Anonymous wrote:

Anonymous wrote:5 days in the office is tough and people have gotten used to hybrid and remote jobs. I feel sorry for parents RTO 5 days - it’s not a family friendly policy and usually unnecessary especially if hybrid or remote was done during covid. Maybe offer part time as part as the transition back to work.

Humans are perfectly capable of working in an office/outside the home. Don’t sell women and moms short. I mean, by your logic, teaching or being a doctor is not a doable profession for a parent. Do you really believe that?

Almost every doctor I know that is a mom works 3-4 days a week with either the other 1-2 days off or for catching up on notes. You just hate flexibility in the work place don’t you?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You got DEIed. Everyone deserves an equal chance to be VP, even if they don’t work.

Who has been VPing during her leave?

You gestate, give birth too and provide nourishment every few hours for a year to a human being and then come back and tell us how it’s NBD.

It is a big deal! That's why you can't be a VP while doing it!

You guys are unbelievable! Apparently, you don't think women should be VPs at all. Under your logic, no mothers should be working and women should stay at home. The people who don't want to make any accommodations for women in the workplace are also ironically the people who are the most concerned about low birth rates.

Many of us female underling women were fully capable of taking 12 weeks (or less) of maternity leave and returning to our low paying jobs. It seems this VP is taking advantage of a very generous situation. I doubt she’s ever coming back.

The fact is the reason a lot of the underling women return after 12 weeks is because they have no choice financially. It is quite common for women who are very well off (husband a physician or law firm partner or comparable) to quit after maternity leave. It is really easy to walk away when you have financial security and you realize that you don't have to kill yourself taking your baby to daycare and working full time. It is different when your family relies on you for the rent or mortgage.

Also, VP or underling, some babies have special needs and they have no choice but to leave after mat leave, or have spouse transition to SAHP.

I had a colleague who asked to extend her parental leave for a few weeks beyond the 12 weeks- I don't know the extent of her issues but she was struggling on a couple fronts (PPD plus difficult childbirth). The extension would have been LWOP. Immediate supervisor was supportive but upper managment said no. So she quit. She was a good worker and found a new job a few months later. Meanwhile it took over a year to backfill her poistion and then another to really get the new person up to speed.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Can you not offer her the additional time unpaid? The cost of the temp and her unpaid salary should balance out, so everyone’s happy,

You’ve clearly never been a manager and managed a departmental budget.

I live in a country with paid mat leave. We hire contract positions to fill the gap. Mom gets leave, new hire gets foot in the door. It actually works quite beautifully.

So what happens to the "new hire" when the person on maternity leave comes back? They get to keep their job and the company pays twice the salaries?

But, also, in a country with paid level the employer isn't paying 2x for 2 people for 6 months.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Can you not offer her the additional time unpaid? The cost of the temp and her unpaid salary should balance out, so everyone’s happy,

You’ve clearly never been a manager and managed a departmental budget.

I live in a country with paid mat leave. We hire contract positions to fill the gap. Mom gets leave, new hire gets foot in the door. It actually works quite beautifully.

So what happens to the "new hire" when the person on maternity leave comes back? They get to keep their job and the company pays twice the salaries?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You got DEIed. Everyone deserves an equal chance to be VP, even if they don’t work.

Who has been VPing during her leave?

You gestate, give birth too and provide nourishment every few hours for a year to a human being and then come back and tell us how it’s NBD.

It is a big deal! That's why you can't be a VP while doing it!

You guys are unbelievable! Apparently, you don't think women should be VPs at all. Under your logic, no mothers should be working and women should stay at home. The people who don't want to make any accommodations for women in the workplace are also ironically the people who are the most concerned about low birth rates.

Or, they simply believe that someone drawing VP pay should actually be doing work.

She’s not getting paid.

Anonymous wrote:

Anonymous wrote:Can you not offer her the additional time unpaid? The cost of the temp and her unpaid salary should balance out, so everyone’s happy,

You’ve clearly never been a manager and managed a departmental budget.

I live in a country with paid mat leave. We hire contract positions to fill the gap. Mom gets leave, new hire gets foot in the door. It actually works quite beautifully.

The VP has no drive to go back and is milking the system while lower paid women have no choices. What a role model!

Anonymous wrote:She may not want to return to work. It happens. Our school had a K teacher who had her baby in Spring and insisted she wanted to return. She came back for one day after school started in September and quit. Lots of parents were not happy.

Fortunately, there was a very capable, experienced K teacher who had just moved into the area and it worked out. It could have been a real problem.

To be honest they are forced to. My wife did that, but we were on her medical, and she was at company 14 years and they let you use STD plus sick days to cover maternity up to three months. They allowed up to six months. Last three unpaid, she took six months. Childcare was too expensive and after six months being home with her first child after working there 14 years the drive to go back was gone.

She may not want to return to work. It happens. Our school had a K teacher who had her baby in Spring and insisted she wanted to return. She came back for one day after school started in September and quit. Lots of parents were not happy.

Fortunately, there was a very capable, experienced K teacher who had just moved into the area and it worked out. It could have been a real problem.

OP, you should not put in writing anything saying that her job is not at risk. She's milking the company and looking for reasons to file suit to keep the gravy train going.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You got DEIed. Everyone deserves an equal chance to be VP, even if they don’t work.

Who has been VPing during her leave?

You gestate, give birth too and provide nourishment every few hours for a year to a human being and then come back and tell us how it’s NBD.

It is a big deal! That's why you can't be a VP while doing it!

You guys are unbelievable! Apparently, you don't think women should be VPs at all. Under your logic, no mothers should be working and women should stay at home. The people who don't want to make any accommodations for women in the workplace are also ironically the people who are the most concerned about low birth rates.

Many of us female underling women were fully capable of taking 12 weeks (or less) of maternity leave and returning to our low paying jobs. It seems this VP is taking advantage of a very generous situation. I doubt she’s ever coming back.

The fact is the reason a lot of the underling women return after 12 weeks is because they have no choice financially. It is quite common for women who are very well off (husband a physician or law firm partner or comparable) to quit after maternity leave. It is really easy to walk away when you have financial security and you realize that you don't have to kill yourself taking your baby to daycare and working full time. It is different when your family relies on you for the rent or mortgage.

Taking 36 weeks, extending leave twice, and calling your manager to express concern over job security is not walking away.

I did not say it is. I am explaining why some women have the option not to return after 12 weeks of maternity leave in contrast to the poster who said they had to return after 12 weeks.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You got DEIed. Everyone deserves an equal chance to be VP, even if they don’t work.

Who has been VPing during her leave?

You gestate, give birth too and provide nourishment every few hours for a year to a human being and then come back and tell us how it’s NBD.

It is a big deal! That's why you can't be a VP while doing it!

You guys are unbelievable! Apparently, you don't think women should be VPs at all. Under your logic, no mothers should be working and women should stay at home. The people who don't want to make any accommodations for women in the workplace are also ironically the people who are the most concerned about low birth rates.

Many of us female underling women were fully capable of taking 12 weeks (or less) of maternity leave and returning to our low paying jobs. It seems this VP is taking advantage of a very generous situation. I doubt she’s ever coming back.

The fact is the reason a lot of the underling women return after 12 weeks is because they have no choice financially. It is quite common for women who are very well off (husband a physician or law firm partner or comparable) to quit after maternity leave. It is really easy to walk away when you have financial security and you realize that you don't have to kill yourself taking your baby to daycare and working full time. It is different when your family relies on you for the rent or mortgage.

Taking 36 weeks, extending leave twice, and calling your manager to express concern over job security is not walking away.

My old company gave RSUs and allowed Dads up to six months Paternity leave. Could be a time within a year of birth, a lot of Dads started new jobs (which is allowed under FMLA) and used the six months to run clock on vesting RSUs. They come back and resign.

I don’t blame them, they got sign on RSUs new company and still vesting RSUs or company. If new job sucks or they get let go in first six months hedged their bets.

And we had a few women who did this. Under FMLA you can start a new job legally.

My old job I vested $10,000 a month RSUs it’s a pure genius move. Companies need to stop this

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You got DEIed. Everyone deserves an equal chance to be VP, even if they don’t work.

Who has been VPing during her leave?

You gestate, give birth too and provide nourishment every few hours for a year to a human being and then come back and tell us how it’s NBD.

It is a big deal! That's why you can't be a VP while doing it!

You guys are unbelievable! Apparently, you don't think women should be VPs at all. Under your logic, no mothers should be working and women should stay at home. The people who don't want to make any accommodations for women in the workplace are also ironically the people who are the most concerned about low birth rates.

Many of us female underling women were fully capable of taking 12 weeks (or less) of maternity leave and returning to our low paying jobs. It seems this VP is taking advantage of a very generous situation. I doubt she’s ever coming back.

The fact is the reason a lot of the underling women return after 12 weeks is because they have no choice financially. It is quite common for women who are very well off (husband a physician or law firm partner or comparable) to quit after maternity leave. It is really easy to walk away when you have financial security and you realize that you don't have to kill yourself taking your baby to daycare and working full time. It is different when your family relies on you for the rent or mortgage.