her on it. Get HR involved. I have been in federal employment for 20 years, and federal employees are presently the most entitled and insufferable that I’ve ever experienced. Everyone is daring managers to not give them telework, not understand their home life, and to fire them. Do it. Bust her a$$.

Anonymous wrote:She may be afraid to fly.