#PregnantAtWork #UnfairTreatment #DiscriminationAtWork #NJJobs #PregnancyRights #EmployeeRights #WorkplaceSupport
Hey there, [NJ]! First of all, I just want to say that I’m so sorry you’re going through this challenging situation. Dealing with a difficult director and being pregnant at the same time can be incredibly overwhelming. But know that you’re not alone, and there are options available to you. Let’s break it down step by step and explore what you can do in this tough situation.
Understanding your rights as a pregnant employee
As a pregnant employee, it’s crucial to understand your rights and protections under the law. The Pregnancy Discrimination Act (PDA) prohibits discrimination on the basis of pregnancy in the workplace. This means that your employer cannot treat you unfairly, including putting you on a Performance Improvement Plan (PIP), due to your pregnancy.
Consulting with an employment lawyer
Given the severity of the situation and the potential impact on your job and well-being, it may be beneficial to seek legal counsel. An experienced employment lawyer can provide you with valuable guidance on how to navigate this situation and protect your rights. They can also help you explore your options for addressing the unfair treatment you’re experiencing.
Documenting everything
It’s essential to keep detailed records of all the interactions, incidents, and communications related to your situation. This includes emails, meeting notes, performance evaluations, and any other relevant documents. These records can serve as crucial evidence if you need to address the issue formally, whether through a legal case, HR complaint, or other channels.
Seeking support from HR and higher management
While it can be intimidating, it’s important to consider reaching out to HR or higher management within your company to address the unfair treatment you’re facing. They should be made aware of the situation and given the opportunity to investigate and take appropriate action. If you have a trusted previous supervisor or colleague who can advocate for you, their support can also be invaluable in bringing attention to your case.
Exploring accommodation options
Considering the high-risk nature of your pregnancy, it’s important to explore accommodation options that can support your well-being while still fulfilling your work responsibilities. This may involve discussing flexible work hours, modified duties, or other reasonable accommodations with your employer. Understanding your rights regarding pregnancy-related accommodation can help you navigate this conversation effectively.
Utilizing employee assistance resources
Many companies provide employee assistance programs (EAPs) that offer support for various challenges employees face, including workplace issues, mental health concerns, and personal difficulties. Reach out to your HR department to inquire about these resources and how they can support you during this challenging time.
Final thoughts
Remember, you are entitled to a workplace that respects and supports you, especially during a significant life event like pregnancy. By understanding your rights, seeking support, and exploring your options, you can take proactive steps to address the unfair treatment you’re experiencing. Don’t hesitate to lean on your support network, including trusted colleagues, friends, and family, as you navigate this situation. You deserve to be treated with fairness and respect, and there are avenues available to help you achieve that. Take care of yourself, and know that there are people rooting for your well-being and success. You’ve got this, [NJ]! Wishing you the best as you advocate for yourself and your rights.
In US, pregnancy is considered as a disability and the supervisors are supposed to make accommodations for the disabled person as per ADA. Do you have a trusted person in HR, specifically in employee relations. This is grounds for the the supervisor to be written up as the supervisor ( not the director) is discriminating due to your physical disability aka pregnancy. Moreover you can get an exception from being on camera and need for accommodation from your OB. Your Director probably will get a slap on the wrist only unless there is written communication to prove that the decision came from the director
Honestly, I would do what I could to see about getting transferred to a different team if possible. Take copies of requests and things in writing with you to HR, for the report that was filed late, take the email correspondence associated with it, every scrap of work done over the week the your boss is claiming was not done, bring with you.
I would also ask around other team leads to see about transferring. You can say that it is a personality conflict and that you can’t work under her management style.
I do not see this improving for you at all. If your only offenses were not having a camera on and this is the treatment you are getting, it will only get worse. This is your job at stake here. It is a very serious threat to have a manager out for you like that.
You need to speak with n employment lawyer as soon as possible.
Discrimination get a lawyer
I had a similar situation where I had food poisoning and my manager refused to let me leave work, vomiting in front of your coworkers and other managers, along with looping in HR about potential ADA violations will solve your problem immediately.
Pregnancy workers act – file for accommodations on the issues raised in your pip.
Sounds like one of my previous managers. Ok so immediately contact the HR and escalate the issue to her manager aswell. Keeping the work part aside this is completely incompetence on her part as leader and a human being. Blow things out of proportion if needed cuz that is what she might do. And there is a high possibility she is trying to get rid of you because your pregnant which means they have go bear your maternity leaves. Create pointers on how you are mentally affected during this time and how as an employee you do not see any growth with such wrong precedence. Good luck and tc of yourself.
Hope for the best, prepare for the worst. Gather your proof of all of this now. Including you being a good worker. The conversations that have taken place about this etc. That way if something happens and you lose your job, you will still have the evidence you need to protect yourself.
Talk to an employment lawyer
Go on temporary disability, and look for a job.
EEOC….. Happy New Year
I’m so sorry to hear about the taxing nature of your pregnancy, and hope your difficult symptoms will diminish. I have 4 little ones and the 1st and 2nd trimesters were much worse in terms of morning sickness – I hope your last trimester is better than thus far. Your first priority is minimizing your stress and maximizing your health during this critical time.
It sounds like many responders aren’t very familiar with the nature of morning sickness, which can vacillate greatly among pregnant women. But it is entirely possible to dry heave, feel mild to moderate to intense nausea (and yes vomit episodically), and still sustain a productive and overall positive and competitive workload over the course of a shift. Morning sickness isn’t the flu or any other illness. Nausea can come and go, spike and wane very quickly. It can also be incapacitating – it’s a very individualized experience.
Your new Director sounds like an ineffective and overall poor leader, I am sorry for the bad luck in being reassigned under her.
I agree about keeping everything in writing. With 2 of the 3 stated reasons being inaccurate/bogus, and the first a pretty petty and cruel thing to penalize you for during your condition (if not illegal), I also am concerned you may be experiencing retaliation.
I would politely emphasize the request and approval granted for the off camera status, and contest with evidence the other two issues. I would document everything moving forward, talk to HR about reasonable accommodations, and look into all federal and state protected leave options, as well as the amount of vacation, sick and PTO you may have that can be expended. Between FMLA, CFRA and PDL, I usually took around 4 months off for pregnancy and postpartum recovery. Doctors can also put you on disability leave further in advance if you have debilitating issues like gestational diabetes, pre-eclampsia, etc. If disabled or unable to perform the required functions of the position, you can receive paid disability leave.
As others have said, pregnancy is also a protected category and this treatment given your record and approved in advance requests could be looked at as discrimination and/or retaliation. Although the timelines are lengthier and it takes time and energy, filing with State labor boards and the EEOC are options you may consider, especially if their treatment continues or worsens.
Best of luck on your pregnancy and motherhood. Again, this is much more important long-term than a job that seems to be quickly going south in terms of desirability. I hope you find a good balance in terms of expenditure of energy, self advocacy and overall health.
Get a lawyer.
I’m going to offer you some advice I think everyone should know: Get everything in writing. Never leave a meeting, never receive feedback and never have a phone call you dont have a follow up email for. It’s as simple as “hey can you send that to me in an email so i can refer back as needed?” If they refuse, send YOUR OWN follow up email. In fact, it’s best to communicate by email wherever possible and make sure you are BCC’d.
I agree with the commenter that stated it sounds like retaliation or like you’re being singled out for being in a protected class. The single best thing you can do for yourself is keep a record of every single scrap of information sent to your own personal email.
Oh no. The timing looks like retaliation – I’m surprised no one has said that yet. Please talk to an attorney asap. The director may be trying to fire you before your mat leave to save money.
How is the business doing? Have you noticed the director is particularly cheap? Sounds like it if no one could get above a meets expectations on their performance review since that would lead to higher raises if folks got 4s and 5s.
I would absolutely puke on camera.
Hang in there till month 6 then bc you are high risk have your doc place you on short term disability- you can take up to 6 months total, so 3 for high risk & 3 maternity leave
If your boss is not fired in 6 months find another job
Consult with HR. I say “consult” not “file a grievance.”
Tell HR exactly what’s happening, and ask about options to (a) continue doing a great job and (b) take care of yourself during this difficult time.
As other responses have said, vomiting on camera could actually help validate what you’re saying. It will certainly make the Director look absolutely monstrous and that’s probably a good thing.
Two things:
One, if she’s going to be that much of a dick, throw up on camera 🤷🏻♀️ she’s going to look like a terrible human being when you say “sorry I was told I can’t be off camera and couldn’t hold my breakfast down”
Two, if you’re really that uncomfortable time to visit an ADA accommodation. Ask your HR department for the process and get your doctors notes that state you need ABC,XYZ while pregnant. Pregnancy is a protected class so having that documentation would help you in the event the PIP ends in a termination.
If you’re having medical issues preventing you from meeting your performance objectives (being on camera, etc.) you need to pursue FMLA as that is only thing that will protect your job.
You could potentially pursue accommodations under the PWFA as well, though it’s not clear how your condition prevents you from being on camera apart from your preference.
I’m very sorry you are dealing with this, but from a legal standpoint, if you’re well enough to work (and absent any agreed upon accommodations) it’s probably reasonable for your employer to expect you’re well enough to be on camera.