@mh86 Have you tried posting in r/askhr? Some people there are absolute horrible trolls, but there are a few who are HR specialists and can help. This doesn’t sound right, but it’s hard to say. And include the area you live in case of special laws (I assume this is US, given it’s horrible parental support, so state would be helpful)
@mh86 I would push back. I am eligible for quarterly bonuses based on my market’s performance. I received my Q1 bonus on maternity leave and it was the full amount since I earned it in full before I left.
@mh86 Ask them to provide examples where they prorated other employees’ bonuses based on any non-maternity disability or medical leave. If they do that, then this is just a shitty employer. If they only prorated for maternity leave then that’s discrimination.
@mh86 I’m so glad you posted this. I didn’t even consider it as a possibility but I go back to work next week and will learn what my bonus is. I’ll absolutely shit it it’s at all changed due to my leave.
@mh86 In my industry it’s apparently typical and I was told would happen to me. However when bonus time came they gave me my full bonus and a raise! I think it was because we’ve had a few turnovers and they were grateful for the stability
@mh86 My bonus is a percentage of my annual salary and since I didn’t received a salary on maternity leave my bonus wasn’t as high as if I wasn’t on leave.
@mh86 This is typical from what I've seen, but I think there's a move away from it at orgs that are more concerned with having their benefits and comp strategy more aligned with DEI initiatives, because the policy tends to impact women more than men
@mh86 That happened to me when I went on leave and also happened to one of my male direct reports when he went on parental leave this year. It’s pretty common.
@mh86 My company does not even offer a bonus if you are out more than 10 weeks of the year, so I did not receive any bonus after 2022 mat leave. I wish they would consider prorating at least!
