Perfect example: What am I to do now that my full time overnight pharmacist is pregnant? She is living single cause her husband had a job 250 miles away. Grandparents are not an option. She says she is coming back to work after her recovery time. However, she can no longer work overnights for me, which is what I hired her to do. Am I suppose to just say, "okay!" and accomodate her simply because she now has a kid? What about future dr visits for the baby and when the baby gets sick when day care won't take the baby? Now I have too many pharmacists locked into a morning day shift and not enough people doing mid shift and 1 person to do overnights.
And before any of you chime in and say "Well thats easy, just move the people already in the morning shift" It's not cut and dry like that in government service and I can't simply mix and match when people are hired for specific jobs and shifts.
Decisions decisions- I will say this though: Usually the cold, ruthless decisions are the best decisions because you are using a logical thought process for whats best of the company/business you run however they are the hardest to make because most managers do care about their people. If you make decisions because you get rainbows and unicorns for helping people out, chances are, you don't have much business sense and people run all over you and you would have no problem having up to 3/4 of your staff wiped out to pregnancy.
Ok well that's a little ridiculous. She can't just have whatever shift she wants, lol. She was hired as overnight...you will find a temp for overnight, and when she comes back she can have her normal job back. Just cuz she had a baby doesn't mean she's entitled to whatever shift she wants! If she realized her shift doesn't work for her because of her personal life then she has to find another job and it'll be her decision to leave. If she wants to keep the job then she'll have to pay for a nanny (which I'm sure she can afford with a pharmacist salary). I guarantee you 100% you are not required to give her whatever shift she wants (I've worked in recruiting/HR).
In fact, at least in CA, you don't even have to have the same job available for the person. This is a little tricky for pharmacists because they more or less do the same job. But in a company for example if a woman leaves and she's manager of X division, if she comes back, she has to have a "comparable" manager position available for her at same salary...but not necessarily the exact same position. Just something with similar duties.