Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Call DC FMLA to ask, they answer the phones. And disclose the pregnancy to the new job - don’t hide it, it’s not fair to show up for a new job and immediately take off unless you were honest about the pregnancy, it won’t endear you to anyone so honesty is the best policy since you have no job protection.

Ugh, do not listen to this poster who must be like 92. You are not at all required to disclose, period. The pregnancy discrimination act forbids them from discriminating you based on pregnancy but of course if you disclose they can easily find another reason to not hire you. What you can do is disclose after accepting and work together to find a solution. This is what millions of people who get into other medical emergencies less than 12 months on the job do, and pregnant women should not be forced to act differently - that’s insane.

+1. remember you have a right to privacy and don’t just owe everyone your business. Pregnancy is not an inconvenience, it is a fact of life and something an office should be equipped to handle with reasonable notice and preparation. I always disclosed closer to 5-6 months, personally, and this included when I was hired at 3 mos pregnant. My colleagues and boss were all thrilled for me and I received no negativity whatsoever.

Dream on! The employees who had to do your job during your many doctor's appointments., listen to your inane pregnancy comments, pick up your slack and, finally, were overworked during your maternity leave hated you.

I joined a new company in my third trimester after moving from out of state. I got $0 DC paid leave because I had not yet completed a quarter of work. Thankfully my employer had Day 0 benefits and I got my full leave and pay (my employer made up the portion the government didn’t pay). I don’t know if the federal government qualifies for DC paid leave sounds like it doesn’t based on previous comments. I would discuss your pregnancy with the company since you’ve already signed and ask what your options are. Pregnancy is a protected class.

And to pp who thinks pregnancy is not a medical emergency, fine. But it is considered a disability for the purposes of short term disability. 4 weeks before birth plus 6 weeks after or 8 weeks (C section) is paid by short term disability at my company and other large companies I know of.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Call DC FMLA to ask, they answer the phones. And disclose the pregnancy to the new job - don’t hide it, it’s not fair to show up for a new job and immediately take off unless you were honest about the pregnancy, it won’t endear you to anyone so honesty is the best policy since you have no job protection.

Ugh, do not listen to this poster who must be like 92. You are not at all required to disclose, period. The pregnancy discrimination act forbids them from discriminating you based on pregnancy but of course if you disclose they can easily find another reason to not hire you. What you can do is disclose after accepting and work together to find a solution. This is what millions of people who get into other medical emergencies less than 12 months on the job do, and pregnant women should not be forced to act differently - that’s insane.

Pregnancy/child birth is not a “medical emergency.”

We get it, you’re infertile and probably have no friends or family. That’s sad but dude - get over your hate for pregnant women.

I have 4 kids. Definitely not infertile. I have friends and family, but I don't see what that has to do with it. I'm not a "dude" I am a woman. I do not hate pregnant women.
But even if any of what you said is true, it has nothing to do with pregnancy not being a "medical emergency."

Have you ever tried to get pregnant? Or at least not done EVERYTHING in your power (including celibacy) to prevent pregnancy? Do you have any friends or family that have ever had sex (therefore, not doing everything in their power to prevent pregnancy?)

And yet you believe that pregnancy is a "medical emergency?" What kind of moron would intentionally cause a "medical emergency?"

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Call DC FMLA to ask, they answer the phones. And disclose the pregnancy to the new job - don’t hide it, it’s not fair to show up for a new job and immediately take off unless you were honest about the pregnancy, it won’t endear you to anyone so honesty is the best policy since you have no job protection.

Ugh, do not listen to this poster who must be like 92. You are not at all required to disclose, period. The pregnancy discrimination act forbids them from discriminating you based on pregnancy but of course if you disclose they can easily find another reason to not hire you. What you can do is disclose after accepting and work together to find a solution. This is what millions of people who get into other medical emergencies less than 12 months on the job do, and pregnant women should not be forced to act differently - that’s insane.

Pregnancy/child birth is not a “medical emergency.”

We get it, you’re infertile and probably have no friends or family. That’s sad but dude - get over your hate for pregnant women.

Anonymous wrote:

Anonymous wrote:Call DC FMLA to ask, they answer the phones. And disclose the pregnancy to the new job - don’t hide it, it’s not fair to show up for a new job and immediately take off unless you were honest about the pregnancy, it won’t endear you to anyone so honesty is the best policy since you have no job protection.

Ugh, do not listen to this poster who must be like 92. You are not at all required to disclose, period. The pregnancy discrimination act forbids them from discriminating you based on pregnancy but of course if you disclose they can easily find another reason to not hire you. What you can do is disclose after accepting and work together to find a solution. This is what millions of people who get into other medical emergencies less than 12 months on the job do, and pregnant women should not be forced to act differently - that’s insane.

Pregnancy/child birth is not a “medical emergency.”