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Stop reposting and just use the original thread
How about a nice cold glass of water and a few deep breaths?
The equivalent position is only guaranteed for the period covered by FMLA. If one elects to take a LOA for longer than FMLA covers, one takes the risk of coming back to a different position. That’s all communicated when a leave is initiated.
Chief
From the limited info in the article and the little bit I know of about parental leave and FMLA...I don't think she really has any legal standing.
Any leave extended by the firm above and beyond the legally mandated 12 weeks of FMLA is 100% voluntary and the firm is not required to provide an equivalent position after the extended leave.
On the other hand, if Deloitte's parental leave policy states that employees will be returned to the same or an equivalent position upon return, then she has clear standing as that would appear to be a breach of contract.
Or am I missing something?
Someone on our team ended up extending her maternity leave to 6 months and it was no issue. We were excited to have her back. Just because someone can be let go, doesn’t mean it’s the right thing to do.
Isn’t FMLA only for 12 weeks?
What’s the rationale for why 6 months should be okay? I understand the responsibilities of having a newborn, but to what extent does the employer need to bear the burden?
Honest question.
A lot of people seem to be saying they saw the same thing. I wonder if any have actually joined the class action, even just to give the lady support
When I worked at D the best advice they gave to women considering starting a family was to set up your path to return so you have work to come back to. Especially at the SM level, it’s not the firm’s job to welcome back a high cost resource who doesn’t have client work with which they can hit the ground running. Networking/tent building at D is exhausting but necessary for this exact reason.
OP that’s a separate issue from being laid off after you take it, IMO.
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