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meluv2shop12 · Oct 6th, 2009, 09:19 PM

thanks for all the feedback!! i am tempted to talk to my HR contact... only problem is, he's really good friends with her!

i work in nj.. been with the company for about 9 years with a stellar reputation.. the company has well over 1000 employees in the US alone so its a big, established organization..

i just talked to another manager and she told me that he talked to her privately asking whether or not she thinks i'd come back from leave... i said to her, i intended to come back but that last comment he made makes me think that maybe i won't have a job to come back to! she seems to think that he's worried that i won't come back.. but at the same time, his comment wasn't very encouraging...

they keep giving me mixed signals... just 2 weeks ago, my boss gave me more responsibilities and 'promised' me a raise / promotion when i came back from leave... but that was my boss talking.. now my boss' boss is telling me this.. i honestly don't know what to think anymore..

who knows.. when i see my baby girl, i may not care enough to go back to work for a while either...

i have to say.. it's tough being a woman! having to make these kinds of decisions and dealing with all this drama..

dancer1 · Oct 6th, 2009, 09:34 PM

meluv2shop12,

I would present your concern to the HR rep, regardless of the relationship between her and your boss. Your concerns and his comment should be documented. Once you have told her, you should keep a record of the conversation, just in case something happens down the line. As a NJ resident and based on the size of your company, your job is secure. They cannot terminate you or give your job permanently to someone else during your leave. If they do come up with an excuse they must restore you to a similar position with the same pay, similar title and responsibilities. I'm assuming that you have already had a conversation with HR regarding your leave? If not you should do so, and provide them with your anticipated leave date.

Keep in mind if you choose to go beyond the leave period the fed government provides your job may not be secure. If you have any other questions feel free to PM me, as I work in the HR field.

one fifty · Oct 6th, 2009, 10:23 PM

Quote:

present your concern to the HR rep

I would do this in writing so the HR rep can't pretend it didn't happen

ilovepinkhearts · Oct 6th, 2009, 11:15 PM

^^definitely!

nvie · Oct 7th, 2009, 12:01 AM

This is not the time to stress about the work. Start to think about the things you have to prepare before delivery.

If the job is still there for you after your maternity leave and you intend to continue working, just go back. Else, you can always get another job.

Yes, it's tough being a woman who juggles everything. But hey, we can survive and that's what makes us tough!

divalicioust · Oct 7th, 2009, 03:15 PM

I work in HR, managing LOA is one aspect of my job and what he said to you that is a big problem, that's a potential law suit right there, as long as your company has 50 or more employees (with other requirements) you qualify for FMLA.

The Family & Medical Leave Act (FMLA) allows ”eligible” employees to take off up to 12 work weeks in any 12 month period for the birth or adoption of a child, to care for a family member, or if the employee themselves has serious health condition.

An “eligible” employee is an employee who has been employed by the employer for a least 12 months and worked at least 1,250 hours. The 12 months do not need to be consecutive. You are only an “eligible” employee if your employer employs 50 or more employees within 75 miles of the worksite.

FMLA can be taken on an intermittent basis allowing the employee to work on a less than full-time schedule.

The employee is entitled to have their benefits maintained, but they must continue to pay their portion during the leave. The employee also has the right to return to the same or equivalent position, pay, and benefits at the conclusion of their leave.

The eligible employee must provide 30 day advance notice for foreseeable events. The employer is allowed to ask the employee to obtain a certification from a medical provider testifying to the need for the employee to take the leave for themselves or for the family member. Upon completion of the leave the employer is allowed to require the employee to obtain a certification of fitness to return to work when the leave was due to the employee’s own health concerns. The employer can delay the start of FMLA for 30 days if the employee does not provide advance notice, and/or until the employee can provide certification from a medical provider.

If you and your spouse both work for the same employer. You cannot each take 12 weeks off for the birth of a child, when adopting a child, or to care for a parent with a serious health condition.

meluv2shop12 · Oct 7th, 2009, 09:39 PM

thanks for the info divalicious!

divalicioust · Oct 8th, 2009, 08:27 AM

You're very welcome.

dancer1 · Oct 8th, 2009, 10:32 AM

meluv2shop12,

Check your PM.

lanasyogamama · Oct 8th, 2009, 02:00 PM

I just wanted to say I'm sorry this happened to you. What a stinky thing to deal with during a blessed time in your life.

viba424 · Oct 8th, 2009, 07:52 PM

Thanks for the information, that is very helpful.

shy*violet · Oct 8th, 2009, 08:04 PM

Originally Posted by one fifty

I would do this in writing so the HR rep can't pretend it didn't happen

I agree. I would even go as far as to send it as an email attachment in addition to a hard copy so that you have proof you sent it to them.

Oct 6th, 2009, 09:34 PM	#17
dancer1 LV Princess Joined: May 2008 Posts: 165	meluv2shop12, I would present your concern to the HR rep, regardless of the relationship between her and your boss. Your concerns and his comment should be documented. Once you have told her, you should keep a record of the conversation, just in case something happens down the line. As a NJ resident and based on the size of your company, your job is secure. They cannot terminate you or give your job permanently to someone else during your leave. If they do come up with an excuse they must restore you to a similar position with the same pay, similar title and responsibilities. I'm assuming that you have already had a conversation with HR regarding your leave? If not you should do so, and provide them with your anticipated leave date. Keep in mind if you choose to go beyond the leave period the fed government provides your job may not be secure. If you have any other questions feel free to PM me, as I work in the HR field.
dancer1 LV Princess Joined: May 2008 Posts: 165	__________________ LV and Gucci purse ban. Shoes not included. In search of CL Insectika in Bordeaux, size 37/37.5. PM me if you locate.

Oct 6th, 2009, 11:15 PM	#19
ilovepinkhearts team edward. always. Joined: Dec 2007 Location: Texas Posts: 4,390	^^definitely!
	__________________ Please educate yourself about pancreatic cancer, and then share that knowledge with a loved one. http://www.pancan.org i will lose the weight...1 lb at a time!! i CAN do it! i'm not sure how many lbs to go - skinny jeans here i come!!

Oct 7th, 2009, 12:01 AM	#20
nvie :) Joined: Oct 2006 Location: Asia Posts: 398	This is not the time to stress about the work. Start to think about the things you have to prepare before delivery. If the job is still there for you after your maternity leave and you intend to continue working, just go back. Else, you can always get another job. Yes, it's tough being a woman who juggles everything. But hey, we can survive and that's what makes us tough!
nvie :) Joined: Oct 2006 Location: Asia Posts: 398	__________________

Oct 7th, 2009, 03:15 PM	#21
divalicioust Hello Kitty Princess Joined: Jan 2008 Location: South Bay Area, CA Posts: 2,542	I work in HR, managing LOA is one aspect of my job and what he said to you that is a big problem, that's a potential law suit right there, as long as your company has 50 or more employees (with other requirements) you qualify for FMLA. The Family & Medical Leave Act (FMLA) allows ”eligible” employees to take off up to 12 work weeks in any 12 month period for the birth or adoption of a child, to care for a family member, or if the employee themselves has serious health condition. An “eligible” employee is an employee who has been employed by the employer for a least 12 months and worked at least 1,250 hours. The 12 months do not need to be consecutive. You are only an “eligible” employee if your employer employs 50 or more employees within 75 miles of the worksite. FMLA can be taken on an intermittent basis allowing the employee to work on a less than full-time schedule. The employee is entitled to have their benefits maintained, but they must continue to pay their portion during the leave. The employee also has the right to return to the same or equivalent position, pay, and benefits at the conclusion of their leave. The eligible employee must provide 30 day advance notice for foreseeable events. The employer is allowed to ask the employee to obtain a certification from a medical provider testifying to the need for the employee to take the leave for themselves or for the family member. Upon completion of the leave the employer is allowed to require the employee to obtain a certification of fitness to return to work when the leave was due to the employee’s own health concerns. The employer can delay the start of FMLA for 30 days if the employee does not provide advance notice, and/or until the employee can provide certification from a medical provider. If you and your spouse both work for the same employer. You cannot each take 12 weeks off for the birth of a child, when adopting a child, or to care for a parent with a serious health condition.
	__________________ I LOVE BEING A MOMMY!

Oct 8th, 2009, 08:27 AM	#23
divalicioust Hello Kitty Princess Joined: Jan 2008 Location: South Bay Area, CA Posts: 2,542	You're very welcome.
	__________________ I LOVE BEING A MOMMY!

Oct 6th, 2009, 09:19 PM	#16
meluv2shop12 OP Member Joined: Dec 2007 Location: la la land Posts: 778	thanks for all the feedback!! i am tempted to talk to my HR contact... only problem is, he's really good friends with her! i work in nj.. been with the company for about 9 years with a stellar reputation.. the company has well over 1000 employees in the US alone so its a big, established organization.. i just talked to another manager and she told me that he talked to her privately asking whether or not she thinks i'd come back from leave... i said to her, i intended to come back but that last comment he made makes me think that maybe i won't have a job to come back to! she seems to think that he's worried that i won't come back.. but at the same time, his comment wasn't very encouraging... they keep giving me mixed signals... just 2 weeks ago, my boss gave me more responsibilities and 'promised' me a raise / promotion when i came back from leave... but that was my boss talking.. now my boss' boss is telling me this.. i honestly don't know what to think anymore.. who knows.. when i see my baby girl, i may not care enough to go back to work for a while either... i have to say.. it's tough being a woman! having to make these kinds of decisions and dealing with all this drama..

Oct 7th, 2009, 09:39 PM	#22
meluv2shop12 OP Member Joined: Dec 2007 Location: la la land Posts: 778	thanks for the info divalicious!

Oct 8th, 2009, 10:32 AM	#24
dancer1 LV Princess Joined: May 2008 Posts: 165	meluv2shop12, Check your PM.
dancer1 LV Princess Joined: May 2008 Posts: 165	__________________ LV and Gucci purse ban. Shoes not included. In search of CL Insectika in Bordeaux, size 37/37.5. PM me if you locate.

Oct 8th, 2009, 02:00 PM	#25
lanasyogamama Member Joined: Oct 2007 Location: Boston, MA Posts: 1,544	I just wanted to say I'm sorry this happened to you. What a stinky thing to deal with during a blessed time in your life.
	__________________ I bespoke(d) it!: - Belen Echandia Hold Me Max in Orange with Purple lining

Oct 8th, 2009, 07:52 PM	#26
viba424 Member Joined: Dec 2006 Posts: 1,909	Thanks for the information, that is very helpful.
viba424 Member Joined: Dec 2006 Posts: 1,909	__________________

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