She got the job!

DianaCox

Bad Cop
Joined
Dec 30, 2013
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6,343
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San Jose
My daughter got laid off almost a year ago - just before Covid was a thing yet. Her employer was going lean on G&A (she’s a patent paralegal) before putting itself on the market. She was making $82K, somewhat more than her husband. They have a house, and a big mortgage, in the Bay Area.

Then Covid hit. No jobs to be found. In March, her husband’s company (a HUGE construction company, where he’s an OSHA compliance office) interviewed her for an office manager job on a new project on the same campus (Moffat Field) at about $60K, but Covid stopped the new project. Between having roommates and for a while the extra UI, they’ve limped along.

In the meantime, her husband finished a degree and certification program, and got a nice bump in title and salary, they lost their roommates and then got two new ones. She applied to so many jobs. Never got an interview, maybe one.

They had two expensive failed rounds of IVF over the last 3 years. No eggs left. She has stage 4 endometriosis and her uterus is misshapen She’s now 38. They started applying to do foster to adoption.

She finally got a bite with a company in San Francisco (they live 100 miles south in Gilroy), for a patent paralegal job with a cutting edge tech firm called Square. The job is remote work (!!). She had FOUR interviews (!!), and they just offered her the job!!

She asked for $85-100K. They offered $115K!! And their employee benefits include infertility coverage!!! IVF, surrogacy, adoption!!

I am so proud of her and happy for her and it’s just KILLING me that I can’t go to her and give her a huge hug. I haven’t seen her (or my son, stepdaughter and her 8 year old daughter) in over a year.

As soon as we get our vaccines, I’m going to force Charles to drive us to Cali so I can see my family!
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* She has Müllerian defects, which are scientifically interesting: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3473390/#!po=2.00000

She had a complete septum inside her uterus (embryologically, the septum between the two halves of the uterus is supposed to degenerate during development) which was surgically removed, a somewhat arcuate uterus (heart-shaped, with an indentation at the top), fibroids, and an associated renal anomaly of duplicated ureters - she has 4 instead of 2 (so far, no problem at all). Plus the endometriosis itself is likely because of associated imperfections in the genitourinary embryological development.

Her husband is adopted, so considering adoption is not a problem. But they spent so much money on failed IVF, they’d given up on it. Maybe now than can at least consider trying again, perhaps with a surrogate. Hell, I’d offer her my old and dusty uterus if I thought I could do it!
 
A minor part that I think is really important: her jobs up until now have always been in the status “non-exempt,” which means she is essentially an hourly person subject to the Fair Labor Standards Act. Her previous job titles have always been patent admin, not paralegal, despite her having a paralegal certificate. Her offer letter says this position is patent paralegal, and that her status is exempt.

On the one hand, it sounds like designating her job as being exempt is a trick to avoid paying her overtime, but that’s not the important thing - it acknowledges that her job is a professional position, and not “merely” as an administrative assistant. It also means she doesn’t have to worry about how many hours she works on a given day, or week, or whether she takes the prescribed 15’ breaks or 30’ lunch. She can work however she wants to get the job done, and not work when she doesn’t need to. And the status as a professional is a subtle but meaningful distinction with her attorney coworkers.

As the former head of two in-house patent departments, I am very aware of the impact of this distinction. I have fought with HR to give this status to my senior patent specialists, to distinguish them from secretaries.
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The following general conditions must be met to designate an employee as exempt:
  • For the executive exemption, employees must have a primary duty of managing the enterprise or a department or subdivision of the enterprise; must customarily and regularly direct the work of at least two employees; and must have the authority to hire or fire, or their suggestions and recommendations as to the hiring, firing, or changing the status of other employees must be given particular weight.
  • For the administrative exemption, employees must have a primary duty of performing office or non-manual work directly related to the management or general business operations of the employer or the employer's customers, and their primary duty must include the exercise of discretion and independent judgment with respect to matters of significance.
  • For a professional exemption, employees must have a primary duty of work requiring knowledge of an advanced type in a field of science or learning customarily acquired by prolonged, specialized, intellectual instruction and study, or must specialize in a few other similarly, highly specialized fields, such as teaching, computer analytics, and engineering.
  • Highly compensated employees may be exempt if they perform office or non-manual work and earn an annual salary of $107,432 or higher. To qualify, they must perform at least one of the duties of an exempt executive, administrative, or professional employee.


 
Mazel tov to your daughter! These are difficult times, and I'm impressed with how she (and so many others) have scraped together a survival plan. Hopefully better times ahead for all of us.
 
Mazel tov to your daughter! These are difficult times, and I'm impressed with how she (and so many others) have scraped together a survival plan. Hopefully better times ahead for all of us.
I had to bolster her self-esteem and ego from time to time - it was incredibly demoralizing, especially after what she had been through the previous year with her infertility and lack of appreciation at work for some huge projects she had worked on, which required timely cooperation from her attorney managers that didn’t happen, so her goals-based bonus didn’t happen. She was expecting a bonus and promotion and got laid off instead.

As I kept reminding her, she didn’t have to go to work during Covid, she got enhanced unemployment benefits, her husband’s health insurance covered her, they had roommates to help pay the mortgage, so it could have been much worse. She was able to stay home with her sweet doggie as she was dying of old age, and could help her across the rainbow bridge, and then had time to work with and train a new rescue pup.

I remember an excruciating 8 months not long after after my son was born and she was 3, where I was unemployed, and terrified I’d made a huge mistake in not seeking a post doc position. My job with The RAND Corp. as a consultant had only lasted 5 months, when they didn’t get the grant I helped write, and I was so frustrated that I didn’t take the opportunity to enjoy just being with my kids full-time for a while, as my then-husband was well and earning enough for us to live on. I didn’t appreciate the time off while I was in it.
 
This is all excellent, except...please change to “...as soon as we get both of our vaccines and then wait about four MORE weeks to the 90%+ protection level.”

Thank you.
 

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