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Rank: Newbie
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Joined: 10/10/2021(UTC) Posts: 5  Location: DC
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Good evening!
I just received an offer a few weeks ago at DOD and am scheduled to start soon, but am also due to give birth in early January. I applied months ago, and wasn’t asked about it in interviews (obviously) and didn’t want to bring it up - seemed like it might be putting my future team in a weird spot.
So, with that being said, any tips on how to navigate this? Don’t want to screw over the new position, but also will want to take at least 6-8 weeks off. I don’t believe I qualify for maternity leave, but could I take advance leave against future maternity leave? Leave without pay? Any ideas welcome - really want to come in on the right foot, and wasn’t sure the best way to navigate this. Thanks in advance!
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Joined: 7/5/2021(UTC) Posts: 70 Was thanked: 11 time(s) in 10 post(s)
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I would hope that this country workforce (especially federal) has gotten pass discriminatory practices when dealing with maternity leave. You would not qualify for FMLA but you can go on LWOP (leave without Pay) and if any issues arises you would definitely have a great EEO compliant against the agency. https://www.eeoc.gov/pregnancy-discrimination
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I don't think you've got anything to worry about. Be honest about your situation.
Aslo, it may not be an issue at all. You may be required to work remotely and not go into an office. That would reduce the 6-8 weeks you'd need to take off. I'm confident your new command will work with you.
Best wishes
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Rank: Newbie
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Joined: 10/10/2021(UTC) Posts: 5 Location: DC
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Thanks all! Main worry was alienating new folks, and not wanting to get off on wrong foot. Thanks!
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Originally Posted by: Xerxes  Good evening!
I just received an offer a few weeks ago at DOD and am scheduled to start soon, but am also due to give birth in early January. I applied months ago, and wasn’t asked about it in interviews (obviously) and didn’t want to bring it up - seemed like it might be putting my future team in a weird spot.
So, with that being said, any tips on how to navigate this? Don’t want to screw over the new position, but also will want to take at least 6-8 weeks off. I don’t believe I qualify for maternity leave, but could I take advance leave against future maternity leave? Leave without pay? Any ideas welcome - really want to come in on the right foot, and wasn’t sure the best way to navigate this. Thanks in advance! Do not communicate the situation to the new management until after starting the new job. You didn't mention if you are new to the federal workforce or not. Unless you have been a federal employee for 12 month the options are limited. The EEO office is tasked with protecting the employer, not the employee; do your homework. https://www.afge.org/glo...booklet_march10-2021.pdf
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Rank: Newbie
Groups: Registered
Joined: 10/10/2021(UTC) Posts: 5 Location: DC
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What could the new agency do if I mention it? Having a talk next week, and I’ve already been offered the job…
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Rank: Newbie
Groups: Registered
Joined: 10/10/2021(UTC) Posts: 5 Location: DC
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What could the new agency do if I mention it? Having a talk next week, and I’ve already been offered the job…
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Originally Posted by: FrankJr Originally Posted by: Xerxes Good evening!
I just received an offer a few weeks ago at DOD and am scheduled to start soon, but am also due to give birth in early January. I applied months ago, and wasn’t asked about it in interviews (obviously) and didn’t want to bring it up - seemed like it might be putting my future team in a weird spot.
So, with that being said, any tips on how to navigate this? Don’t want to screw over the new position, but also will want to take at least 6-8 weeks off. I don’t believe I qualify for maternity leave, but could I take advance leave against future maternity leave? Leave without pay? Any ideas welcome - really want to come in on the right foot, and wasn’t sure the best way to navigate this. Thanks in advance! Do not communicate the situation to the new management until after starting the new job. You didn't mention if you are new to the federal workforce or not. Unless you have been a federal employee for 12 month the options are limited. The EEO office is tasked with protecting the employer, not the employee; do your homework. https://www.afge.org/glo...booklet_march10-2021.pdf The EEO office is NOT tasked with protecting the employer or the employee. They are tasked with protecting the process. The facts drive the results of complaints. The EEO office's goal is resolution of issues. |
You should have voted Cthulu...the greatest of all Evils
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Rank: Senior Member
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Originally Posted by: Xerxes What could the new agency do if I mention it? Having a talk next week, and I’ve already been offered the job… The short answer is you have nothing to worry about. The long answer can be found at the EEOC's website... https://www.eeoc.gov/fac...pregnancy-discriminationand it does apply to the Federal Gov't as noted. It sounds like you're mainly concerned about your future coworkers' reactions. Again, I don't think you've got anything to worry about but this will be a great way to filter out anyone you don't want to associate with if they give you grief about having a baby. If you haven't already mentioned it, I'd do so to avoid any feeings on their part that you were being deceptive, even though you are not under any obligation to discose the info.
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Hope this helps!
I got my first federal job 3 years ago in February. I was pregnant. Coming from private sector I was terrified to tell my new boss, but they were very very understanding.
Obviously, I didn’t have any leave and wasn’t eligible for FMLA but was able to advance my leave and work flexible hours, some telework, until I came back. You are able to advance upwards of 200 hours of annual leave. So between what little I had accrued and advancing, I was able to take off without financial stress. I was also still accruing leave while on leave. I had to be very conservative with taking leave the following year, but I can happily say next year I’ll be in use or lose. It accrues quickly if you’re judicious!
Best of luck!!
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