Maternity Leave for Commissioned Employees
For the past 11 years, I have worked for a Global technology fortune 1000 company. I am 1 of 1600 field-based commission only sales employees in the US. While we are all W-2 employees, we are paid 100% commissions in the form of one time signing bonuses and residuals. We do not receive PTO and we are the only channel in the company that can not opt in for Short Term Disability benefits. In 2016, right before having my first child, I discovered that our sales channel did not have a standard maternity program. The two options that were presented to me were:
1. Take FMLA leave for up to 12 weeks. Taking leave will mean that I would be cut off from email access and intranet access. Will not be allowed to submit any sales deals during the entirety of my leave.
2. Take a "unofficial" leave, which would allow me access to my internal systems, the ability to send in deals, but be held to my current sales quota - and if not met would count against my overall sales performance.
I made a lot of noise about these 2 options, and eventually was told that they had created a maternity leave program for the sales force that was in the final stages of being approved.
Fast forward to now...when I just found out that that program was never finalized and that the options today remain the same as they were back in 2016. Some sales employees have been told to take "intermittent FMLA" while out on leave, but this doesn't seem realistic with a new baby, nor does it address how our sales quotas will be handled - since they are measured on a monthly basis. For non-sales employees of our organization, they have both PTO and STD to tap into during leave - but again, both of these benefits are not provided to the sales channel and therefore it is 12 weeks of unpaid leave. Putting many of these new moms/parents in a position where they feel like they have to continue to work while adapting to the new life of having a child.
That is what I opted to do when I had my first baby in 2017, and I will tell you the changes and frustrations I felt both personal and profession were heartbreaking.
My company recently launched a women's network within our organization, and I am one of the chairs of that network. As a young, professional mom I take family leave very seriously and I think that it is a disservice to our incredible organization and our employees by not have a viable maternity program for the talented individuals within our sales channel who desire to have a family. I am reaching out to the FairyGodBoss community because I need your help with insight and resources. In early November, I will have an opportunity to meet with our President, Director of HR, and HR General Counsel to address this issue. I want to bring a solution to them, rather than just complaining of the lack of a program. I am looking for guidance and insight from individuals who work in sales (ideally commission only) that's company has a maternity program that addresses sales quotas and commissionable pay. Or anyone that is well versed with the legalities of FMLA and how we can bridge that gap that currently exists within my organization.
I am thrilled to be a part of the FairyGodBoss community and look forward to hearing your thoughts and prospective.
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Not happy with this transfer offer
My boss pulled me into a conference room yesterday to say that she has a transfer opportunity available to another office in the region (not far from home, about the same driving distance). I've been with the company for five years and have received great reviews and raises and a nice bonus. I thought she was going to suggest another position that recently opened up that sounds really exciting, but instead, she said a role was vacated at this other office, and she thinks I'd be a "great fit."
Well, the role really isn't anything I'd be interested in at my level. I see it more as a "foot in the door" job for someone with half my experience who needs to start somewhere. If anything, I see it as a dead end job. I'd take all of the great experience I've gained and toss out out the window if I took this job. I'm an SME in my area, and it would be bizarre for me to give up the job for something like this.
I said I'd think about it, but within five minutes of hanging up the phone, I had a sick feeling. I did ask her about the other role I'd want, and she gave me a wishy-washy answer about the role being incorporated into another position (maybe).
No one has ever complained about my work (not that I know of). I've been very happy there overall, but just a little antsy to take on something more challenging after five years. FWIW, she has moved people into really nice roles, but in my case, the move would look embarrassing, as if I were being punished and banished to a weird job that derails one's career (and I've seen them do that to other people on purpose). So, I'm going to tell her next week thank you, but I'm not interested. What if she tries to push it or demands a good reason why I'm turning it down other than I'd rather wait for something else? Would you say aloud that it doesn't look like such a great career move for someone with my experience, and I know there are better opportunities? I'd rather quit and go elsewhere than take this job. I ran this by a friend and he said it sounds like the first job they'd cut if they have layoffs.
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?
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Currently interviewing but i have a dental procedure coming up that will put me out for a week , meaning I will be out for 1 week, just 2-3 weeks right after starting the job. ...
I would like to prepare what I will say as im approaching last interview and may land the job. The issue is I would rather start right away because i need income urgently to pay bills
a- tell them its best for me to start after my procedure - 3 weeks from now ( which will but me in a predicament as i need immediate income) and they might be annoyed they have to wait 3 weeks
or
b-tell them i can start 1 or 2 weeks before my procedure and but that in 3 weeks I may need an entire week off .
advice ?
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Feeling stuck on your next move in tech?
You’re not alone.
The industry shifts fast, and keeping up can feel like a full-time job on top of your actual one.
But staying relevant doesn’t have to be overwhelming.
Here’s a simple, doable rhythm to follow (even with a full calendar):
✅ Quarterly: Scan open job listings—not just titles, but the skills and tools required. Use AI to spot patterns.
✅ Monthly: Talk to someone in a role you admire. Ask what they’re learning, noticing, and questioning.
✅ Ongoing: Skim global reports (like the WEF’s Future of Jobs) and follow a few sharp thinkers right here on LinkedIn.
✅ Repeat: Make this a habit, not a one-off. You’ll start to see the signals.
Then, check in on your fit using the IKIGAI model:
? What you love
? What you’re good at
? What the world needs
? What you can be paid for
From there? Close the gap with real upskilling.
The best programs offer:
✔️ Hands-on practice
✔️ Critical thinking challenges
✔️ Confidence in what you can do (not just what you know)
That’s why I often point folks to flexible, job-aligned platforms like Udacity—especially when time is tight and skill depth matters.
You don’t need perfect predictions.
Just a smart way to listen for what’s next.
? What’s one signal you’re seeing in your space right now?
#CareerDevelopment
#TechCareers
#Leadership
#Udacity
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Hi everyone,
I’m Mitali, a former Cognizant employee and a recent graduate from the University of Texas at Dallas. I have experience in Salesforce, business analytics, and cloud technologies.
I’m currently seeking new opportunities in business analysis, CRM, or related roles. I’d be so grateful for any leads, advice, or referrals to help me get my foot in the door. If anyone has recommendations or knows of companies hiring, please feel free to connect or message me. Thank you in advance for your support!
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Job Search Myth: "If I apply to more jobs, I’ll get hired faster."
Quantity doesn’t beat quality. Sending out 100 generic resumes won’t open as many doors as 10 targeted, tailored applications.
Focus on roles that match your skills, customize your resume, and write a thoughtful cover letter. It’s not a numbers game; it’s a strategy game.
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