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Archive for the ‘Employment’ Category

How to Approach Your IVF Treatments When Working

Wednesday, July 28th, 2010

Many women worry about potentially undergoing IVF treatments because they’re concerned about:

a.  The time necessary for them to be out of work for the procedures.

b.  The possibility that they’ll have to take more sick days than they have if they end up feeling uncomfortable as a result.

c.  The thought of telling their co-workers what they’re having done.

But it’s essential to know that all female employees have a right to privacy in this area.  And they also need to know the facts:

TIME:

Most women who undergo IVF treatments are not likely to be out of work for long, long amounts of time.  In fact, some return after taking a day or two.  Unless there are complications, it shouldn’t be a problem.

SICK LEAVE:

If you can stockpile your sick leave before undergoing IVF treatments, that’s always a good thing.  If not, you may have to just use what you have or use some of your vacation/personal time. 

PRIVACY:

This is an admittedly gray area in that depending upon your position, you may have to confide in someone at your workplace.  But that doesn’t mean your coworkers need to know what’s occurring.  If you talk to an HR or personnel manager, your privacy should be respected.

We’d love to hear from you — have you ever had to deal with deciding whether or not to tell your employer about IVF treatments?  What did you decide to do?

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    Ohio Supreme Court Rules Employee Pregnancy Can Legally Lead to Firing

    Monday, June 28th, 2010

    If you’re a woman in Ohio and you’ve just signed on with an employer, you might want to hesitate before starting IVF treatments.  That’s because the Ohio Supreme Court ruled last week (in a 5-1 vote) that employers are within their rights to fire a relatively newly hired female who becomes pregnant.

    Though many would sound the alarm that this ruling is discriminatory, the Court decided that it’s up to a company to figure out if maternity leave (or leave for pregnancy-related concerns) constitutes a firing. 

    From the Court’s point of view, if an employee is generally not allowed to take an extended leave of absence (as would occur with a pregnancy) until a certain time has passed (say, a year), then the pregnant employee could be terminated.

    It’s a strange conundrum.  On the one hand, the Court’s ruling could be seen as protecting the interests of employers.  On the other hand, it gives women who want to become pregnant a reason to pause before seeking fertility treatments and medical attention for infertility lest they become jobless.

    We’d love to know your thoughts on the matter…  Both employees and employers are encouraged to chime in.

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    Fertility Treatments and the Inflexible Work Situation

    Saturday, September 12th, 2009

    You’ve decided to try fertility treatments to combat your inability to conceive a child without medical intervention.  You’re at peace with your decision and are ready to go.  There’s only one thing stopping you — your inflexible employer and/or work schedule.

    What do you do?

    This is a very real concern for people around the globe, not just those living in America.  Fertility treatments can range from requiring only short appointments to necessitating days of bed rest.  And this can wreak havoc career-wise.

    Thus, it is critical for you to go to your supervisor and/or personnel manager to discuss your options before you start any fertility treatments that could make it difficult (if not impossible) for you to work.  However, you need to be aware that while many employers will try to accommodate you, some will not.

    Whether or not you can fight any ensuing inflexibility depends upon a multitude of factors, including the industry you’re in and type of work you do.  You’ll need to come to the table with ideas and solutions of your own, such as working from home if possible or taking on extra work during the days or weeks you aren’t taking time off for your fertility treatments.

    Is this a tricky subject?  Yes — for both the employer and employee.  But addressing it head on will mean less anxiety in the long run.

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    Question of the Day: Infertility and Your Regular Job

    Friday, July 17th, 2009

    Anyone who has ever chosen to undergo IVF treatments understands that it’s a definite commitment.  Appointments must be met to maximize the possibility of becoming pregnant.

    However, many (if not most) of people opting for IVF treatments have at least a part-time — if not full-time — job.  This can present a serious problem, especially if employers are not or cannot be (because of the nature of the business) flexible or open. 

    A recent Wall Street Journal blog article hit home this point very well.   In the story, the author notes that:

    Some women keep the treatment secret and cite unspecified medical reasons for their absences, if they have enough job flexibility to do so. Others feel they must be more specific with bosses, because of the frequent time off required.

    RSI’s question for you is this: 

    Have you ever had to deal with this issue?  If so, what has your experience been?

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    Posted in Employment, IVF treatments | 1 Comment »

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