It was not too long ago that many women found themselves relegated to lower-rung jobs once they decided to have children. Employers, faced with the uncertainty of if and when a new mother would return to work, were reluctant to hold jobs open. Although the requirements of the FMLA legally apply only to businesses with more than 50 employees, many smaller companies face the same competitive pressures as do larger companies in attracting talented employees and have voluntarily chosen to enact benevolent leave policies. If you are about to jump on the bus to motherhood, here are some steps you can take to ease your employer's concerns and to help ensure that you will be welcomed back as a valuable employee. Be honest with your employer about your plans.
Uncertainty tends to make people uncomfortable.
Help develop a transition plan. In the past, many employers have been concerned about getting competent work coverage during an employee's leave. Create a part-time work plan. If your job lends itself to telecommuting, show your employer what you can accomplish working from home. Sometimes overlooked is the potential reduction in employee benefits.