Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:First congrats on the kid, secondly as a dad as well, no dad should be around that long at the beginning trust me on this. You don't want to be around. do your part to help by giving her space and time.
You're a shitty husband and father.
+1000. A relic from the 1950s.
every guy reading this is saying the same thing, they just don't want you to know.
Anonymous wrote:Anonymous wrote:Anonymous wrote:First congrats on the kid, secondly as a dad as well, no dad should be around that long at the beginning trust me on this. You don't want to be around. do your part to help by giving her space and time.
You're a shitty husband and father.
+1000. A relic from the 1950s.
Anonymous wrote:Anonymous wrote:Anonymous wrote:Yeesh. Maybe I will get totally flamed for this, and I’m sorry that this is how my mind works, but what verification is needed in order to take the lead? I’m not really aware of any. It’s not like you have to provide a birth certificate or some thing. Your wife will probably be discharged from the hospital on one October. I mean, can you just tell your supervisor that that’s when the kid was born?
Yes, of course you have to provide a birth certificate you idiot.
I'd actually be surprised if that's true, since the paperwork involved is front-loaded before the birth of the child. Now, I'm *absolutely* not suggesting that the OP lie. That's a terrible idea. The workplace certainly could demand documentation, and if they catch you in a lie, it's absolutely a fireable offense.
OP- you're definitely in a really unfortunate situation. I think there were bound to be people in this situation no matter what, but it's got to be tough that you ended up with the short straw.
You should definitely look into getting donated sick leave *to care for your wife* after delivery. The OPM guidance instructs agencies to be rather liberal in their interpretation of the family-friend sick leave policies to grant parents several weeks during which they can use sick leave, not just annual leave. You could also try to get some donated leave. A lot of people at my agency are likely to have a ton of use-or-lose at the end of the year, so there might be a lot of people out there willing to donate leave.
Anonymous wrote:Anonymous wrote:Yeesh. Maybe I will get totally flamed for this, and I’m sorry that this is how my mind works, but what verification is needed in order to take the lead? I’m not really aware of any. It’s not like you have to provide a birth certificate or some thing. Your wife will probably be discharged from the hospital on one October. I mean, can you just tell your supervisor that that’s when the kid was born?
Yes, of course you have to provide a birth certificate you idiot.
Anonymous wrote:Yeah, my DH took two weeks and by the end of week 1, we were just sitting around staring at each other. I wish he could've taken that leave when our second was born.
Anonymous wrote:Yeesh. Maybe I will get totally flamed for this, and I’m sorry that this is how my mind works, but what verification is needed in order to take the lead? I’m not really aware of any. It’s not like you have to provide a birth certificate or some thing. Your wife will probably be discharged from the hospital on one October. I mean, can you just tell your supervisor that that’s when the kid was born?
Anonymous wrote:First congrats on the kid, secondly as a dad as well, no dad should be around that long at the beginning trust me on this. You don't want to be around. do your part to help by giving her space and time.
Anonymous wrote:First congrats on the kid, secondly as a dad as well, no dad should be around that long at the beginning trust me on this. You don't want to be around. do your part to help by giving her space and time.