Return after maternity leave.

Anonymous

September 19,2023 at 12:45PM UTC

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Return after maternity leave. I have been engaging with HR to discuss my return from maternity leave. We have agreed upon the date and the adjustments I need to my office to make it ready for pumping while in the office. During a discussion with my direct supervisor, I was informed that the CEO told her that I wasn’t returning to work after maternity leave. I don’t know where he got that information, as I have been in constant communication with HR, my supervisor, and even doing some work and joining company zoomcalls during my leave. I have taken every step to make my return seamless, including lining up childcare. I feel like the comment was disrespectful and discouraging, especially coming from the CEO. I am trying to determine what his intentions are with this comment. Is he trying to push me out? I addressed this with HR and she denies that he said this. I don’t know what to think and it adds to the stress of th return to office after maternity leave.

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AnonymousSeptember 19,2023 at 2:21PM UTC
I'm not going to lecture you about what you should or shouldn't do while on leave. I've had to request access be restricted for individuals while they are on leave because despite what their manager told them, they insisted on working while on leave.
Now with that said did you explore this topic further with your direct supervisor...where the CEO may have gotten the idea that you weren't returning from leave?
AnonymousSeptember 19,2023 at 2:27PM UTC
I would slow waaaay down. This is most likely a second hand miscommunication that was passed along. I would be very clear in a short communication telling the ceo and other leaders how you are looking forward to your return on xx date.
Instead of allowing this to stress you out, I would be proactive and take control of the narrative. Many times we allow ourselves to spin on small details and lack of context. I prefer to take control and lead my destiny.
maria roseSeptember 21,2023 at 2:51PM UTC
I agree with the reasoning by this comment post by this anonymous as hearsay doesn’t give the full context. The OP should be only listening and questioning HR as to what they should expect at the point of return to active duty at work—all details should come only from HR plus all explanations if they have any. Calling up the CEO directly should not have happened because they are not involved in the disbursement placement of the individual staff member only HR. And HR doesn’t have to give this individual any information until the day/ date of return is finalized and documented. Just because this individual kept up constant communication with their department supervisor doesn’t necessarily mean they are going to return to work in the same department because as far as that department manager knows they have the staffing needed for the department until notified by HR.
AnonymousSeptember 20,2023 at 1:56PM UTC
Working during leave is not illegal. What is illegal is for an employer to require an employee to do so. If the employee chooses to do so, that is their choice.
AnonymousSeptember 20,2023 at 6:06PM UTC
It is not illegal. FMLA regulations permit employees on medical leave to voluntarily accept work. The key here is that the work must be performed voluntarily. In other words, acceptance must be uncoerced and not a condition of employment.
maria roseSeptember 20,2023 at 6:07PM UTC
Since the OP anonymous of this post didn’t describe the details of the maternity leave from work we can’t assume how the leave time was classified via the labor laws in place at that specific geographic location. Since all the arrangements were done via HR, this OP does know that their job ( being employed by the company) is still there for them to return to BUT what is assumed is that they are returning to the exact same job position as they previously held. Big difference, which explains why they thought they were going back to work with the same direct supervisor. This OP does have a job position waiting on their return to work. They have forgotten about the fact that the business still had to continue to function despite their absence ( whatever the reasons for the leave and the length of time taken). The company has kept a job position for this individual ( in other words, they are part of the payroll of employees on staff) but their specific job role may have changed to suit the company’s needs. This OP needs to accept that they may not be going directly back to the same department but they do have a job to return to after they finish their leave of absence. The labor laws in place only require the company to provide a job position for the returning employee not the exact same position as they left. The OP will need to accept and adapt to this change in job position upon return or refuse the change and leave the employment and find another position. I would advise that this OP thinks about their personal financial need for having this job ( whatever position) over dislike or stress over a possible job position change. If they need to work ( collect a paycheck) then it doesn’t matter what position they have. The company has given support to allow this person a leave of absence and has kept this individual on payroll as a active employee. We as employees do not control the function of the company business, we are merely contributors to the company ability to maintain the business continuity. The OP needs to adapt and accept whatever comes whenever they return to work or reject position and not return ending their employment. Very simple choice—do you want to work or not work? One can always decide to leave by looking for another job after returning to work but don’t put up a fuss and stress out because it won’t be exactly the same job position when you will be getting a paycheck, unless you don’t need that paycheck to pay for your necessity bills.
AnonymousSeptember 20,2023 at 6:25PM UTC
No one said anything about a change of position or supervisor. The post was about a false “rumor” spread by the CEO.
AnonymousSeptember 21,2023 at 12:40PM UTC
ChatpGPT response right here. A whole lot of words without a whole lot of content and utterly useless for anyone.
maria roseSeptember 21,2023 at 2:39PM UTC
I am no fan of using ChatGPT and like the anonymous other response to my reply, I was basing my response on what exactly to expect when one takes a leave of absence—which we can imply from the information provided here—was more than a 30 day time period—may or may not been using any PTO time or FLMA but had been in contact with the HR department for the company which is required on any extended leave of absence ( a monthly check-in process) . We can imply that this leave of absence ( called by the OP a maternity leave) was approved and supported by the HR department as per labor law policy. But in no way is the exact same job that the person was doing going to be there if the company in adjusting for the absence of the employee on leave changes the staffing situation. The company only has to have a job available for the employee to return to—that’s what keeping the employee on the active payroll system means—especially when the leave of absence is a long period of time. If you don’t understand that reason which is clearly stated in the law, you are misunderstanding it to mean another alternative. Sure this OP may be relying on hearsay conversations because they are not yet back at work and I hope when they finally get back to work, they will follow up with the actual experience of what they came back to instead of “wondering “ what to expect at present time. Obviously, they are planning to return to work and know that they have a job to return to, but they have been gone long enough to know that changes have been made to accommodate their absence and should be expecting to adapt themselves to the changes too.