Contract offer at Google & 7 months pregnant

New
zigzaga

New

zigzaga
Aug 10, 2021 14 Comments

I got a 1-year (initially) contract offer at Google with a team that seems pretty exciting. A new position, seems like a long-term need and important addition to the team. However, I'll be delivering about a month after my start date 😬 Is Google typically flexible with keeping a spot until I'm back? Can they end the contract while I'm on the leave? Does it even make sense to accept the offer? When to tell them?

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TOP 14 Comments
  • Google / Eng
    .:

    Go to company page Google Eng

    PRE
    Samsung Electronics
    .:
    Talk to your manager.
    Aug 10, 2021 1
    • New
      zigzaga

      New

      zigzaga
      OP
      Have you seen instances they keep the contractor or they rather terminate the contract? Would that be legal?
      Aug 10, 2021
  • Apple
    owornfdhd

    Go to company page Apple

    owornfdhd
    Ok for full-time, probably not gonna work out for contract, since contractors are hired for immediate needs.
    Aug 10, 2021 1
    • New
      zigzaga

      New

      zigzaga
      OP
      Would you say they'll get rid of me then and terminate the contract?
      Aug 10, 2021
  • New / Ops
    user3737

    New Ops

    user3737
    Agree with the other comments.
    Bring it up with the hiring manager.
    Since contract roles need to fill immediate needs, they might end up retracting the offer or ending the contract early.
    Best case scenario they might just keep you depending on how long you have to be out for postpartum.
    Aug 10, 2021 4
    • New / Ops
      user3737

      New Ops

      user3737
      Also, saw this in an article regarding FMLA:

      If a temporary worker takes FMLA leave through the staffing agency, must the client employer accept the worker back when he or she returns from leave? The answer to that question is, maybe. Assuming the temporary worker meets the FMLA’s eligibility criteria, and assuming that both the staffing company and the client employer employ at least 50 employees as described above, both will have FMLA responsibilities toward temporary employees. The staffing agency, as the β€œprimary” employer, bears the main responsibility for both providing FMLA leave and restoring the employee to work upon the expiration of leave. As the β€œsecondary” employer, the client company holds a conditional responsibility only for accepting the returning employee if it continues to use an employee from that agency and if the agency chooses to return the employee to his or her assignment with the employer. The client, as the secondary employer, may not interfere with a temporary employee’s attempt to exercise FMLA rights or discharge or discriminate against any workers for opposing practices prohibited by the FMLA.
      Aug 10, 2021
    • New
      zigzaga

      New

      zigzaga
      OP
      Thanks so much! However, FMLA applies only after a year with the company so not sure if the return to work will be protected here.
      Aug 10, 2021
  • Aurora
    illuminatt

    Go to company page Aurora

    illuminatt
    Personally I would wait until I have a written offer before mentioning it to reduce bias.
    Aug 10, 2021 1
    • New
      zigzaga

      New

      zigzaga
      OP
      Sure thing, I just may have other offers this and next week and wonder if to even bother or it's pretty likely they'll terminate it once find out.
      Aug 10, 2021
  • New
    gtFb16

    New

    PRE
    Google, Facebook
    gtFb16
    Don't say anything till you get all of your offers.

    They will cut you immediately if you say you are pregnant before they give an offer.

    Sign with a company you want with the parental benefits that support you the most.

    Then reveal you need a break for pregnancy.
    Aug 10, 2021 0