{ "media_type": "text", "post_content": "How many other moms coming back from maternity leave are getting 4s? I know of 2 others. This firm is vicious. Work life actually means work work.", "post_id": "576b0f1166ae391300953aef", "reply_count": 21, "vote_count": 12, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting", "feed_type": "crowd" }

How many other moms coming back from maternity leave are getting 4s? I know of 2 others. This firm is vicious. Work life actually means work work.

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I feel like this is grounds for a class action suit for wrongful termination


When are people going to realize firms only have these policies so they can make it onto all the "Best Places to Work" lists?


3 is acceptable but 4 is a shot in the back. Might as well start putting horses heads in people's beds, godfather style


Yes all that flexibility, predictability, work life, #1 for working moms cool aide just tries mask the fact that you are swimming in the shark tank.


SUE THEM talk to an employment attorney now and start documenting. You could retire on the settlement.


Maternity leave sounds like - time off and a year to move elsewhere quickly. That truly sucks.


PWC has a policy that if you are a 3 or above, you can opt to keep your prior year rating during your year with Mat Leave


You either choose work or life.


If you do get terminated that is


Same bullshit line they give when there is nothing specific: "compared to your Sr manager peers you are underperforming..." Last I checked most of my sm peers weren't having babies. Esp the women. Since that's career suicide here. With a 4 how can I not get terminated with fouttey at the helm?


I got a 2 and a 3 on my leave years. Tough to swallow a 3 but when you're gone for half the year compared to others I get it. Years after though I got back into a groove and have since gotten 1 and 2s.

What was the feedback on why it was a 4?

Pwc2 ive been considering it. They did this to me before when I came back form leave with baby #2. It's a pattern of behavior.

A SM does not have to have a baby to be in your peer group. Peer groups are based on tenure.

Tenure and level. Pwc 3 that is at least reasonable/almost human like. Deloitte has none of that safety net for transitioning back in. It's into the deep end immediately.

It's a fair policy, and you can opt out if you feel that you deserve a higher rating. Lots of partner level support to help the transition back so you can ease back in over a few months (came back after 6 months, really back full swing after 9 - no penalties)

D4 that was a little insensitive. The point being made was that there are those that choose careers over family but that should not be the bar. There should be a transition for working mothers to return to the workforce. Women... Mothers give up a lot, they make more sacrifices and the last thing they need is to be told they aren't good enough when they come back. I'm not a mother but I hope to be one someday and I feel terrible that people go through this very real issue.

I do think we can always do better but there are policies in place to help account for a transition back including people able to double count your sales and mr metrics for the first 6 months. I took a much less demanding role my first return and it was subsequently reflected in my perf review (3). Fine. I still worked hard and performed well but that's expected. The second time I came back I went for a much more demanding role and I got a 2. I'll admit my home life suffered for it as it was very tough to juggle both.

It is not about the fact the you were out on leave... It is about the quality of the work and impact you have during your time back.

If I'm ranked against my peers that have had a year to make an impact it's not an equal or fair ranking.

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