New nanny is pregnant, wwyd

[Anonymous]

Anonymous wrote:The fact that she is taking the calls in front of you would indicate she wants you to know but doesn’t want to initiate the discussion. Maybe she took the job hoping to get severance/unemployment.

Maybe. Or maybe she found out as I did when I thought it was the law firm calling to offer me the job and it was the hospital to let me know my test results. Got the law firm position and it was awkward because timing ... but they knew not to ask even when I thought I was undercover.

If she's speaking where you can hear, she does want you to know and probably doesn't realize she has a protected right not to be asked. I'd ask her if there's anything she wants to tell me & take it from there.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I’d give one opportunity to be upfront and honest by mentioning the frequent absences. If she doesn’t tell you I would start looking for another nanny sooner rather than later to minimize the disruption to your child. You can then give her whatever severance she is entitled to.

And get a good lawyer, because firing someone for being pregnant is discrimination.

This is disingenuous, because most of the discrimination laws have various exceptions relative to actual ability to do the job, and the size of the employing business.

If she's pregnant and needs a lot of of off time and is likely going to need more time in off than agreed upon, it will cause a hardship to the employer. Yes, OP should be generous, kind, understanding, etc. But if there is a high probability of the nanny not being able to be a nanny anymore, it's not a reasonable expectation for the employer to take issue with it or start planning contingencies
.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’d give one opportunity to be upfront and honest by mentioning the frequent absences. If she doesn’t tell you I would start looking for another nanny sooner rather than later to minimize the disruption to your child. You can then give her whatever severance she is entitled to.

And get a good lawyer, because firing someone for being pregnant is discrimination.

This is disingenuous, because most of the discrimination laws have various exceptions relative to actual ability to do the job, and the size of the employing business.

If she's pregnant and needs a lot of of off time and is likely going to need more time in off than agreed upon, it will cause a hardship to the employer. Yes, OP should be generous, kind, understanding, etc. But if there is a high probability of the nanny not being able to be a nanny anymore, it's not a reasonable expectation for the employer to take issue with it or start planning contingencies
.

Current ability to do their job, not projecting months into the future that they'll have a baby.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’d give one opportunity to be upfront and honest by mentioning the frequent absences. If she doesn’t tell you I would start looking for another nanny sooner rather than later to minimize the disruption to your child. You can then give her whatever severance she is entitled to.

And get a good lawyer, because firing someone for being pregnant is discrimination.

This is disingenuous, because most of the discrimination laws have various exceptions relative to actual ability to do the job, and the size of the employing business.

If she's pregnant and needs a lot of of off time and is likely going to need more time in off than agreed upon, it will cause a hardship to the employer. Yes, OP should be generous, kind, understanding, etc. But if there is a high probability of the nanny not being able to be a nanny anymore, it's not a reasonable expectation for the employer to take issue with it or start planning contingencies
.

Current ability to do their job, not projecting months into the future that they'll have a baby.

She’s currently lied to her employer. Sounds like a performance issue.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’d give one opportunity to be upfront and honest by mentioning the frequent absences. If she doesn’t tell you I would start looking for another nanny sooner rather than later to minimize the disruption to your child. You can then give her whatever severance she is entitled to.

And get a good lawyer, because firing someone for being pregnant is discrimination.

This is disingenuous, because most of the discrimination laws have various exceptions relative to actual ability to do the job, and the size of the employing business.

If she's pregnant and needs a lot of of off time and is likely going to need more time in off than agreed upon, it will cause a hardship to the employer. Yes, OP should be generous, kind, understanding, etc. But if there is a high probability of the nanny not being able to be a nanny anymore, it's not a reasonable expectation for the employer to take issue with it or start planning contingencies
.

Current ability to do their job, not projecting months into the future that they'll have a baby.

She’s currently lied to her employer. Sounds like a performance issue.

Not disclosing a protected status is not “lying.”

[Anonymous]

yeah it's hard to predict anything like this when hiring but I am always alert to the facts, like if prospective nanny just got married, it would mean a baby soon...