Anonymous wrote:Most of the pp are insane. I understand team members coordinating so that each person's 1-2 week vacations are not at the same time. But that is not what the OP is describing. The OP is being told that she can not take leave for the next 6months because another coworker is out. That is ridiculous. I hope OP works for a big enough company that their is someone above her supervisor.
OP do not take this first no as an answer. Make sure you have this information in writing. If any of this was a verbal conversation please follow up with your supervisor in an email and clarify. This way you have the situation documented to go up the chain of command.

Are you the only person covering the work for the employee on maternity leave? Therefore the only person in the company being denied leave? IF that is the case I would start asking for more compensation while your coworker is out. You are being held responsible for 2 jobs. You should be getting paid for that.

Unfortunately, I predict that OP is going to need to start looking for a new job. Companies that act like this don't change. Even if OP wins this battle she will now be engaged in a war with her supervisor.

Perhaps I missed it, but it seems OP has been careful not to say this. Only to say this specific request was denied because of the colleagues maternity leave.

In my last job, we had a coverage schedule for a certain aspect of our department's work that needed guaranteed coverage. People would do one or two week stints and the schedule had to be set months in advance to deal with vacation and other leave, because it was not okay for there to ever be a gap in coverage. And since sometimes people get sick and have emergencies, that means the coverage schedule always had one person scheduled on, PLUS a backup. If you were scheduled to be on or as backup, you could not schedule vacation during that time unless you could come up with a switch that would keep the schedule intact.

So there were of course situations where someone had something come up that conflicted with the coverage schedule, and would want time off, and it would be denied. It happened to me, it happened to almost everyone except the handful of people who basically never took vacation. It was stressful but it was just how the business was structured. That coverage was a significant aspect of the work we did.

It's one of the reasons I left -- it was very rigid and hard to manage with vacations. But it wasn't "unfair." Everyone had the same issue. It's just how it was.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It sounds like you just submitted your leave request, but the maternity leave had already been submitted prior to yours, no?

So friggin’ what. It is MY earned leave. I’m not being compensated for the loss. Ridiculous.

Take your leave at a different time so it doesn't overlap and therefore won't be denied.

Sounds like you waited too long.

The leave is to roll in a mini vacation in prior to a fall wedding. The wedding is far, so I’d like to take a few days off prior to the wedding so we can explore the area and make traveling that far worth it. I cannot move a wedding date.

It’s not my responsibility to accommodate maternity leave so that I can use my earned leave. If you are going to deny my leave, then I should be getting a cash payout at the end of the year.

You aren't entitled to leave for a wedding. You can't go. Or you can go but must spend the money to travel without the extra time.

Maternity leave is mandated by the government. The company can't force someone on maternity leave back before their federally mandated FMLA period. This is true whether the leave is paid or unpaid. And it's not reasonable to expect your employer to hire a temp for you to take off a few days, unless your job is incredibly simply and easy.

This has nothing to do with "punishing" you for not having kids. It's a practical consideration based on relevant laws and liabilities. It's honestly only incidentally about children or who is a parent.

I am entitled to my leave. Wrong. It is stipulated in my work contract that I get X number of days per year for leave as part of my compensation. The employer is violating the contract they signed.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It sounds like you just submitted your leave request, but the maternity leave had already been submitted prior to yours, no?

So friggin’ what. It is MY earned leave. I’m not being compensated for the loss. Ridiculous.

Take your leave at a different time so it doesn't overlap and therefore won't be denied.

Sounds like you waited too long.

Ridiculous logic. Maybe the person who got pregnant did it too early to allow me my leave.

Next time people who get pregnant should ask their coworkers beforehand so that the team can accommodate their leave in case other team members want to use their vacation.

That’s the same kind of logic. Be mindful about when you get preggers…..jeez.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It sounds like you just submitted your leave request, but the maternity leave had already been submitted prior to yours, no?

So friggin’ what. It is MY earned leave. I’m not being compensated for the loss. Ridiculous.

Take your leave at a different time so it doesn't overlap and therefore won't be denied.

Sounds like you waited too long.

The leave is to roll in a mini vacation in prior to a fall wedding. The wedding is far, so I’d like to take a few days off prior to the wedding so we can explore the area and make traveling that far worth it. I cannot move a wedding date.

It’s not my responsibility to accommodate maternity leave so that I can use my earned leave. If you are going to deny my leave, then I should be getting a cash payout at the end of the year.

You aren't entitled to leave for a wedding. You can't go. Or you can go but must spend the money to travel without the extra time.

Maternity leave is mandated by the government. The company can't force someone on maternity leave back before their federally mandated FMLA period. This is true whether the leave is paid or unpaid. And it's not reasonable to expect your employer to hire a temp for you to take off a few days, unless your job is incredibly simply and easy.

This has nothing to do with "punishing" you for not having kids. It's a practical consideration based on relevant laws and liabilities. It's honestly only incidentally about children or who is a parent.

Anonymous wrote:

Anonymous wrote:It sounds like you just submitted your leave request, but the maternity leave had already been submitted prior to yours, no?

So friggin’ what. It is MY earned leave. I’m not being compensated for the loss. Ridiculous.

In my agency there’s an exception for use or lose - you don’t lose it if your request is denied.

In your case, it sounds like there’s plenty of time to use your leave before you start covering for your colleague, it’s just not the ideal time. Is that correct?

Im sorry. It sucks. But don’t blame parental leave. It could just as easily be an extended leave for another purpose.

Another idea - since it is months away, is there time to work with your supervisor/team to develop another plan for coverage?

Op, at this point your best option is to calm down a little and then speak to your boss again. I would also clarify if it is just this particular time you asked off or if it is for the entire maternity leave.

I completely get your annoyance, I would be upset as well. But if you go in with your current attitude, you won't get far.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This happens all the time at my work because we need X number of people. If Jane requests 2 weeks off and then Mary requests those same 2 weeks off, Mary's leave will be denied. It has nothing to do with having kids or not. You are covering someone's leave so can't take time off during it.

Terrible company. That means you don’t have enough staff hired. If people cannot use their leave then you need to hire more people. Just another routine example of how companies continue to get away with wage and compensation theft. You can’t promise compensation that includes X amount of days for leave in a contract then deny use if that earned leave. It’s compensation theft.

Depends what the job is. I'm an RN. We only have a certain number of FT and PT positions available because we only have so many shifts available this week. While we have per diem and float pool people, they choose their days and hours so it isn't required they fill in for vacation time. So if 3 night shift nurses want the same week off, not all 3 will get it because the floor won't be staffed appropriately. So it isn't really a matter of not having enough staff hired.

This makes sense for nurses etc but most corporate paper pushing jobs can have more flexibility. It's a workplace culture or manager issue. I don't think OP attitude is exactly part of any solution though.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It sounds like you just submitted your leave request, but the maternity leave had already been submitted prior to yours, no?

So friggin’ what. It is MY earned leave. I’m not being compensated for the loss. Ridiculous.

Take your leave at a different time so it doesn't overlap and therefore won't be denied.

Sounds like you waited too long.

The leave is to roll in a mini vacation in prior to a fall wedding. The wedding is far, so I’d like to take a few days off prior to the wedding so we can explore the area and make traveling that far worth it. I cannot move a wedding date.

It’s not my responsibility to accommodate maternity leave so that I can use my earned leave. If you are going to deny my leave, then I should be getting a cash payout at the end of the year.

Your colleague also cannot move the dates of her maternity leave. You could skip the wedding, if it's not worth it to travel for only the leave that has already been approved. You are being fairly nasty about your colleagues's maternity leave - why are you expecting anyone to be generous about your desire to sight-see before attending a wedding?

+1 you sound like a very nasty person

This is a corporate culture issue if they are so short staffed. We have people on maternity leave etc and others still take vacations.

If you are not able to take any vacation during someone's long maternity leave that is really an issue for HR.

Anonymous wrote:This happens all the time at my work because we need X number of people. If Jane requests 2 weeks off and then Mary requests those same 2 weeks off, Mary's leave will be denied. It has nothing to do with having kids or not. You are covering someone's leave so can't take time off during it.

unfortunately, this. OP's company policies of "use it or lose it" sucks. It's unfortunate, but that's your company's policy. It's not the fault of the person who took maternity leave way in advance of your request for leave.

Anonymous wrote:

Anonymous wrote:This happens all the time at my work because we need X number of people. If Jane requests 2 weeks off and then Mary requests those same 2 weeks off, Mary's leave will be denied. It has nothing to do with having kids or not. You are covering someone's leave so can't take time off during it.

Terrible company. That means you don’t have enough staff hired. If people cannot use their leave then you need to hire more people. Just another routine example of how companies continue to get away with wage and compensation theft. You can’t promise compensation that includes X amount of days for leave in a contract then deny use if that earned leave. It’s compensation theft.

Depends what the job is. I'm an RN. We only have a certain number of FT and PT positions available because we only have so many shifts available this week. While we have per diem and float pool people, they choose their days and hours so it isn't required they fill in for vacation time. So if 3 night shift nurses want the same week off, not all 3 will get it because the floor won't be staffed appropriately. So it isn't really a matter of not having enough staff hired.

Anonymous wrote:Is your department that small that you can't have two people off at once?

Exactly. These are symptoms if not hiring enough staff. Companies get away with it because people think compensation theft like being denied leave is ‘normal’. No, it’s because cheap companies don’t hire enough staff.

Most of the pp are insane. I understand team members coordinating so that each person's 1-2 week vacations are not at the same time. But that is not what the OP is describing. The OP is being told that she can not take leave for the next 6months because another coworker is out. That is ridiculous. I hope OP works for a big enough company that their is someone above her supervisor.
OP do not take this first no as an answer. Make sure you have this information in writing. If any of this was a verbal conversation please follow up with your supervisor in an email and clarify. This way you have the situation documented to go up the chain of command.

Are you the only person covering the work for the employee on maternity leave? Therefore the only person in the company being denied leave? IF that is the case I would start asking for more compensation while your coworker is out. You are being held responsible for 2 jobs. You should be getting paid for that.

Unfortunately, I predict that OP is going to need to start looking for a new job. Companies that act like this don't change. Even if OP wins this battle she will now be engaged in a war with her supervisor.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It sounds like you just submitted your leave request, but the maternity leave had already been submitted prior to yours, no?

So friggin’ what. It is MY earned leave. I’m not being compensated for the loss. Ridiculous.

Take your leave at a different time so it doesn't overlap and therefore won't be denied.

Sounds like you waited too long.

The leave is to roll in a mini vacation in prior to a fall wedding. The wedding is far, so I’d like to take a few days off prior to the wedding so we can explore the area and make traveling that far worth it. I cannot move a wedding date.

It’s not my responsibility to accommodate maternity leave so that I can use my earned leave. If you are going to deny my leave, then I should be getting a cash payout at the end of the year.

Your colleague also cannot move the dates of her maternity leave. You could skip the wedding, if it's not worth it to travel for only the leave that has already been approved. You are being fairly nasty about your colleagues's maternity leave - why are you expecting anyone to be generous about your desire to sight-see before attending a wedding?

It is MY earned leave. Give it to me.

Why are you pro compensation theft? You must be terrible manager and employer.

Is your department that small that you can't have two people off at once?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It sounds like you just submitted your leave request, but the maternity leave had already been submitted prior to yours, no?

So friggin’ what. It is MY earned leave. I’m not being compensated for the loss. Ridiculous.

Take your leave at a different time so it doesn't overlap and therefore won't be denied.

Sounds like you waited too long.

The leave is to roll in a mini vacation in prior to a fall wedding. The wedding is far, so I’d like to take a few days off prior to the wedding so we can explore the area and make traveling that far worth it. I cannot move a wedding date.

It’s not my responsibility to accommodate maternity leave so that I can use my earned leave. If you are going to deny my leave, then I should be getting a cash payout at the end of the year.

Yes it is your job to cover for coworkers who are out on leave … maternity, sick, bereavement, etc.

Nope. It’s the employer’s responsibility to make sure you have enough staff in the first place so that leave issues aren’t a problem.