Anonymous wrote:Does your boss have kids? I am guessing not. I would email back you absolutely can not set aside an hour with a newborn baby. You might have 10 to 15 minutes but your schedule is unpredictable. I would also throw in you are sleep deprived, having complications, whatever it takes for your boss not to keep bugging you. I would also record your baby crying and play it at the 10 minute mark of the phone call. Your boss is trying to get you to work doing your time off. If you take a one hour uninterrupted call this week expect it to occur every week then multiple times a week.

recording the baby crying is genius.
can't wait to hear what the hell your boss wanted!

Does your boss have kids? I am guessing not. I would email back you absolutely can not set aside an hour with a newborn baby. You might have 10 to 15 minutes but your schedule is unpredictable. I would also throw in you are sleep deprived, having complications, whatever it takes for your boss not to keep bugging you. I would also record your baby crying and play it at the 10 minute mark of the phone call. Your boss is trying to get you to work doing your time off. If you take a one hour uninterrupted call this week expect it to occur every week then multiple times a week.

Anonymous wrote:

Anonymous wrote:I think you just man up and get the call scheduled. If the baby wakes up or starts to cry then that is a good reason to end the call. In fact, if you decide you need to get off the call then that is your excuse/reason. I would definitely stop playing this passive aggressive game though. It is too tiring and distracting when you want to be focused on other things.

I don't think it's passive aggressive to say "look, I'm barely a week post partum and I'm not going to participate in a conference call especially not for an hour. I'm out on FMLA and I'll be available in 12 weeks. Thanks."

No but her comments in her posts here definitely strike me as passive aggressive. As well as her failure to respond. I think she should find out what the boss wants and then set out boundaries. Just because the boss is planning on an hour doesn't mean the call has to last that long.

Furthermore, just because you have a card ("barely post partum") doesn't mean you have to play it. OP should get this sorted out and make herself appear stronger in her boss's eyes, not weaker, by establishing her expectations going forward. The more she wiggles and giggles, the more firmly she attaches herself to a hook that says she's a little girl playing games.

FWIW, I'm not a ballbreaker, I'm just a mom who has BTDT and who learned some good lessons watching my mom in the workforce.

Anonymous wrote:I think you just man up and get the call scheduled. If the baby wakes up or starts to cry then that is a good reason to end the call. In fact, if you decide you need to get off the call then that is your excuse/reason. I would definitely stop playing this passive aggressive game though. It is too tiring and distracting when you want to be focused on other things.

I don't think it's passive aggressive to say "look, I'm barely a week post partum and I'm not going to participate in a conference call especially not for an hour. I'm out on FMLA and I'll be available in 12 weeks. Thanks."

Anonymous wrote:Op here. I know for certain that she’s not leaving and I’m not being promoted. I’m also pretty certain it’s not a reorganization or reassignment issue.

My paranoid side wonders if it could be that I’m being let go, but I think that’s extremely unlikely-just got highest ratings possible on my annual review.

Trust your gut. If she questioned you about your return timeline before the baby, she's pushing boundaries. Just be prepared to hold firm. This telecon may be the first of many while you're out.

I think you just man up and get the call scheduled. If the baby wakes up or starts to cry then that is a good reason to end the call. In fact, if you decide you need to get off the call then that is your excuse/reason. I would definitely stop playing this passive aggressive game though. It is too tiring and distracting when you want to be focused on other things.

Obviously she doesn’t have children. I would be honest and say that the baby is not on a routine yet and is feeding every 2-3 hours. She can try calling you at her convenience (put your cell phone on vibrate) and you will pick up if the baby is sleeping and you are not.

Wow, that's so rude. I think I'd say "sorry, I can't commit to any specific time right now, since my priority is looking after my newborn. If you have a clear afternoon, let me know and I'll try to call you sometime then when baby is sleeping and I get a chance."

I can't believe someone would actually try to schedule something (for an entire hour, no less!) when you have a newborn, that's ridiculous.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:She's probably leaving and wants to tell you. Or, there's a reorg and you're about to be reassigned etc. I would take that call.

If the latter happens, start documenting shit.

You can be reorged (happened to me) or even laid off (happened to a friend) during maternity leave. I am not a lawyer, but it’s been explained to me that it’s legal as long as the company can show that pregnancy/maternity leave was not the driver behind the decision. FMLA doesn’t technically even guarantee your actual job back, as long as it’s substantially the same in pay and responsibilities (that’s what happened to me, same title and pay but different division in the company once I came back).

I’m the first PP, and I am a lawyer. I said for her to document because, as you said, the company would have to show that there are other reasons for a demotion/reorg/termination besides the pregnancy. They often can’t.

I’m curious too.

If your boss is so clueless as to be emailing you a request for conference for an hour with an 8 day old baby, boss is fckn nuts.

What are the consequences of breaking FMLA terms?

Anonymous wrote:Also are you on FMLA? She is breaking the terms.

Op here. Yes on FMLA, using accrued sick and annual leave then I’ll go to unpaid leave.

Anonymous wrote:

Anonymous wrote:Is this out of character for your boss?

Op here. No, not at all. She always pulls stuff like this.

np- then I would write back and say "is there a reason you need me to log an hour of work while I'm out on FMLA? I'm happy to help out if there is a legitimate emergency that absolutely cannot be handled by anyone else but in general, I would like you to assume I am not available because I am really not available for an hour long conference call at 8 days post partum."

Anonymous wrote:Is this out of character for your boss?

Op here. No, not at all. She always pulls stuff like this.

Is this out of character for your boss?