Anonymous wrote:

Anonymous wrote:Ask after they offer you the job but before you accept.

This. And pay close attention to tone and/or body language when the question is answered. If you get any kind of negative vibe, probe further -- how many women have taken maternity leave/pumped? In what positions? Are they still at the company and could you speak to them? I disagree that you don't need to ask about pumping. I showed up at a job with my pump and it definitely ended up being an issue. That's not right, but it happened. It was awful so I recommend avoiding it if you can. Same with the fact that I needed to leave by a certain time to pick up my DC from day care. Between that and pumping, I was driven out of the job pretty quickly -- in large part because I had not mentioned them during the interviews or when I accepted the position because I thought it wasn't appropriate to mention. You need to be sure that things like that are okay with your employer before accepting a job. Sad but true.

I don't think you would have lasted in the job regardless of whether you asked or not. Between pumping 3x or more times a day and leaving early to pick up your DC when were you ever working. Speaking with experience as I lasted a very short time pumping at work when I realized that I was barely working between that and wanting to leave at a decent time....not fair to your employer or colleagues....

Interviewing 101: Do not ask about compensation or benefits until you've received an offer. Once you get an offer, everything is on the table until you accept. If they have a crappy maternity policy you can negotiate better terms or higher compensation, etc. But negotiations only start once you have an offer in hand.

No, do not bring it up at all.

Only when you get the job offer, say thank you, and ask for all of the available information on benefits, etc, and say you'll get back to them asap. Then do so, within 24 hours. Negotiate a salary. Then after the salary is negotiated to your liking, ask any clarifying questions about the benefits package as written on paper.

But I would not ask about a place to pump, maternity leave, etc. unless (a) it is not in the benefits manual (b)unless you have already negotiated your salary and (c) if the worse case scenario would be a deal-breaker for you to accept the job or would make you quit. It SHOULD be in the benefits manual.

In my defense, she mentioned her DC first and I said, "oh what a coincidence, my DC is also around the same age".

You fell into her trap. Never bring it up first, and don't even after they bring it up first.

Just like 17:38, I lost out on a job because I mentioned that I have a 5 month old, who co-incidentally was born around the same time as my would-be supervisor. My guess is that she incorrectly assumed I would be too distracted as a new Mom.

In my defense, she mentioned her DC first and I said, "oh what a coincidence, my DC is also around the same age".

Kiss of death in the job interview process.

i recently intereviewed for 2 jobs last week and was told upfront i was the top candidate, i blew both b/c I asked about work life balance and needing to leave most days by 5 and mentioned i have children that i need to pick up from daycare. This is my first time interviewing after having children and so I didn't know how to handle it and was VERY honest. My headhunter told me their feedback was great but felt they were discriminating b/c i had asked those things and told me next time to never ever mention anything about my personal life, ie/ that i even had kids and nevr bring up daycare duty. I was trying to be responsible b/c DH's husband is a lot of travel and I need to be back for pick up by 5:30/6....I thought it was a legit question, but it gave the interviewer an upper hand a reason to discrminate. I never saw it that way until the HH and I discussed it afterwards. I would not ask about Mat leave. Instead try to see if you can google info on it, or ask for a benefits package b/f accepting the role.

I'd wait until after an offer came in, or try and find out some other way (re: friend at the company?)
People don't want to believe that companies will discriminate against current or prospective moms but you don't want to look like you are, um, planning to nurse them for every available benefit or clock out 'early' during crunch times.

I think it is perfectly reasonable to ask about benefits - big picture items like health insurance copays, amount of leave, etc. when you interview seriously (so maybe not the first interview, but def. the 2nd or 3rd). I mean, how are you supposed to compare your offer at this company to another?

And you should ask HR, not the hiring manager, since they'll be more familiar with the specifics. But it is necessary (and usually negotiable) information. Just having to pay 80% of your insurance copay would equal, for example, a $15k lower starting salary at another job that pays 100% of insurance premiums. You need apples to compare to other apples.

Just like 6 weeks of paid maternity leave would have to be balanced by earning more or having other benefits at a company that only offers unpaid leave (like the govt).

You can ask HR after you get the job. I would not ask during the interview process.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Wow these responses suck. Op I asked at all my interviews. But I was interviewing for technical positions at which hr really had no input on whether I would be hired. However, I was basically lied to about our policy and that is why I have been working to convince hr that it needs to be better documented and included in the standard issue benefits info. Can everybody else (those of us with jobs) please do this too? That this question has to be asked is shameful.

I disagree. You wouldn't ask about salary or vacation or bonuses in an interview - that would be in poor taste. Likewise, don't ask about maternity leave until you have the job. Pumping just ask about afterwards, there is no need to ask during an interview.

Manager here. Look, I wouldn't dream of introducing pumping as "standard benefits info." That's really a bit presumptuous, don't you think? Maybe I should inform women about IVF and whether they can get an abortion at their interviews? Or weight loss surgery?

I kind of understand where you are coming from, except a pumping room is a mandatory accommodation in DC for employers of a certain size. This certainly does not make it a strategic move to ask about it during the interview -- it isn't. But, as a manager, you should know that if you are an employer of a certain size, pumping is absolutely part of the standard benefits info.

Yes, and when an employee starts, on a tour of the office I point out all our facilities, including -- you guessed it -- pumping facilities. But I certainly wouldn't bring it up at a job interview.

Anonymous wrote:If I ask, are they going to refuse to hire me bc then they know I am planning on having a kid at some point in the near future? Also, I am pumping, so do I tell them that when I get the job offer and ask for accommodations, or do I mention it in the interview?

Plan away, but realize that you may not actually have a kid in the near future. It doesn't sound like you are currently pregnant. Realistically, it might take you years to get pregnant and by then you may be on to another job. As long as it is a reputable company with standard benefits (which it must be if you are considering taking the job) then wait until you actually need leave to negotiate the leave. Your/their circumstances might change.

I guess I've been totally spoiled -- I'm constantly surprised that some employers are less family friendly than big law firms. I've only been in big law, and pumping accommodations, paid maternity leave, insurance coverage for fertility treatments, etc. have always been standard. I took about a month of short disability before delivery (at full salary), then 4 month of paid maternity leave, an additional 2.5 months of unpaid maternity leave, then returned to work and didn't think twice about asking for a designated refrigerator space for my pumping parts and BM. While we didn't have a separate pumping room, I could pump in my office, and would've felt totally entitled to ask for a separate room, if I wanted. I couldn't leave in time for day care pick up on many days, though. And had to work most weekends. And most mornings before the baby work up, and every night after the baby went to sleep. So, I guess that is the trade-off.