Anonymous
08/01/2019 11:56
Subject: Just wrote our org’s paid leave policy
Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:What kind of special leave for those who don't have children get? My children are grown and I want the same privileges you get just for having a baby. You have created a monster and resentment from other employees.
I despair for America. This, right here, is atrocious. Just really, really bad and so dark.
Yes, I despair as well because this generation is so incredibly self-absorbed that they can’t see how their lifestyle choices should not be everyone else’s burden to bear.
A.M.E.N!!
Hopefully you're pro-immigration too, because if we cease reproducing entirely, then we will need to import labor.
Oh here we go again, drama queen. Don't flatter yourself. You are not tasked with repopulating the earth with your offspring. There are plenty of people here already. No one is begrudging you having a child, maybe two, but don't expect your coworkers and employers to support your extensive leave with full pay and open arms.
I seriously suggest you educate yourself rather than spewing hate. Literally, all of the research and data shows what's been said above. The future workforce HAS To come from somewhere. You can get it through immigration or by people in your country having children. That's it.
Anonymous
08/01/2019 11:53
Subject: Just wrote our org’s paid leave policy
Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:What kind of special leave for those who don't have children get? My children are grown and I want the same privileges you get just for having a baby. You have created a monster and resentment from other employees.
I despair for America. This, right here, is atrocious. Just really, really bad and so dark.
Yes, I despair as well because this generation is so incredibly self-absorbed that they can’t see how their lifestyle choices should not be everyone else’s burden to bear.
A.M.E.N!!
Hopefully you're pro-immigration too, because if we cease reproducing entirely, then we will need to import labor.
Oh here we go again, drama queen. Don't flatter yourself. You are not tasked with repopulating the earth with your offspring. There are plenty of people here already. No one is begrudging you having a child, maybe two, but don't expect your coworkers and employers to support your extensive leave with full pay and open arms.
Anonymous
08/01/2019 11:51
Subject: Just wrote our org’s paid leave policy
Anonymous wrote:Anonymous wrote:I personally think the person who posted this is not being truthful. If she is, she is not thinking things through and has no idea the monster she just created. So, you have 50 employees, probably a small budget to work with, right?
Say, 5 women/men all have a baby coming at the same time, you are down 5 employees for 6 months? That is not sustainable and if you think your current employees are going to just pick up their slack, well...come back and let us know how that worked out for you.
All the more reason we should have a national insurance program for parental leave. Sure it's not sustainable for very small business, but it is very much sustainable for a fortune 150 company I work for. They just don't want to do it because they value their CEO's bonuses more than they value their young women.
We are in total agreement here. I try to make my organization a great place to be. I want to let the new mom and dad have 4 months of leave, but I also know I have employees that have kids at home and they don't want to pick up their slack, it puts them in this awful position of feeling like they can't support their colleague and be there for their kids for dinner. I think this was mentioned by someone else above too. It does happen, it does cause a lot of resentment. It was eye opening to me because I thought I was being progressive with our new 4 month leave policy, but then I had more people in my office pissed than happy, and sadly, a lot of them were women. As an HR professional, I have to take into account all sides. You would be shocked at some of the comments I get. I had a 25 year old woman come into my office and ask that she be given a leave benefit that is in line with our maternity/paternity leave policy, because I quote....I didn't spend 60K a year to be a birthing machine and don't ever plan to use this benefit. I'm not kidding, the stuff that comes my way, it's shocking.
Anonymous
08/01/2019 11:51
Subject: Re:Just wrote our org’s paid leave policy
Anonymous wrote:Anonymous wrote:Anonymous wrote:Guess what people. The most prosperous European countries are very generous with their parental leave. People are the happiest and most productive as a result.
How dare they? We are so much happier here where nobody is responsible for anyone else's "choices."
I know. This country really has gone to sh**.
no maternity leave for you, guns for all. yay.
Anonymous
08/01/2019 11:50
Subject: Just wrote our org’s paid leave policy
Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:What kind of special leave for those who don't have children get? My children are grown and I want the same privileges you get just for having a baby. You have created a monster and resentment from other employees.
Nothing. Your work will have less work to do replacing employees who leave because of no maternity leave. But at least your children will get maternity/paternity leave. Not everything in life is fair.
No. The other employees will have to cover for you while on leave and then cover when you come back and take your pumping breaks. Believe me, this kind of special treatment creates resentment by other employees. All an employer has to do is keep a job open for you but it doesn't have to be the same job.
What's your point? I work for a company with mostly 50+ employees. I've covered for bunion surgeries, ACL tears, heart attacks, breast implants, you name it. Maternity leave is no different.
Pregnancy is a choice. Bunions are not a choice, nor is a heart attack or cancer and I know people who are not obese and have never smoked who have had heart attacks and lung csncer. Now, I would be happy to give extra paid leave if you have a seriously ill child, parent, or spouse but NOT FOR CHOISING TO HAVE A BSBY.
you seem ... unhinged. and like you hate women, a bit?
+1 Pregnancy is many times a choice, and it's an essential one for the furtherance of the human race. I'm sorry you don't care about the well-being of children, but the US is the only developed country without paid maternity leave and that's shameful and detrimental to both moms and babies (and presumably the fathers who care about them). And PS, while you may "know people" who don't smoke and get lung cancer, and people who are thin and fit and have heart attacks, everything about the way we live our lives is a choice. We don't allocate sick leave based upon how healthily people live their lives, and we shouldn't choose to make maternity leave available only to a lucky few.
Anonymous
08/01/2019 11:49
Subject: Re:Just wrote our org’s paid leave policy
Anonymous wrote:Anonymous wrote:Guess what people. The most prosperous European countries are very generous with their parental leave. People are the happiest and most productive as a result.
How dare they? We are so much happier here where nobody is responsible for anyone else's "choices."
I know. This country really has gone to sh**.
Anonymous
08/01/2019 11:46
Subject: Re:Just wrote our org’s paid leave policy
Anonymous wrote:Guess what people. The most prosperous European countries are very generous with their parental leave. People are the happiest and most productive as a result.
How dare they? We are so much happier here where nobody is responsible for anyone else's "choices."
Anonymous
08/01/2019 11:45
Subject: Just wrote our org’s paid leave policy
Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:What kind of special leave for those who don't have children get? My children are grown and I want the same privileges you get just for having a baby. You have created a monster and resentment from other employees.
Nothing. Your work will have less work to do replacing employees who leave because of no maternity leave. But at least your children will get maternity/paternity leave. Not everything in life is fair.
No. The other employees will have to cover for you while on leave and then cover when you come back and take your pumping breaks. Believe me, this kind of special treatment creates resentment by other employees. All an employer has to do is keep a job open for you but it doesn't have to be the same job.
What's your point? I work for a company with mostly 50+ employees. I've covered for bunion surgeries, ACL tears, heart attacks, breast implants, you name it. Maternity leave is no different.
Pregnancy is a choice. Bunions are not a choice, nor is a heart attack or cancer and I know people who are not obese and have never smoked who have had heart attacks and lung csncer. Now, I would be happy to give extra paid leave if you have a seriously ill child, parent, or spouse but NOT FOR CHOISING TO HAVE A BSBY.
BINGO. I do HR for a living. I train HR professionals. Any policy that allows for an employee to take significant time without pay because of a choice they have made, not a illness, etc., and others have to fill in while they are gone.....it absolutely does cause resentment in the office. This is standard lingo and training from SHRM too. If you want to be a good employer and let families have time off, then your budget needs to also include raising the pay of the employees that are picking up their slack. I make a point in giving them a lot of credit for picking up the slack and they get a nice bonus. If we didn't do this, we would have major issues in our office.
Please. "Resentment in the office" = prejudice against women and kids. Is there resentment for having to cover $100,000s for Buddy's heart bypass? For having to cover $500,000 for Sally's chemo? /quote]
No because those people would die....having a baby is not health issue[i]. In HR - there is actually a huge legal difference there, so you should stop this comparison. It's apples to oranges. And, we hire temps when people are out for long periods for FMLA leave.
FFS you can just stop talking now.
Anonymous
08/01/2019 11:44
Subject: Just wrote our org’s paid leave policy
Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:What kind of special leave for those who don't have children get? My children are grown and I want the same privileges you get just for having a baby. You have created a monster and resentment from other employees.
Nothing. Your work will have less work to do replacing employees who leave because of no maternity leave. But at least your children will get maternity/paternity leave. Not everything in life is fair.
No. The other employees will have to cover for you while on leave and then cover when you come back and take your pumping breaks. Believe me, this kind of special treatment creates resentment by other employees. All an employer has to do is keep a job open for you but it doesn't have to be the same job.
What's your point? I work for a company with mostly 50+ employees. I've covered for bunion surgeries, ACL tears, heart attacks, breast implants, you name it. Maternity leave is no different.
Pregnancy is a choice. Bunions are not a choice, nor is a heart attack or cancer and I know people who are not obese and have never smoked who have had heart attacks and lung csncer. Now, I would be happy to give extra paid leave if you have a seriously ill child, parent, or spouse but NOT FOR CHOISING TO HAVE A BSBY.
BINGO. I do HR for a living. I train HR professionals. Any policy that allows for an employee to take significant time without pay because of a choice they have made, not a illness, etc., and others have to fill in while they are gone.....it absolutely does cause resentment in the office. This is standard lingo and training from SHRM too. If you want to be a good employer and let families have time off, then your budget needs to also include raising the pay of the employees that are picking up their slack. I make a point in giving them a lot of credit for picking up the slack and they get a nice bonus. If we didn't do this, we would have major issues in our office.
This is just such an unbelievably toxic and dark attitude. Having children is not a "choice" -- it is a life cycle event that the vast majority of people aspire to, AND one that is literally vital for the continuation of our species and economy. Furthermore being a woman, who we all know bear the brunt of the labor of pregnancy and infancy, is NOT A CHOICE. Failing to support maternity in the workplace is discrimination against women, period. And, bad HR policy as well.
Anonymous
08/01/2019 11:44
Subject: Just wrote our org’s paid leave policy
Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:What kind of special leave for those who don't have children get? My children are grown and I want the same privileges you get just for having a baby. You have created a monster and resentment from other employees.
Nothing. Your work will have less work to do replacing employees who leave because of no maternity leave. But at least your children will get maternity/paternity leave. Not everything in life is fair.
No. The other employees will have to cover for you while on leave and then cover when you come back and take your pumping breaks. Believe me, this kind of special treatment creates resentment by other employees. All an employer has to do is keep a job open for you but it doesn't have to be the same job.
What's your point? I work for a company with mostly 50+ employees. I've covered for bunion surgeries, ACL tears, heart attacks, breast implants, you name it. Maternity leave is no different.
Pregnancy is a choice. Bunions are not a choice, nor is a heart attack or cancer and I know people who are not obese and have never smoked who have had heart attacks and lung csncer. Now, I would be happy to give extra paid leave if you have a seriously ill child, parent, or spouse but NOT FOR CHOISING TO HAVE A BSBY.
BINGO. I do HR for a living. I train HR professionals. Any policy that allows for an employee to take significant time without pay because of a choice they have made, not a illness, etc., and others have to fill in while they are gone.....it absolutely does cause resentment in the office. This is standard lingo and training from SHRM too. If you want to be a good employer and let families have time off, then your budget needs to also include raising the pay of the employees that are picking up their slack. I make a point in giving them a lot of credit for picking up the slack and they get a nice bonus. If we didn't do this, we would have major issues in our office.
Please. "Resentment in the office" = prejudice against women and kids. Is there resentment for having to cover $100,000s for Buddy's heart bypass? For having to cover $500,000 for Sally's chemo? /quote]
No because those people would die....having a baby is not health issue. In HR - there is actually a huge legal difference there, so you should stop this comparison. It's apples to oranges. And, we hire temps when people are out for long periods for FMLA leave.
Anonymous
08/01/2019 11:44
Subject: Just wrote our org’s paid leave policy
Anonymous wrote:I personally think the person who posted this is not being truthful. If she is, she is not thinking things through and has no idea the monster she just created. So, you have 50 employees, probably a small budget to work with, right?
Say, 5 women/men all have a baby coming at the same time, you are down 5 employees for 6 months? That is not sustainable and if you think your current employees are going to just pick up their slack, well...come back and let us know how that worked out for you.
All the more reason we should have a national insurance program for parental leave. Sure it's not sustainable for very small business, but it is very much sustainable for a fortune 150 company I work for. They just dont want to do it because they value their CEO's bonuses more than they value their young women.
Anonymous
08/01/2019 11:42
Subject: Re:Just wrote our org’s paid leave policy
Guess what people. The most prosperous European countries are very generous with their parental leave. People are the happiest and most productive as a result.
Anonymous
08/01/2019 11:41
Subject: Just wrote our org’s paid leave policy
Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:What kind of special leave for those who don't have children get? My children are grown and I want the same privileges you get just for having a baby. You have created a monster and resentment from other employees.
Nothing. Your work will have less work to do replacing employees who leave because of no maternity leave. But at least your children will get maternity/paternity leave. Not everything in life is fair.
No. The other employees will have to cover for you while on leave and then cover when you come back and take your pumping breaks. Believe me, this kind of special treatment creates resentment by other employees. All an employer has to do is keep a job open for you but it doesn't have to be the same job.
What's your point? I work for a company with mostly 50+ employees. I've covered for bunion surgeries, ACL tears, heart attacks, breast implants, you name it. Maternity leave is no different.
Pregnancy is a choice. Bunions are not a choice, nor is a heart attack or cancer and I know people who are not obese and have never smoked who have had heart attacks and lung csncer. Now, I would be happy to give extra paid leave if you have a seriously ill child, parent, or spouse but NOT FOR CHOISING TO HAVE A BSBY.
BINGO. I do HR for a living. I train HR professionals. Any policy that allows for an employee to take significant time without pay because of a choice they have made, not a illness, etc., and others have to fill in while they are gone.....it absolutely does cause resentment in the office. This is standard lingo and training from SHRM too. If you want to be a good employer and let families have time off, then your budget needs to also include raising the pay of the employees that are picking up their slack. I make a point in giving them a lot of credit for picking up the slack and they get a nice bonus. If we didn't do this, we would have major issues in our office.
Please. "Resentment in the office" = prejudice against women and kids. Is there resentment for having to cover $100,000s for Buddy's heart bypass? For having to cover $500,000 for Sally's chemo?
Anonymous
08/01/2019 11:40
Subject: Just wrote our org’s paid leave policy
Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:Anonymous wrote:What kind of special leave for those who don't have children get? My children are grown and I want the same privileges you get just for having a baby. You have created a monster and resentment from other employees.
I despair for America. This, right here, is atrocious. Just really, really bad and so dark.
Yes, I despair as well because this generation is so incredibly self-absorbed that they can’t see how their lifestyle choices should not be everyone else’s burden to bear.
A.M.E.N!!
Hopefully you're pro-immigration too, because if we cease reproducing entirely, then we will need to import labor.
That is exactly what I said up-thread. These people just have no clue how countries with negative birth rate are.
Anonymous
08/01/2019 11:39
Subject: Just wrote our org’s paid leave policy
I personally think the person who posted this is not being truthful. If she is, she is not thinking things through and has no idea the monster she just created. So, you have 50 employees, probably a small budget to work with, right?
Say, 5 women/men all have a baby coming at the same time, you are down 5 employees for 6 months? That is not sustainable and if you think your current employees are going to just pick up their slack, well...come back and let us know how that worked out for you.
Say, 5 women/men all have a baby coming at the same time, you are down 5 employees for 6 months? That is not sustainable and if you think your current employees are going to just pick up their slack, well...come back and let us know how that worked out for you.