Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:NP here. I'm stuck on the fact that OP said this is a low paying job. What was this employee's track record before the morning sickness issue? Does she actually complete all her tasks even though she's late for work all the time? If not, it's not as though you can't do anything. You can do whatever you want pretty much. You're the boss. You choose not to because you may not be able to get a high performing lackey in a low paying job too quickly, at least not one who will perform to your expectations and be able to do your job (at no additional pay) while you take your second maternity leave. The problem with being a supervisor is, it's not just sitting around watching other people work. Oftentimes I've been in the position of having to pick up the slack when one of my employees isn't able to perform for whatever reason (vacation, maternity leave, paternity leave, bereavement leave, FMLA for caregiving to a critically ill relative etc etc). It's why being a supervisor is often not much fun and it's what factors in to the pay differential.

OP here - this thread has taken a weird turn. To address this post - she's not a lackey. She is in a managerial role in a low paying (think academia/non profit) industry. She has always been a strong employee but does have a history of taking a lot of time off. She may perceive that I do too, but I'm much more involved when I'm out of the office (and I never take unplanned days).

Not sure how this is relevant but this is my second child but first maternity leave here. I was at another job when I had my first.

She's in a managerial role but who is she managing if you only have four people in the office? Do you have one direct report and she has two? You say you have flexible hours. Define flexible. Is she allowed to come in during a certain time range, and then leave eight hours later, or what? You NEVER take unplanned days? So, your kids do not get sick, correct? You are "much more involved when out of the office"? And how does she know you are much more involved? is that part of her job description, to be involved in the office when she's out of the office and has signed for leave? The one thing I can tell you is no matter who you hire, they're going to have things about them you like and things you wish you could change. So decide if this is getting to be a deal breaker, and if so, address it with her. Being both boss and friend almost never works.

Sorry, but this is too psycho for me to answer. Have you ever worked in an office?
I almost never (can think of one time in the past two years) have said I'm not coming in the same day.
I regularly respond to emails and initiate work stuff when I am out of the office, whether I'm on the clock or not. If my kid is sick, I split with my husband and/or work (actually work) from home. She is very aware that I am always reachable and always responsive.
Your last sentence I agree with.

Actually, you seem slightly psycho OP. You've devoted the better part of 5 hours to your thread. For you, that's working. For your subordinate, I'm guessing it would be considered not working.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:NP here. I'm stuck on the fact that OP said this is a low paying job. What was this employee's track record before the morning sickness issue? Does she actually complete all her tasks even though she's late for work all the time? If not, it's not as though you can't do anything. You can do whatever you want pretty much. You're the boss. You choose not to because you may not be able to get a high performing lackey in a low paying job too quickly, at least not one who will perform to your expectations and be able to do your job (at no additional pay) while you take your second maternity leave. The problem with being a supervisor is, it's not just sitting around watching other people work. Oftentimes I've been in the position of having to pick up the slack when one of my employees isn't able to perform for whatever reason (vacation, maternity leave, paternity leave, bereavement leave, FMLA for caregiving to a critically ill relative etc etc). It's why being a supervisor is often not much fun and it's what factors in to the pay differential.

OP here - this thread has taken a weird turn. To address this post - she's not a lackey. She is in a managerial role in a low paying (think academia/non profit) industry. She has always been a strong employee but does have a history of taking a lot of time off. She may perceive that I do too, but I'm much more involved when I'm out of the office (and I never take unplanned days).

Not sure how this is relevant but this is my second child but first maternity leave here. I was at another job when I had my first.

She's in a managerial role but who is she managing if you only have four people in the office? Do you have one direct report and she has two? You say you have flexible hours. Define flexible. Is she allowed to come in during a certain time range, and then leave eight hours later, or what? You NEVER take unplanned days? So, your kids do not get sick, correct? You are "much more involved when out of the office"? And how does she know you are much more involved? is that part of her job description, to be involved in the office when she's out of the office and has signed for leave? The one thing I can tell you is no matter who you hire, they're going to have things about them you like and things you wish you could change. So decide if this is getting to be a deal breaker, and if so, address it with her. Being both boss and friend almost never works.

Sorry, but this is too psycho for me to answer. Have you ever worked in an office?
I almost never (can think of one time in the past two years) have said I'm not coming in the same day.
I regularly respond to emails and initiate work stuff when I am out of the office, whether I'm on the clock or not. If my kid is sick, I split with my husband and/or work (actually work) from home. She is very aware that I am always reachable and always responsive.
Your last sentence I agree with.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:NP here. I'm stuck on the fact that OP said this is a low paying job. What was this employee's track record before the morning sickness issue? Does she actually complete all her tasks even though she's late for work all the time? If not, it's not as though you can't do anything. You can do whatever you want pretty much. You're the boss. You choose not to because you may not be able to get a high performing lackey in a low paying job too quickly, at least not one who will perform to your expectations and be able to do your job (at no additional pay) while you take your second maternity leave. The problem with being a supervisor is, it's not just sitting around watching other people work. Oftentimes I've been in the position of having to pick up the slack when one of my employees isn't able to perform for whatever reason (vacation, maternity leave, paternity leave, bereavement leave, FMLA for caregiving to a critically ill relative etc etc). It's why being a supervisor is often not much fun and it's what factors in to the pay differential.

OP here - this thread has taken a weird turn. To address this post - she's not a lackey. She is in a managerial role in a low paying (think academia/non profit) industry. She has always been a strong employee but does have a history of taking a lot of time off. She may perceive that I do too, but I'm much more involved when I'm out of the office (and I never take unplanned days).

Not sure how this is relevant but this is my second child but first maternity leave here. I was at another job when I had my first.

She's in a managerial role but who is she managing if you only have four people in the office? Do you have one direct report and she has two? You say you have flexible hours. Define flexible. Is she allowed to come in during a certain time range, and then leave eight hours later, or what? You NEVER take unplanned days? So, your kids do not get sick, correct? You are "much more involved when out of the office"? And how does she know you are much more involved? is that part of her job description, to be involved in the office when she's out of the office and has signed for leave? The one thing I can tell you is no matter who you hire, they're going to have things about them you like and things you wish you could change. So decide if this is getting to be a deal breaker, and if so, address it with her. Being both boss and friend almost never works.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:NP here. I'm stuck on the fact that OP said this is a low paying job. What was this employee's track record before the morning sickness issue? Does she actually complete all her tasks even though she's late for work all the time? If not, it's not as though you can't do anything. You can do whatever you want pretty much. You're the boss. You choose not to because you may not be able to get a high performing lackey in a low paying job too quickly, at least not one who will perform to your expectations and be able to do your job (at no additional pay) while you take your second maternity leave. The problem with being a supervisor is, it's not just sitting around watching other people work. Oftentimes I've been in the position of having to pick up the slack when one of my employees isn't able to perform for whatever reason (vacation, maternity leave, paternity leave, bereavement leave, FMLA for caregiving to a critically ill relative etc etc). It's why being a supervisor is often not much fun and it's what factors in to the pay differential.

OP here - this thread has taken a weird turn. To address this post - she's not a lackey. She is in a managerial role in a low paying (think academia/non profit) industry. She has always been a strong employee but does have a history of taking a lot of time off. She may perceive that I do too, but I'm much more involved when I'm out of the office (and I never take unplanned days).

Not sure how this is relevant but this is my second child but first maternity leave here. I was at another job when I had my first.

What kind of job expects people do work on their sick and vacation days??? I guess you'll be working on maternity leave too?

Anonymous wrote:

Anonymous wrote:NP here. I'm stuck on the fact that OP said this is a low paying job. What was this employee's track record before the morning sickness issue? Does she actually complete all her tasks even though she's late for work all the time? If not, it's not as though you can't do anything. You can do whatever you want pretty much. You're the boss. You choose not to because you may not be able to get a high performing lackey in a low paying job too quickly, at least not one who will perform to your expectations and be able to do your job (at no additional pay) while you take your second maternity leave. The problem with being a supervisor is, it's not just sitting around watching other people work. Oftentimes I've been in the position of having to pick up the slack when one of my employees isn't able to perform for whatever reason (vacation, maternity leave, paternity leave, bereavement leave, FMLA for caregiving to a critically ill relative etc etc). It's why being a supervisor is often not much fun and it's what factors in to the pay differential.

OP here - this thread has taken a weird turn. To address this post - she's not a lackey. She is in a managerial role in a low paying (think academia/non profit) industry. She has always been a strong employee but does have a history of taking a lot of time off. She may perceive that I do too, but I'm much more involved when I'm out of the office (and I never take unplanned days).

Not sure how this is relevant but this is my second child but first maternity leave here. I was at another job when I had my first.

Anonymous wrote:

Anonymous wrote:NP here. I'm stuck on the fact that OP said this is a low paying job. What was this employee's track record before the morning sickness issue? Does she actually complete all her tasks even though she's late for work all the time? If not, it's not as though you can't do anything. You can do whatever you want pretty much. You're the boss. You choose not to because you may not be able to get a high performing lackey in a low paying job too quickly, at least not one who will perform to your expectations and be able to do your job (at no additional pay) while you take your second maternity leave. The problem with being a supervisor is, it's not just sitting around watching other people work. Oftentimes I've been in the position of having to pick up the slack when one of my employees isn't able to perform for whatever reason (vacation, maternity leave, paternity leave, bereavement leave, FMLA for caregiving to a critically ill relative etc etc). It's why being a supervisor is often not much fun and it's what factors in to the pay differential.

OP here - this thread has taken a weird turn. To address this post - she's not a lackey. She is in a managerial role in a low paying (think academia/non profit) industry. She has always been a strong employee but does have a history of taking a lot of time off. She may perceive that I do too, but I'm much more involved when I'm out of the office (and I never take unplanned days).

Not sure how this is relevant but this is my second child but first maternity leave here. I was at another job when I had my first.

Anonymous wrote:

Anonymous wrote:I don't think you can hold it against her if she doesn't work on vacation days and if she takes sick days. If she is not getting her work done and that is your concern and your concern for making sure she does your work when you are gone, address that. But it seems silly to be annoyed and hold it against her that she doesn't work on vacation days and that she takes sick days. I think that is why you are getting push back from people right now.

OP here - this is fair. She has put in for sick days the days she is actually out of the office though she is over her allotment and will have to 'earn' it back by end of year. She is technically telecommuting the days she comes in late but realistically isn't doing anything during that time.

Anonymous wrote:

Anonymous wrote:I don't think you can hold it against her if she doesn't work on vacation days and if she takes sick days. If she is not getting her work done and that is your concern and your concern for making sure she does your work when you are gone, address that. But it seems silly to be annoyed and hold it against her that she doesn't work on vacation days and that she takes sick days. I think that is why you are getting push back from people right now.

OP here - this is fair. She has put in for sick days the days she is actually out of the office though she is over her allotment and will have to 'earn' it back by end of year. She is technically telecommuting the days she comes in late but realistically isn't doing anything during that time.

Anonymous wrote:I don't think you can hold it against her if she doesn't work on vacation days and if she takes sick days. If she is not getting her work done and that is your concern and your concern for making sure she does your work when you are gone, address that. But it seems silly to be annoyed and hold it against her that she doesn't work on vacation days and that she takes sick days. I think that is why you are getting push back from people right now.

Anonymous wrote:NP here. I'm stuck on the fact that OP said this is a low paying job. What was this employee's track record before the morning sickness issue? Does she actually complete all her tasks even though she's late for work all the time? If not, it's not as though you can't do anything. You can do whatever you want pretty much. You're the boss. You choose not to because you may not be able to get a high performing lackey in a low paying job too quickly, at least not one who will perform to your expectations and be able to do your job (at no additional pay) while you take your second maternity leave. The problem with being a supervisor is, it's not just sitting around watching other people work. Oftentimes I've been in the position of having to pick up the slack when one of my employees isn't able to perform for whatever reason (vacation, maternity leave, paternity leave, bereavement leave, FMLA for caregiving to a critically ill relative etc etc). It's why being a supervisor is often not much fun and it's what factors in to the pay differential.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I had really bad morning sickness my entire pregnancy.
Morning sickness can be really debilitating. There were some days I threw up 5 or 6 times. After you throw up so much it really causes your stomach to hurt like hell and makes you feel dizzy and weak from the lack of nourishment. I ended up hospitalized twice from it.

I threw up in restuarants, cars, on the train, all over the place. It is one of the main reasons I haven't pushed for child number 2.

Your pregnancy is no indication of how hers should or will be. Some people fly through pregnancy easy peasy, while others are bedridden the entire time.

Would you rather she come in the office and puke all over the place? Maybe she can come in pass out and now your office is disrupted by a medical emergency.

Honestly, it sounds to me like you are just being insensitive and yeah I am sensing a little jealousy. Maybe you are mad all the attention isn't on you.

Speculate much?

This is not even CLOSE to what OP said. Jealousy? Major reading comprehension issues on this thread. She also said the co-worker isn't puking (knows because she told her). Please, people.