Is it insane to ask for a raise coming back from mat leave?

[nina_yyc]

My boss called me this morning and wants me to go back 2 mos early (end of Sept.) He is short and has the perfect project for me. We had previously agreed I would be cutting back to part time, so there is no legal obligation for him to hold my job. I've been with them for 6yrs but not taking anything for granted here.

I love staying home but me working is non-optional and in some ways it would be a relief to get the transition over with. Baby would be 10mos old, great with solids and very chill guy in general. He isn't great with caregivers so far but loves his dad, who would be taking care of him 1/2 the time I'm away.

Problem is that after I subtract childcare, I would make the same money to sit on my bum at home and collect EI. (October is the month with three payments!!) I feel a little ripped off about rushing around and living the working-mom lifestyle essentially for free. Yeah, I get to keep my job, but I would kinda like to see them throw me a little bone for lost benefits, something along the lines of a 3% raise to cover half of the lost benefit money. Is that crazy??

[cakemama579]

Sounds like your boss could give you some incentive to come back to work early-- why not let it be in cash-form? I say ask-- the answer is always "no" until you ask, right? Can't hurt.

[GuildJenn]

You can ask for sure, but be prepared for a no. It's not necessarily their business to manage your budget (although they probably would like the assurance of working with someone they know can do the job).

When I went back to work I wasn't making much at all after costs - some months $80, some $200 - so waaaay less than EI. But to me that was the price of keeping on the salary grid and the radar and keeping my contacts. For me contributing to CPP, getting RRSP room, and getting benefits (eventually) also factored into my decisions.

In my case that has been a weirdly crucial decision because the recession hit soon after and there are not very many good jobs available in my industry - and lots of laid-off, experienced people vying for them.

As our daycare costs went down (due to my son getting older) it's gotten more reasonable.

Although I did run the numbers against my salary too, because it made sense from a sheer money-in/money-out perspective I also have to say that really we consider daycare a shared cost. So it's not "Jenn's job just covers daycare." It's about what our family can manage and wants to manage together. I feel quite passionate about that because so often it's framed like "well it's not worth it for the woman to work" but what does she give up on a 10 or 15 year basis just because of this concept of worth?

[CarrieMF]

Problem is that after I subtract childcare, I would make the same money to sit on my bum at home and collect EI.

The lost benefits are only for 2 months though, a 3% raise would cover more than that. If you say no to coming back early will you have a job at all?

[choli]

Originally Posted by GuildJenn

You can ask for sure, but be prepared for a no. It's not necessarily their business to manage your budget (although they probably would like the assurance of working with someone they know can do the job).

When I went back to work I wasn't making much at all after costs - some months $80, some $200 - so waaaay less than EI. But to me that was the price of keeping on the salary grid and the radar and keeping my contacts. For me contributing to CPP, getting RRSP room, and getting benefits (eventually) also factored into my decisions.

In my case that has been a weirdly crucial decision because the recession hit soon after and there are not very many good jobs available in my industry - and lots of laid-off, experienced people vying for them.

As our daycare costs went down (due to my son getting older) it's gotten more reasonable.

Although I did run the numbers against my salary too, because it made sense from a sheer money-in/money-out perspective I also have to say that really we consider daycare a shared cost. So it's not "Jenn's job just covers daycare." It's about what our family can manage and wants to manage together. I feel quite passionate about that because so often it's framed like "well it's not worth it for the woman to work" but what does she give up on a 10 or 15 year basis just because of this concept of worth?

I so totally agree. It makes me sad sometimes to see the extremely narrow short term view often taken of the impact of a woman giving up work - it's a decision that may seem simple at the time but the impact further down the line can be devastating.

[nina_yyc]

Originally Posted by CarrieMF

The lost benefits are only for 2 months though, a 3% raise would cover more than that. If you say no to coming back early will you have a job at all?

I don't know. He made it sound like it was no pressure either way, but I'm not really sure quite how valuable I am. I'm doing the easy projects to make my p/t schedule work. They could hire somebody with less experience and give them five days a week and probably get it done, maybe not as well but done. OTOH, that hypothetical new person would take a long time to get to my level of familiarity with procedures/archives and working relationship with project managers, so that is difficult to replace.

Originally Posted by GuildJenn

You can ask for sure, but be prepared for a no. It's not necessarily their business to manage your budget (although they probably would like the assurance of working with someone they know can do the job).
....
Although I did run the numbers against my salary too, because it made sense from a sheer money-in/money-out perspective I also have to say that really we consider daycare a shared cost. So it's not "Jenn's job just covers daycare." It's about what our family can manage and wants to manage together. I feel quite passionate about that because so often it's framed like "well it's not worth it for the woman to work" but what does she give up on a 10 or 15 year basis just because of this concept of worth?

I understand that they aren't responsible for my cash flow...just trying to figure out where I stand here. Am I taking one for the team by coming back early, and should I be partially compensated? Or are they doing me a big enough favor by creating a p/t position for me? I guess I also happen to know that their recession wage freeze is over and sales are strong for the fall.

Whether I should work at all is not in question. I showed DH the numbers for having a SAHP (either one of us) and he said no. My job is more flexible and my career lends itself to downshifting for a couple years or WAH eventually, so it just makes sense for me to be the one to go part time.

[Quinalla]

I would ask for a raise for sure, but don't phrase it to them that it is because your cash flow should be higher to justify working. I'm sure you wouldn't do so, but I just in case Give them good reasons for a raise that your boss cares about and if you haven't had a raise for awhile, mention that too. Remind him of your value.

And even if they say no, there is still a lot of value in coming back early beyond monetary concerns. Being seen as a team player is intangible, but quite valuable, especially when you are making other changes like PT that may be a negative in some folks' minds.

[nina_yyc]

Update!

I got it I asked my boss for more $ and he got the executive VP to call me with an offer. I got 8% and get to keep my company health benefits . I don't know if they are trying to make it up to me for hanging in there through the low-budget projects and the wage freeze during the recession or they really do love me that much, but it doesn't matter. The only catch is that I don't get a shortened work week for stat holidays and I have to make up the time during regular business hours. (Luckily, not an issue for my DCP.) I am good with that for 8%.

[choli]

Congrats! That's a nice raise considering the current economy I hope you enjoy working part time, at least you know now that you are appreciated!

[Carita]

congrats!!!!!!!!!!