employer being 'offish' due to childcare issues

Nikkisun

As far as I can see everyone who has dependents is entitled to take dependents leave (also known as emergency family leave).

http://www.ivillage.co.uk/workcareer/culture/rights/articles/0,,204_700389,00.html

Lil2002

surreysaver wrote: »

Yes it does! Women get a year off when a baby is born. If they go back to work, a man cannot then take the rest of the year off. And women can use the 'indirect discrimination' route - men do not have this option.

Umm, in my company the year can be split between maternity/paternity leave. The time limit is the same, but it's up to the couple how they divide it.

Zazen999

Nikkisun wrote: »

As far as I can see everyone who has dependents is entitled to take dependents leave (also known as emergency family leave).

http://www.ivillage.co.uk/workcareer/culture/rights/articles/0,,204_700389,00.html

Yes, a Reasonable amount.

The question is, who decides what is reasonable and what isn't?

I'm suspecting that the employer is getting to the stage of reasonable being pushed into unreasonable and thus is getting a bit twitchy.

Oldernotwiser

Nikkisun wrote: »

As far as I can see everyone who has dependents is entitled to take dependents leave (also known as emergency family leave).

http://www.ivillage.co.uk/workcareer/culture/rights/articles/0,,204_700389,00.html

It also depends what you consider to be an emergency; a child being rushed to hospital with a broken leg is quite a different situation from one who's sent home from school with an upset tummy!

Also, arrangements for childhood illnesses may break down but to have NO backup plan other than the mother leaving work, is always going to be a recipe for disaster and unacceptable to an employer.

Bettyboop

Gosh it sounds like you are working for the same employer I used to have about 2 years ago..... If it's to the point of bullying you and making you work the hours you took off as my employer used to do make a complaint and seek advice from an employment lawyer. I became ill and was eventually signed off work with stress because of his tactics and heartless attitude towards me. Good luck anyway. x

duchy

Morality is all very well but bottom line is if you keep taking time off you're putting your employment on the line.
When my son caught chicken pox I collected him but his dad took time off to look after him on subsequent days as he had paid leave left and I didn't. He was surprised when I suggested it but saw the wisdom when I pointed out the losing pay element. Neither of us saw the point in putting finances out just to fufil some idea that only Mums can care for children.
Moving on I'm in a very different job now (and a lone parent)and last night due to some child related issues I really wasn't able to work-doubly difficult as I was covering a collegue's shift but because my boss is 1 a nice guy and 2 Knows that I'm usually reliable & pull my weight HE told me to take the shift off. I didn't even need to ask (OK maybe I hinted)
So my suggestion is 1 Get hubby to take some responsibility -they are both your kids and presumably both your finances 2 If you are off offer to make the time up -it may not always be accepted but it will be noticed and appreciated

System

Oldernotwiser wrote: »

It also depends what you consider to be an emergency; a child being rushed to hospital with a broken leg is quite a different situation from one who's sent home from school with an upset tummy!

Also, arrangements for childhood illnesses may break down but to have NO backup plan other than the mother leaving work, is always going to be a recipe for disaster and unacceptable to an employer.

if a child is ill its ill end of story , a broken leg or a tummy upset the child still needs looking after. not all employers are uncaring i have been able to leave at short notice for various reasons over the last few months and have almost always made the time up , the only time i was unable to do so it was put down as parental leave [unpaid].

Js_Other_Half

Oldernotwiser wrote: »

It also depends what you consider to be an emergency; a child being rushed to hospital with a broken leg is quite a different situation from one who's sent home from school with an upset tummy!

Also, arrangements for childhood illnesses may break down but to have NO backup plan other than the mother leaving work, is always going to be a recipe for disaster and unacceptable to an employer.

I'd love to know what other options there may be for many parents? DS recently had a temp of 102 overnight; I phoned my manager's mobile at 07.45 and left a message explaining the situation. She phoned me back at 8.45 and we discussed what needed sorting for that day. I took it as annual leave.

What would you have suggested I do? Nursery won't have him with a temp like that, no neighbours who would do it, no family within 100 miles radius. Yes, I am happily married with a husband who is more than capable of it, but not everyone has that...

Oldernotwiser

Js_Other_Half wrote: »

I'd love to know what other options there may be for many parents? DS recently had a temp of 102 overnight; I phoned my manager's mobile at 07.45 and left a message explaining the situation. She phoned me back at 8.45 and we discussed what needed sorting for that day. I took it as annual leave.

What would you have suggested I do? Nursery won't have him with a temp like that, no neighbours who would do it, no family within 100 miles radius. Yes, I am happily married with a husband who is more than capable of it, but not everyone has that...

I'm sure everyone has to do this on occasion, but the OP is averaging doing this once a month and doesn't seem to feel that her husband has any role to play in this. No employer is going to be happy with someone who has to take this amount of time off and has put no backup plans into operation.

She also says that she works evenings in school holidays but doesn't mention suggesting that she does this to make up for times when she can't be in normally.

surreysaver

Lil2002 wrote: »

Umm, in my company the year can be split between maternity/paternity leave. The time limit is the same, but it's up to the couple how they divide it.

What company is that? It's not law, but companies can, of course, give equal rights if they want.