I’m 7 months pregnant and was put in a performance improvement plan because I’m to emotional… I lead our nonprofit’s marketing team.

23 Comments

1. AnonymousMarch 15,2024 at 1:34PM UTC

   It would be highly unusual for them to let you go post-partum/post-plan, as that could be fodder for a discrimination (pregnancy) lawsuit, and proving it isn't could be difficult. I'm not sure I completely understand some of the symptoms you stated in the first sentence, but "too sensitive" could be connected with pregnancy discrimination if that is how it was worded in the PIP. If you are crying at work, it might be something you can talk to your doctor (OB) about. There may be some adjustments to your prenatal meds that could help take the edge off, especially if you feel you are being "too sensitive." If you don't, take her at her word and focus on the addition to your family. Good luck to you. Use your maternity leave to regroup and decide how to move forward.

2. AnonymousMarch 15,2024 at 1:43PM UTC

   Is it a formal improvement plan signed by HR or they just give you improvements goals?

3. AnonymousMarch 15,2024 at 1:56PM UTC

   Talk to an employment lawyer.
   Also, have you been given *consistent* feedback without improvement? Is the PIP new information / feedback or something you were told about 1x? People often use PIPs to “legally” exit employees.

4. AnonymousMarch 18,2024 at 7:19PM UTC

   I should add, I have a great employment lawyer if you are in NY or CA.

   Also, what folks have noted regarding keeping records of all comms is really smart. Also anything noting your performance helping business goals, etc. Sensitivity shouldn’t be PIP-worthy and PIP’ing for sensitivity during pregnancy is the company asking for a lawsuit. You’re in a protected class.

5. AnonymousMarch 15,2024 at 2:18PM UTC

   I completely agree with others' thoughts here:

   Confirm the feedback was suggested solely by your leader or backed by HR.

   Make HR aware of the conversation and your position on the subject.

   Seek an employment lawyer while keeping close documentation of every meeting and digital conversation (email, text, chat, etc.).

   Most importantly, take care of yourself and try not to over-think what people may or may not be trying to do. You, your health, family, mindset and new baby are more important than anything.

6. AnonymousMarch 15,2024 at 2:20PM UTC

   agree 100%. But..if you were emotional "before" being pregnant, that's a different story. However, if you've got a healthcare provider's note supporting your increased emotional state, fatigue, or stress...this will help protect you going forward.

7. Joann S. LublinMarch 15,2024 at 2:51PM UTC

   You also might want to reach out to attorney Daphne Delvaux as she specializes in job bias against pregnant women and new mothers. In addition, my book

   #PowerMoms has good examples/coping strategies for dealing with workplace discrimination while pregnant. Good luck!

8. JJMarch 15,2024 at 3:00PM UTC

   You are right. Document everything. Sounds like your boss is super interested in getting the non-profit named in a lawsuit.

9. Susan Grant-SuttieMarch 15,2024 at 3:30PM UTC

   This is what we call "Constructive Dismissal" . This is illegal but appears to be following the rules which in fact - is not. I would look up the legal definition and arm yourself. Yes, do your job well, but on the other hand - drop a few hints that you are aware of this tactic. Let them know they are playing with a tiger - not an emotional nincompoop. And do not wrap any response in any emotion. Start using the prefix to your answers with such beginnings as "Well logically, ." and so on.

10. AnonymousMarch 15,2024 at 5:54PM UTC

    I would suggest to improve on your role. Ask when do they feel the decline of quality work was noticed, that's a horrible question that i hope they put A LOT of thought into before answering. Your emotions are yours to own, IMO, I'm not a monster, showing grace is nice, but there does need to be a line in the sand at some point. That could result into an accommodation, not termination.

11. AnonymousMarch 15,2024 at 8:34PM UTC

    No, I wasn't. Prenatal meds are usually vitamins that she could potentially be reacting to (beyond the regular hormonal changes.) That's why I suggested she talk to her OB to make sure her baby wasn't put at risk. Some people react to high doses of iron, which is part of the prenatal regimen. I don't know if crying outbursts are included, so it would be best to ask her doctor. That was all I was suggesting. Please don't turn this into an "emotional pregnant woman" rabbit hole because she needs support and suggestions here.

12. KathrynMarch 16,2024 at 2:55PM UTC

    Contact an employment lawyer. She is trying to find a reason to let you go and you being pregnant is probably the reason. I know it sounds weird but I have seen it happen and the woman got an attorney and was able to keep her job and finally get higher ups to see what the manager was doing.

13. AnonymousMarch 16,2024 at 5:27PM UTC

    The response was not there before and it definitely sounded different like you suggested going on antidepressants, not looking at the vitamins they are taking. Thank you for clarifying, it sounded.like you were saying her boss is right in telling her she is too sensitive and needs medication when she really needs to go to HR and look at EAP options. I was trying to give advice for support and not blame further.

14. AnonymousMarch 17,2024 at 1:52PM UTC

    Ha! Let them fire you when you are pregnant...then sue the crap out of them!

15. Megan WestrumMarch 17,2024 at 2:09PM UTC

    Whoa… what?!

    Your performance sounds extraordinary during this time. I would ask for where too emotional falls under your company’s code of conduct and policies? And say I’m passionate about my career here do you have examples and how has this impacted my performance negatively?

    Document what is said and contact an employment lawyer right away. Keep all documentation.

16. Dara EmruMarch 17,2024 at 2:43PM UTC

    Start your job search. PIPs are the newest way nonprofits get rid of people. I naively trusted that my increased performance and dedication would speak for itself. Every “update” was completely incorrect and off the mark, and I was told I could not discuss or change anything. I was putting in many hours of my own. It was torture. I wish I’d known they just wanted me out. Now I’m two months into unemployment and struggling. For your own sanity, plan your exit.

17. AnonymousMarch 17,2024 at 5:54PM UTC

    Contact your EEOC local office, file a formal complaint especially if you have written information using the terminology that you shared here. As a pregnant person you are in a protected class and therefore cannot be terminated during this time. If they are using the language about emotions also get some doctors notes to support your medical situation. I would also save copies to your personal email of anything that would support this as you may have a strong case should they try to terminate you.

18. misskelleypMarch 17,2024 at 6:52PM UTC

    Pregnancy is a protected class, and extra emotions are part of being pregnant. Someone else recommended a specific attorney and I think that contacting her is well warranted. Your employer's actions are illegal - unless you're actually having meltdowns in the office. Which I doubt...

19. AnonymousMarch 19,2024 at 1:38PM UTC

    You can be let go while pregnant, so being “protected class” is worthless if they want to let you go - they will and absolutely can.

    also for OP, sadly once you have the baby you are no longer protected - many have been laid off during parental leave so you wouldn’t be the first or last.

    that or they’ll wait till you return from leave (I guess ideal situation) but in my honest opinion you’re getting let go regardless, it’s just a matter of when now. No one gets put on a PIP for no reason.

20. AnonymousMarch 17,2024 at 9:21PM UTC

    Companies often set policies that DON'T line-up with state laws. I would speak with an employment lawyer for advice.

21. AnonymousMarch 18,2024 at 2:17PM UTC

    she is pregnant, they cannot fire her, so a PIP wont change that.

22. AnonymousMarch 18,2024 at 2:21PM UTC

    i know we are more sensitive while pregnant, but do try to leave that at home. i was pregnant twice and yes you are more sensitive but not at work. you do not mention if you are actually sensitive. asking her if youu were gonna be let go is pointless for TWO resons , they will NEVER tell you and they know they cannot fire you because you are pregnant, they are putting themsleves in truoble if she says that. you should already know this.

23. AnonymousMarch 20,2024 at 12:12PM UTC

    Firstly, sending you a giant virtual hug! Are you in the UK? The reason I ask is that i'm most familar with UK employment laws. You do not have to put up with this. Find your companies Performance Improvement policy, it should be made available to all employees. It should detail their process and typically this PIP should not have come as a suprrise, it is best practice for there to have been informal conversations prior to putting you on a PIP, if there haven't then this PIP could be considered pre-determined and procedurally unfair. Pregnancy and maternity are also a protected characteristic under the UK equality Act so your employer must tread carefully. If you are concerned about unfair treatment (and it does sound unfair given the detail of your post) then you can raise a grievance which may offer you some protection but will also highly to your HR team that PIP processes are not being followed correctly and there is potential employee discrimination happening. Also check out an amazing UK charity called Pregnant then Screwed, they have a free helpline operated by HR professional volunteers