The wingnuts will have to come up with another angle on Warren

[Blue_true]

7. One of the issues, if I can use that word, with female workers getting pregnant

is how to fill-in their job during their absence. Men don't get pregnant, but men also have not had to worry about losing their jobs due to injury, if they came back fit. The issue is even more complex for professional level women, if a female manager goes out due to pregnancy, a subordinate or someone else would ideally fill in until the female manager returns - the procedure is done regularly with men, but with women there has always been "what ifs", what if the fill-in does s super job?, what if the lost time sets the female manager behind. The problem is that regardless of what level the female reach, she faces these questions. Instead of having children as a manager, she could wait until she becomes a vice-president, the same questions stare her in the face, questions that men don't face.

One solution for me is to keep the fill-in at the same salary, but pay him or her a bonus for filling in for his or her pregnant superior, as long as the total pay doesn't exceed the superior's base pay grade. When the superior returns after having the child and parental leave, she resumes her old role, the fill-in keeps getting paid the bonus so as to not lose pay upon the return of his or her superior. If the fill-in was outstanding then a look out for promotional opportunities for him or her would be part of planning, as long as the promotion doesn't put him or her higher in rank than the superior, assuming that the superior returns and performs at past levels. The idea is that no female employee loses out because of becoming pregnant, but those that fill-in and do an outstanding job, get opportunities to move up down the line as well as get more pay. For management and executive level women, the company policy insures that if they perform their jobs well, pregnancy doesn't knock them out of rising higher as a manager or an executive.