3 Reasons Your Startup Should Already Have a Maternity Leave Policy

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3 Reasons Your Startup Should Already Have a Maternity Leave Policy
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When I was pregnant with my son, I worked for a DC-based tech startup with a fantastic maternity leave policy (https://www.themuse.com/advice/what-its-like-to-be-the-first-pregnant-woman-at-a-startup). Before I went on leave, my manager and my director allowed me the flexibility I needed for doctor’s appointments, daycare registration and pediatrician interviews. The supportive environment made my pregnancy easier (https://www.themuse.com/advice/gestating-on-the-job-guidelines-for-staying-sane) — and surely contributed to my willingness to work 10-hour days until my water broke. This, unfortunately, is **where close to the **rm.

Startups are k**wn for their youth: They’re often founded by people in their 20s, who subsequently hire dozens of other 20-somethings. Even startups founded by professionals in their 30s or 40s tend to hire young people for sales and operations roles, relying on their stamina, ambition and willingness to adapt to rapid change. This, coupled with a desire to keep costs low, means that entrepreneurs clamoring to beat the odds of startup success often put developing a generous maternity leave policy in the category of “things to get to later.” Read more... (http://mashable.com/2014/05/29/startup-maternity-leave-policy/?utm_campaign=Mash-Prod-RSS-Feedburner-All-Partial&utm_cid=Mash-Prod-RSS-Feedburner-All-Partial&utm_medium=feed&utm_source=rss)

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