Comments on: Maternity Leave

By: Anonymous

Anonymous — Fri, 11 Jan 2008 13:50:00 +0000

I think that now is a great ability to discuss such questions in some kind of women's information network!

By: Samantha M.

Samantha M. — Thu, 04 Oct 2007 03:11:00 +0000

I like Beth's idea of partial during maternity leave, and the bonus upon return. Though I'd take it a step further, and add a stipulation that they must return to work for X months before they get the bonus - otherwise there would be women coming back, working for a week or two and taking the money to run.

I know that I've experienced some bias when it comes to employment. When I was 25, I interviewed for a position and one of the people I interviewed with started asking me about any plans to have children in the future. I can't remember how I answered, but I got the job (probably said that I had no immediate plans).

I think I have a BIT of an easier time than some when it comes to that sort of thing, as I am working full time, attending college and don't wear a wedding ring (because I'm not married). I'm also in my late 20's, which in my area seems to put me in the category of old maid/dedicated career woman. (Little do they know, I want a family, and would like to be able to stay home for possibly the first year after having kids - assuming that I don't lose my mind from not having enough outside stimulus.)

Okay, enough rambling from me.

By: Evil HR Lady

Evil HR Lady — Wed, 03 Oct 2007 09:44:00 +0000

Beth–you’re right that it isn’t a perfect solution. I really do like the companies that do social networking to encourage mother’s to return, but they aren’t paying those women to not work.

Personally, I think companies that want to retain talented young females would be wise to consider more part time and job sharing situations.

By: Beth Robinson

Beth Robinson — Wed, 03 Oct 2007 01:58:00 +0000

If my company had offered increased compensation after but nothing during maternity leave I would have left years ago to find another job. Then retention wouldn't be an issue.

I make twice as much as my husband. (R&D vs. clerk) His coworkers qualify for government aid for daycare. Me not bringing in money is not acceptable.

Maybe a blend of the two approaches where I received the minimum during and then the bonus for returning...

By the way - I'm six months pregnant and my husband will be taking most of his three months of FMLA so we can put off putting the baby in daycare. So if our plans work out - then you'll almost know someone. :)

Looking at the bigger picture of the problem, I can definitely see the point and agree that departures encourage companies to give as little maternity leave as they can get away with. Unless they make a deliberate strategic decision to install a different company culture that focuses on the employee that is...

As another idea, I was reading a recent article, Business Week I think, that mentioned a company that kept up a social network with mothers who did leave, tapping into their expertise with consulting fees and interviewing them to hire back when they were ready. If you can encourage returns with generous policies then maybe retentions are less important.

By: SourAaron

SourAaron — Wed, 03 Oct 2007 01:45:00 +0000

You hit it on the head. Making the hiring of women taxed by policies that make leave costly to the business unit will result in less hiring of child bearing age women, period (no pun intended).

The road to hell was paved with...