toadstool78
11-19-2006, 12:18 PM
I am writing on behalf of my wife who has been undergoing a struggle at work after returning from maternity leave.
Back in March '06 my wife went on maternity leave after the birth of our daughter, and was on a leave of absence/maternity leave for 12 weeks. While she was gone they hired a contracted temp to fill her position for 3 months. While my wife was on leave she received her annual review of her job which she was rated as excellent [4.5 out of 5]. Upon her return things were pretty much how they had been, and my wife was back in her regular role. About 4 weeks after her return her immediate boss [boss #1] gave two weeks notice. The week after she left my wife now reported to the VP of the department [boss #2], and was pulled into a meeting with her and told that she was not doing her job well [and that the only thing that had changed in the office was that my wife was back], and as a result of that some responsibilities were being taken from her and given to the temp [who was now filling the position of boss #1]. My wife worked under this scenario for about 3 weeks. Then my wife set up a meeting with boss #2 to discuss her progress, and was told that she needed to improve several things, that were documented in an email following the meeting. My wife improved all of those items, and has since attempted to hold meetings twice to discuss her progress, none which were accepted. My wife then went to HR to ask for some assistance in what to do, she was told that she should set up the meeting with boss #2s secretary, and that my wife may need to go on a "performance improvement plan" [which is effectively probation, and cannot change jobs within the company for 1 year, and can have her bonus withheld at the call of boss #2]. She set up the meeting [titled "Susie's Progress"] and met with boss #2 this past Friday, which lasted 5 minutes with boss #2 saying "I wasn't prepared to talk about your progress, and we will be meeting with HR early next week"].
Misc. background knowledge.
My wife met with HR on several occasions [after which the information was shared with the VP]
The VP on several occasions made comments to my wife like "Those clothes are looking a little small" while she was pregnant.
My question [if you're still with me] is, should my wife be terminated do you think that we have a plausible case for discrimination since all of this changed after her return from maternity leave? Also what options does she have if presented with a "performance improvement plan" other than signing it, is there something that she can do to show the documentation that direction she has been getting has been conflicting?
Thanks
Back in March '06 my wife went on maternity leave after the birth of our daughter, and was on a leave of absence/maternity leave for 12 weeks. While she was gone they hired a contracted temp to fill her position for 3 months. While my wife was on leave she received her annual review of her job which she was rated as excellent [4.5 out of 5]. Upon her return things were pretty much how they had been, and my wife was back in her regular role. About 4 weeks after her return her immediate boss [boss #1] gave two weeks notice. The week after she left my wife now reported to the VP of the department [boss #2], and was pulled into a meeting with her and told that she was not doing her job well [and that the only thing that had changed in the office was that my wife was back], and as a result of that some responsibilities were being taken from her and given to the temp [who was now filling the position of boss #1]. My wife worked under this scenario for about 3 weeks. Then my wife set up a meeting with boss #2 to discuss her progress, and was told that she needed to improve several things, that were documented in an email following the meeting. My wife improved all of those items, and has since attempted to hold meetings twice to discuss her progress, none which were accepted. My wife then went to HR to ask for some assistance in what to do, she was told that she should set up the meeting with boss #2s secretary, and that my wife may need to go on a "performance improvement plan" [which is effectively probation, and cannot change jobs within the company for 1 year, and can have her bonus withheld at the call of boss #2]. She set up the meeting [titled "Susie's Progress"] and met with boss #2 this past Friday, which lasted 5 minutes with boss #2 saying "I wasn't prepared to talk about your progress, and we will be meeting with HR early next week"].
Misc. background knowledge.
My wife met with HR on several occasions [after which the information was shared with the VP]
The VP on several occasions made comments to my wife like "Those clothes are looking a little small" while she was pregnant.
My question [if you're still with me] is, should my wife be terminated do you think that we have a plausible case for discrimination since all of this changed after her return from maternity leave? Also what options does she have if presented with a "performance improvement plan" other than signing it, is there something that she can do to show the documentation that direction she has been getting has been conflicting?
Thanks
