Does anyone have any experience with hiring a RN who is pregnant, or someone who was hired while pregnant? I was offered a position and they seemed to be very eager to have me, moved my start day up 2 weeks, completed all paperwork, drug screen, voided check, the whole everything. Took in immunization records and filled out an "employment health screening" question #2: "are you currently pregnant?" I checked yes
Soon after completing this ( a few hours after leaving) I get a call saying they would not be able continue with my starting date and was retracting their job offer because they were unable to contact one of my references. ..
Immediately I felt a relief because I was never set on this facility, but I knew it had to be because I was pregnant. They required 5 references, I gave 7 or 8, 6 answered. One they were unable to contact, so couldn't hire me. Sounds like an excuse.
Also I had another facility flat out tell me they didn't want to hire me because I was pregnant, because after training I would only be able to work a few months before being off for maternity leave, that I should wait until baby is born and then come there for a job.
I am 15 weeks.. able to hide the belly still, no complications or restrictions with this pregnancy, wanting to work nights.
Surely anyone who demands leave 2 weeks after hire is in violation of the attendance policy? It would be anywhere I've worked. A person who did that would have 2 weeks pay, no job, and a burned bridge.
You would think so. I left (for school) before she came back, so I don't know how it actually worked out. But as of when I left, the plan was to keep her on. There were a lot of management issues at that place because there was only one manager and one DON for a giant unit, no other admin. They were constantly running around with their hair on fire.
Surely anyone who demands leave 2 weeks after hire is in violation of the attendance policy? It would be anywhere I've worked. A person who did that would have 2 weeks pay, no job, and a burned bridge.
An employee is not eligible for FMLA until 1 year of work, that being said there is case law that would prohibit terminating an employee for simply notifying an employer of utilizing FMLA once eligible. Some employers do have a 90 day clause allowing them to terminate for any reason such as absence.
My employer provides all of my annual leave at day 1 of hiring except for employees in California and some other states who accrue their time over the year. When hired I took 3 weeks of vacation 1 month after my official start date.
They of course knew my upcoming vacation plans prior to hiring though.
I remember returning to a prior employer and becoming pregnant immediately. They advised me that I would have to quit when I left for maternity leave due to not being covered by FMLA which meant I would have lost my benefits as well. Due to that stress and stress of 12.5hr shifts, I lost the baby. Please consider yours and your baby's health and safety however, I would be honest with them.
"You could've lied"....is that really how you want to start off your relationship with your employer? Our profession is based on trust, ethics, and compassion so I really don't think lying from the get go, before you are even hired, is a good idea...from a management perspective (on on OB floor, by the way), it takes a lot to onboard a new employee and pregnancy is very unpredictable. You might have been able to work for the next 6 months uneventfully, but you never know what could've come up. I know it isn't the popular answer, but you did the right thing by being honest. Maybe, take this time to enjoy your pregnancy and delivery/postpartum time and start the job search over again when you are ready to fully commit to a unit that you really want to work in. Good Luck!!
I was pregnant when I graduated - graduated late December, took the last pencil & paper NCLEX in early February, and delivered late February. I still got hired with the understanding I wouldn't be starting until after my maternity leave ended, in April.
I don't think being pregnant will adversely affect your employment opportunities. Maybe try to get a job on a floor you did one of your clinical rotations? That's what I did. That way they already know you and that you are an excellent worker.
EDnurseNY
49 Posts
You would think so. I left (for school) before she came back, so I don't know how it actually worked out. But as of when I left, the plan was to keep her on. There were a lot of management issues at that place because there was only one manager and one DON for a giant unit, no other admin. They were constantly running around with their hair on fire.