APNM Albuquerque, NM
When interviewed in August of 2015, I brought up parental leave and stated that family was one of my top priorities and I needed a position that would support my eventual desire to have or adopt children. I was guaranteed they would work with new mothers and they enthusiastically offered me the position. On my first day I was given the policy manual and did not see any mention of parental leave. When I asked, I was told they would do some research and get back with me. I asked again three months later, during a review, and a director said he thought we could take whatever was required by law(12 weeks), but he would get a more definitive answer and get back to me. I asked a few more times over the next few months if he had an answer yet. Finally, two weeks ago, I was told that since the org is under 50 employees, they do not have to offer the 12 weeks required by FMLA, and so would not do so. An expectant mother can save up vacation and sick time if she wishes to have paid time off, but for my department, a new mother cannot take more than 2 weeks off after giving birth/adopting, and may be able to work a flex schedule, or part time, if the workload permits this. Accommodations are up to the supervisor of an employee, and my supervisor has stated that taking time off for pregnancy/children shows a lack of commitment to the organization. She also was very clear that she had chosen career over children, and that I may need to do the same. While I understand that this may be the assumption or right of some women, it does not make those shoe desire children comfortable working in an environment where their supervisor views this very personal choice as a slight against the organization. Needless to say, this conversation and the revelations around parental leave have made me feel extremely uncomfortable in my position, and I may leave without finding another.