Take FMLA OP. Sit down and talk to your employer about it. I would also start looking for another job that doesn't start at 7:30am, that schedule is really not great if you have a child and no one else to depend on.

It would be wonderful if your employer would alter your schedule to start later.

That's not a manager that's a professional babysitter.

What level are you? I had a nice women working for me. But she had a Mom she was "caretaker" of even though she had 3 brothers as they did not care. She had a fixer upper house she was renovating and all type of contractor appointments and was a single Mom.

that is all fine but she was literally hired as a manager. In interview I told her the staff are in person 4 days a week as our you. Your job is to make sure they come in on time, dont over stay lunch, make sure they stay the whole day and be there to answer questions and guide them and for that you get an extra like 24k a year.

Then she started coming in late, leaving early, sick days, asked for FMLA, Finally I suggest she could be staff and she was upset I am not taking a 2k a month pay cut . Luckily she quit a few months later but in some cases like this you cant have it both ways

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Op, you need to hire help.

Meanwhile, Ron, another gay employee, takes 1.5 hour lunches every Friday and not a word is said to him.

That’s not your problem. Focus on you. Did you apply for FMLA?

Oh and knock it off with mentioning anyone’s sexuality.

Why are you obsessed with sex? Favoritism is favoritism.

OP, you need to talk to HR and get things taken care off officially. Get the FLMA paperwork on file. Next, instead of sending your boss reminder emails that might prompt similarly unprofessional responses from him in the future, consider adding a recurring event on both of your calendars that indicates you will be offline/out on those mornings that you start later--or use whatever method your team uses to keep each other informed of days off, etc.

And, it goes without saying, but make sure you are still completing your tasks and staying on top of things even if you have to adjust your schedule. It's not justification to push the work onto someone else or get out of doing it completely every time you need to attend to your child's appointments. If that means you have to stay later or work over the weekend, so be it.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:First of all, putting this on the fact that he's a gay man is kind of gross and does not make you look sympathetic at all.

Second, FMLA would cover this sort of thing *if you had filed for it.* Did you fill out the appropriate paperwork and file with HR?

I'm not saying your boss isn't being a jerk (and honestly that's an unprofessional email from him), but you are also not covering yourself in glory here by insinuating that his sexual orientation makes him less compassionate and by invoking an HR/legal process that it does not sound like you have actually activated.

It's pretty relevant, though. He'll never know the logistics this kind of thing takes. Not that she should have told him.

Gay people can and do have kids. His childlessness is relevant. Not his sexual orientation.

This!

Anonymous wrote:

Anonymous wrote:Op, you need to hire help.

Meanwhile, Ron, another gay employee, takes 1.5 hour lunches every Friday and not a word is said to him.

This isn't the point. OP needs to set up FLMA, hire help or use leave or make an arrangement. She is doing it during work hours.

Anonymous wrote:

Anonymous wrote:First of all, putting this on the fact that he's a gay man is kind of gross and does not make you look sympathetic at all.

Second, FMLA would cover this sort of thing *if you had filed for it.* Did you fill out the appropriate paperwork and file with HR?

I'm not saying your boss isn't being a jerk (and honestly that's an unprofessional email from him), but you are also not covering yourself in glory here by insinuating that his sexual orientation makes him less compassionate and by invoking an HR/legal process that it does not sound like you have actually activated.

It's pretty relevant, though. He'll never know the logistics this kind of thing takes. Not that she should have told him.

Gay people can and do have kids. His childlessness is relevant. Not his sexual orientation.

Anonymous wrote:First of all, putting this on the fact that he's a gay man is kind of gross and does not make you look sympathetic at all.

Second, FMLA would cover this sort of thing *if you had filed for it.* Did you fill out the appropriate paperwork and file with HR?

I'm not saying your boss isn't being a jerk (and honestly that's an unprofessional email from him), but you are also not covering yourself in glory here by insinuating that his sexual orientation makes him less compassionate and by invoking an HR/legal process that it does not sound like you have actually activated.

It's pretty relevant, though. He'll never know the logistics this kind of thing takes. Not that she should have told him.

Anonymous wrote:

Anonymous wrote:Op, you need to hire help.

Meanwhile, Ron, another gay employee, takes 1.5 hour lunches every Friday and not a word is said to him.

That’s not your problem. Focus on you. Did you apply for FMLA?

Oh and knock it off with mentioning anyone’s sexuality.

Did you ever get your boss's approval to take an hour every other week? Or did you just declare that you are doing it and expect him to approve?

Did you file for FMLA and inform your boss that you have approval from HR to take the time?

If neither, you need to do one of those before complaining. Your boss may be a jerk for invoking your spouse in the conversation, but he's not a jerk for expecting you to show up at your assigned time. If you didn't get approval ahead of time, either from him or from HR, then you don't really have grounds to expect him to be on board with your new self-declared schedule.

Anonymous wrote:It takes a village. Look you have parents, in-laws, sisters, bothers, aunts, uncles, cousins, friends can help, you can hire someone, you can do a swap deal with another mom. Heck your husband could do it. Yes that is a concept he is a parent.

If all the above people said no or unavailable sure your boss will help out. But he should be last not first.

How do you know OP isn't the husband?

It takes a village. Look you have parents, in-laws, sisters, bothers, aunts, uncles, cousins, friends can help, you can hire someone, you can do a swap deal with another mom. Heck your husband could do it. Yes that is a concept he is a parent.

If all the above people said no or unavailable sure your boss will help out. But he should be last not first.

Anonymous wrote:Op, you need to hire help.

Meanwhile, Ron, another gay employee, takes 1.5 hour lunches every Friday and not a word is said to him.

Anonymous wrote:First of all, putting this on the fact that he's a gay man is kind of gross and does not make you look sympathetic at all.

Second, FMLA would cover this sort of thing *if you had filed for it.* Did you fill out the appropriate paperwork and file with HR?

I'm not saying your boss isn't being a jerk (and honestly that's an unprofessional email from him), but you are also not covering yourself in glory here by insinuating that his sexual orientation makes him less compassionate and by invoking an HR/legal process that it does not sound like you have actually activated.

FMLA does cover precisely things like this-caring for a direct family member. Personally, IDGAF if OP filed for it or not. The boss doesn't get a pass on be a D bag on a technicality based on paperwork