6 mos pregnant and offered new grad position

I just recently graduated from a 2 year program to get my associates degree in nursing and even started applying for jobs for graduate nurses way back in March. At the time, I thought I would get hired at a hospital that would allow me to work on a permit before I had the opportunity to take my boards. However, today I was offered a position from a hospital that hires you only after you have successfully passed the NCLEX-RN exam. My start date would be 8/16/2010 and my baby is due 9/8/2010! The orientation required for this position takes 14 weeks...so I would definitely have to stop partway through orientation to take some time off for the birth of the baby, etc. This will be my second child, so I would like to work right up until I go into labor like I did with my first and then get back to work as soon as feasible (but probably not until 6 weeks) after the baby is born. I only interviewed for the job a few weeks ago, and I thought most people could tell then that I was pregnant, but they didn't ask, and I didn't offer the information to them at that time. I'm worried that they will renig the position once I accept and then tell them that I am expecting in September. Do you think they can do that? Has anyone been in a similar situation? What would you do if you were in my shoes? I really do want this job and I really want to get my foot in the door at this particular hospital - I recently was rejected from two other positions that I had applied for at this hospital, and am really thrilled to be offered this one.
Sorry I don't know legalities. Morally, ethically, you need to call them and tell them you are pregnant. Let them know you already have child care set up and plan to be off for 6 weeks then will return to work. I'm afraid they may say they can't use you, but you can't exactly hide it!

I agree with brownbook. Tell them and let them know what your plan is.From what I understand, an employer can't not hire you because you are pregnant. Of course, they would never give that as the reason for not hiring you.So, now that they have offered you the job, it would be hard for them to reneg the offer after you tell them you are pregnant.

Ask them to delay your start date. I did this for my first real nursing job (the one I took AFTER a super scary totally unsafe situation in my first, first job) and the manager was happy to delay the date rather than have me start, go out on maternity leave, and try to pick back up in the middle. TRUST ME, even as an experienced nurse things get rusty. After my 3rd child and a few extra weeks off, I remembered what to do but the body was slow in the mechanics. eg I couldn't hit a vein if it was the size of bp cuff tubing my first 2 weeks back.

My understanding of FMLA is very limited, but it is my understanding that they can not ask you about personal things during an interivew, like are you pregnant, single parent ....childcare. Nor can you be turned down or fired from a job because you are pregnant. However unless you work for the company for X number of days I believe around 130 before needing to go on leave they do not have to hold your job for you. So you might be better off delaying your start time, but to your reasrch of FMLA law to be sure what your rights are

I have FMLA due to daughter. I had to be employeed for a full year prior to being eligible. I can just suggest that it would be a smoother transition for you to complete the full 14 weeks in a row. I agree with delaying your start date if this is possible. The suggestions talk to the manager are spot on, since they will need to know about your time out with the baby. They don't plan you in the staffing numbers now, but are 14 weeks from your hire date. Discussing this as soon as possible, gives the manager more time to come up with more options for you both.Congrats on both baby and the position.I have no idea about if they will find a away to withdraw the hire offer

"My understanding of FMLA is very limited, but it is my understanding that they can not ask you about personal things during an interivew, like are you pregnant, single parent ....childcare."FMLA has nothing to do with interviews and does not apply to anything in this situation.

If you were the hiring manager that just offered a position to a brand new nurse, and that nurse was in your predicament...how would you want that nurse to handle this situation? Would you want her to let you know she was pregnant and not able to complete the training?

I'd try to delay the start date if you can; otherwise have a long talk with HR and your supervisor about your options. They can still fire you after hiring if they can prove they'd fire a non-pregnant person under the same circumstances...which is what I'd fear would happen if you interrupt your orientation for nearly 2 months. Also, they do have to plan for training, staffing, etc. and they should know what to expect from you--it is the responsible thing for you to do.And yes, they can still withdraw the offer, especially in an employment-at-will state. But then it'd be on the OP if she wanted to fight it on discrimination grounds--she'd have to be the one to show that it was withdrawn due to her pregnancy...and that's not as easy to prove as one may think If that happens and you want to make a case, get a good lawyer to fight for you.Best of luck with the job and the baby!

On second thought we have many that we work around due to pregnancy. Your lack of ability to complete orientation.. and training may hinder you... If you have a manager that is tough as nails and you have no protection from FMLA... you really, legally could loose the position... unable to complete training and job requirements in the allotted time frame. They can get you on that.... so call work out a solution and do it now. We have a policy that states you must complete.... in this amount of time, and if you won't reach it, you need to have a manager that backs your situation.Protect yourself

Quote from SC_RNDude So, now that they have offered you the job, it would be hard for them to reneg the offer after you tell them you are pregnant.

I started a job 6 months pregnant and then went out on leave. I didn't discuss it in the interview but I feel that it was obvious. I have had my job for over 5 years. In the grand scheme of things, I don't think it really matters. Pregnancy is a medical leave and your employer has to give it to you -- usually your doc will write you a note for 6 to 8 weeks depending on your delivery. You won't qualify for FMLA because you haven't been there long enough, so working out a longer maternity leave will be up to your employer. Obviously you are going to have to let them know soon -- they will appreciate as much notice as they can get so they can cover your shifts when you are gone. I don't think that you have any kind of "moral" or "ethical" obligation to tell them diddly squat about your pregnancy as previous posters have stated (besides the nuts and bolts - when your leave is going to start and when you are coming back) -- I would see it as being unethical if you intended to work up to the baby's birth and then quit, but if you plan on continuing your employment, I don't see it as an issue. People in every job have babies all the time, go out on leave, and come back. People also need to go out on medical leave unpredictably, sometimes right after they start, which is a lot more of a problem then to fill the hole they left with no notice. I also don't think it's reasonable for people to say to just delay your start date. There was no way I could have afforded to do that - don't know if you are in that situation or not. I had just moved, was separated from my husband, and needed the income and the medical insurance (unless I wanted to pay $1000/month for COBRA from my previous job -- with no income.) The orientation thing will work itself out as well. When I did this, they had me not take extremely critical patients (I work in ICU) until I had another few shifts with a preceptor after I had returned from leave. It wasn't exactly a linear orientation, but with a few bumps in the road, I got through it. I think if you want the job, take it. Just be straight up with your employer about what your leave needs are going to be and be aware that you might not get the 12 weeks you want after the baby is born.

Quote from missbecky2006I started a job 6 months pregnant and then went out on leave. I didn't discuss it in the interview but I feel that it was obvious. I have had my job for over 5 years. In the grand scheme of things, I don't think it really matters. Pregnancy is a medical leave and your employer has to give it to you -- usually your doc will write you a note for 6 to 8 weeks depending on your delivery. You won't qualify for FMLA because you haven't been there long enough, so working out a longer maternity leave will be up to your employer. Obviously you are going to have to let them know soon -- they will appreciate as much notice as they can get so they can cover your shifts when you are gone. I don't think that you have any kind of "moral" or "ethical" obligation to tell them diddly squat about your pregnancy as previous posters have stated (besides the nuts and bolts - when your leave is going to start and when you are coming back) -- I would see it as being unethical if you intended to work up to the baby's birth and then quit, but if you plan on continuing your employment, I don't see it as an issue. People in every job have babies all the time, go out on leave, and come back. People also need to go out on medical leave unpredictably, sometimes right after they start, which is a lot more of a problem then to fill the hole they left with no notice. I also don't think it's reasonable for people to say to just delay your start date. There was no way I could have afforded to do that - don't know if you are in that situation or not. I had just moved, was separated from my husband, and needed the income and the medical insurance (unless I wanted to pay $1000/month for COBRA from my previous job -- with no income.) The orientation thing will work itself out as well. When I did this, they had me not take extremely critical patients (I work in ICU) until I had another few shifts with a preceptor after I had returned from leave. It wasn't exactly a linear orientation, but with a few bumps in the road, I got through it. I think if you want the job, take it. Just be straight up with your employer about what your leave needs are going to be and be aware that you might not get the 12 weeks you want after the baby is born.