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I know someone who is 3 months pregnant, and they are applying for a 5-6 month contract position, should they inform the employer during the interview they are pregnant or wait a month or two after they have the job and starts showing to let them know she is pregnant?
Is she obligated to mention it?
Would this be dishonest to not bring it up at all?
That’s the predicament Karin Zannella, 35, of Fairfield, Conn., found herself in while pregnant with her first child in 2011. Though she was just eight weeks along (and wasn’t showing yet), Zannella decided to inform both companies she interviewed with for a new job.
“I was very nervous, as I knew I could be risking my shot at either job, but I knew that it was the right thing to do to ensure it was the right fit—both short term and long term,” says Zannella, who is now a senior manager of customer marketing and sales planning for a major food brand.
She wanted to use her pregnancy news as an opportunity to ask each employer about their willingness to let her work from home two days after her baby arrived, so she told them over the phone before her third round of interviews.
“I could have kept it quiet until I was hired and well into my second trimester. But I felt that it was important to be upfront and honest from the start in order to gauge how each would respond to my situation,” says Zannella.
In the end, her honesty paid off. Both companies responded that her pregnancy news didn’t affect her candidacy—and she ultimately received two offers. She accepted the one that gave her the best flexibility.
This would not even be a question in my mind. No on all counts. And certainly not at the interview when she hasn't even been offered a job.
It is supposedly a final interview in which they want to meet her in person before giving her the contract job, but she hasnt mentioned she is pregnant to them yet. I think she is due in late April and the contract is Sept to Late March, so right when she is due is when the contract should end.
I personally wouldn't mention it if I were her. I sat in on an interview for a candidate for a full-time, salaried IT position. The interview went well and we basically thought that the candidate being interviewed was the one. At the very end of the interview, she dropped a bombshell on us - she had been diagnosed with cancer and would need to begin treatment soon.
That revelation from her caused the hiring manager to reverse course and remove this candidate from consideration and the hiring manager offered the job to someone else, purely because the candidate with cancer would end up needing time off from work for treatment and she wanted someone who could be there day-in and day-out regardless and would could potentially work overtime as well. That was unethical and basically illegal but that is what she did. Always be careful what you disclose.
I personally wouldn't mention it if I were her. I sat in on an interview for a candidate for a full-time, salaried IT position. The interview went well and we basically thought that the candidate being interviewed was the one. At the very end of the interview, she dropped a bombshell on us - she had been diagnosed with cancer and would need to begin treatment soon.
That revelation from her caused the hiring manager to reverse course and remove this candidate from consideration and the hiring manager offered the job to someone else, purely because the candidate with cancer would end up needing time off from work for treatment and she wanted someone who could be there day-in and day-out regardless and would could potentially work overtime as well. That was unethical and basically illegal but that is what she did. Always be careful what you disclose.
True and being in a right to work state, im sure they can do what they want. Hopefully she gets the job, but if she gives birth before the contract is over, I hope they cant say she breached the contract.
True and being in a right to work state, im sure they can do what they want. Hopefully she gets the job, but if she gives birth before the contract is over, I hope they cant say she breached the contract.
At will is the law that allows flexibility; all RTW covers is collecting union dues from 100% vs just those deciding to join a union on their own.
Outside of EEOC issues, employers can choose to not consider any candidate for any reason, in every state. A few states have disallowed background credit checks, but that only comes when someone is selected.
True and being in a right to work state, im sure they can do what they want. Hopefully she gets the job, but if she gives birth before the contract is over, I hope they cant say she breached the contract.
I understand that being pregnant is not a reason to fire someone. But what happens if you work at a job for months, then go on maternity leave for two months. Let's pretend that your position is essential to the function of your company, and the company would have problems hiring a temp replacement for a few months.
Would the company be able to fire you for not keeping your end of the contract?
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