Hiding a Baby Bump — The Second Time Around


2017 Update: We still stand by this advice on how to hide a baby bump the second time round— links have also been updated below.

What clothes best hide a baby bump — particularly if it’s your second child and you feel like you’re showing earlier?  We’ve talked here about how to work through your first trimester — and over at Corporette we’ve talked about ways to hide a baby bump — but it’s been far too long in either place since we’ve talked about work outfits for the first trimester. Kat’s picked a few pieces particularly for the early days of pregnancy (for example here, here, here, here) — but what are YOUR favorite pieces?  We’ve rounded up a few tips that readers have shared in the past — what are your best tips for how to hide a baby bump?

(Pictured: Tahari A-Line seamed dress — non-binding at the waist, with pockets to boot! It’s available for $128 from Nordstrom.)




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Networking for Busy Working Moms

nametags - networking as a momI’m curious if I’m the only one: I really, really struggle with networking post-kids. So I’m curious, ladies: how do you fit networking into an already packed schedule as a working mom? How far in advance do you schedule networking events and conferences? Do you try to attend “bang for your buck” type things (where you can go to one event and see many people), or do you limit the time you spend at events (I have 15 minutes to see X, Y, and Z and then leave)? Do you spend more time researching networking events (which to go to, who to talk to) than you used to? And how about one-on-one networking, such as follow-up lunches, catch-up lunches, and more — are those more difficult to fit into your schedule now?

A related question: do you find that networking downward, such as attending alumni events to help mentor and sponsor younger women, is harder to fit into your schedule? Are you stingier with your time than you used to be?

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Sick Kids, Work Schedules, Childcare Arrangements, and Excuses

sick-kids-excusesHow many layers of backup childcare do you have? When your child is sick, who is the first responder (and, if it’s different, who is the person who stays home)? If you have to miss work, what excuse do you give your boss?

I actually just found this post in draft, from May 2014. I had written a long story about how when I launched this site (in April 2014) I was so frustrated because the DAY I launched, my toddler came down with a sluggish fever — and it dragged on for ten days. I was heavily pregnant at the time and trying to get a million things done to prepare for maternity leave, amidst feeling generally lousy and trying to run to all those late-pregnancy doctor appointments… and yet Jack often Only Wanted Mommy. It felt like balls were dropping everywhere because I was missing hour after hour of work. My husband stayed home for some of the days we couldn’t send Jack to daycare, but it was extra stressful for him because he already felt like he had a million things to do before he took paternity leave.

At the time I didn’t want to mention my frustrations or health woes at my job (the blogs), even though readers were equally frustrated… so the story sat in draft. But I think that in and of itself is an interesting topic, because it comes back to Professionalism With Kids. One lawyer I knew years ago told me that I should always say that I was sick, not my (then future) kids, because I wouldn’t want my boss to question my childcare arrangements and parenting relationship (i.e., which partner stays home?). And in my situation, where I’m dealing with many (many) people, I’ve found it’s better to just keep my personal issues out of it, since everyone will react a bit differently — if it were just one boss or one coworker I might think about it differently.  But how do you guys feel about it — are your kids an acceptable excuse to use at the office, or do you feel safer giving another explanation (except when you really can’t)?

So I’m curious, ladies — what are YOUR thoughts about how to deal with sick kids, particularly if your usual childcare arrangements don’t allow you to send your kiddo when he’s not well? What excuse/explanation do you give at work if you have to miss it, come in late, take off early, et cetera? Between you and your partner, how do you decide who is the first responder on any given day? Is it solely schedule/location based, or is it presumed that the non-breadwinner is the first responder, or that the mom is?)

Pictured: ShutterstockPreartiq.

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Working Parents and Kids with Special Needs

special needs - hollandAre you the parent of a child with special needs? How has that affected your career — and your family? Editor Kate Antoniades weighs in…

Being a parent of a child with special needs — whether that means congenital heart problems, or life-threatening food allergies, or autism spectrum disorder — often means “more.” More doctor’s appointments. More health insurance hassles. More money spent. More meetings with teachers and school psychologists, and more situations where you must advocate for your child. More research into treatments, local resources, summer programs, schools, group homes, etc. — and always more paperwork to fill out. Lots of paperwork.

Depending on the severity of a child’s disability or disease, some parents are forced to quit their jobs or reduce their hours. When this isn’t necessary (or simply not practical – e.g., for health insurance reasons), a employer who’s flexible can make a huge difference. You might find yourself frequently needing time off due to medical appointments; meetings about your child’s therapies or surgeries or medications; and just caring for your child at home, perhaps after surgery or after a setback, for example. [Read more…]

An Ideal Maternity Leave

ideal maternity leaveWhat would an ideal maternity leave look like?  If you could design your own maternity leave, how would you do it?  Reader E wonders:

I am currently 6 months pregnant. Anyways, next week I am having a meeting with my supervisor/team to plan out my leave. I luckily work for a very flexible company and will be getting 12 weeks fully paid right off the bat. Beyond that, it is pretty much entirely my choice on how much time I’d like to take off… I can take off up to 6 months total without anyone having any hesitation. Anyways, I don’t know exactly what I want to do. It is my first child, I plan on breastfeeding, and I just don’t know how much time to take off, do you know of any resources out there to help me with this? Also, I was curious if there is a post about navigating the process of discussing maternity leave with bosses. What should I be prepared with besides how much time off I plan on taking and also a plan for who will cover what work while I am done. Do I need anything else?

Great question, E (and congratulations!).  It’s awesome that you have such flexibility with your job and your boss. We’ve talked a bit about what a family-friendly job truly is, pondered (over at Corporette) whether to negotiate future maternity leave at the job interview stage, and I’ve written before about how I planned my blogger maternity leave, but not this.  I’m curious what the readers will say, but here are some of my ideas right off the bat, sort of in chronological order: [Read more…]

“Family-Friendly” Jobs — What Are They, and What Questions to Ask to Find One

family-friendly jobsHere’s a fun question for the hive:  What do you consider a “family-friendly” job? Have you changed your career or job to seek one? What questions did you ask while interviewing — and which ones do you wish you’d asked? Do different perks and accommodations matter as your child moves through childhood — you need one set of things if you have small children, and another set of perks and allowances if you have older kids? I’m curious to hear what readers say.

For my own $.02, I went from a BigLaw job to a nonprofit with an 8-person staff, thinking it would be a family-friendly job. I wound up leaving after two years to focus on the blog, but part of me thinks I would have ended up leaving anyway because, looking back, I think the job would have been perfect for someone with older kids but not young ones. The staff was so small that not only were we not covered by FMLA, but it would have been difficult to imagine taking anything but a very basic and quick maternity leave of 6-8 weeks — there was no one else to give my work to! Furthermore, the 9-5 hours, which seemed so great compared to BigLaw, would have been difficult to manage with daycare drop-off and pickup, and last minute scrambles in the event of a sick kiddo would probably have grated on my boss’s nerves if they occurred too often. There was travel required for the job, as well… and at the end of the day the salary would not have been enough to sustain our lifestyle in NYC.

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