Miss Tequila
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Post by Miss Tequila on Feb 6, 2015 19:06:48 GMT -5
I'm not willing to give up time with my kids so someone else can be home with hers.
I don't care if you all disagree with me. I'm the one that worked insane hours
You're entitled to your opinion.
I just find it interesting that you're stance is you have the right to spend time with your kids come hell or high water and you'll go so far as to discriminate when hiring in order to achieve it.
But if another woman wants to be with her kids and exercises her employer granted benefits to do so she's a no good lousy leech.
I never said she was a no good lousy leech (please show me where i said that). But I refuse to give up my time with my family again. I did it once and I'm not doing it again
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Deleted
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Post by Deleted on Feb 6, 2015 19:07:45 GMT -5
Not organizing your company in a way that deals with a mat leave without piling double time the work on coworkers is a barrier for women. You doing twice as much work when someone was on leave was not about cutbacks. So organizations should have extra people on staff just in case someone goes out? That isn't practical They should have a plan in place for covering for leaves that does not include overworking the rest of your staff. It is not a hard thing to manage and plan for if you want to. Your company has no interest in integrating maternity leaves into it's planning. Which erects a barrier to women of child bearing years.
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Miss Tequila
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Post by Miss Tequila on Feb 6, 2015 19:09:23 GMT -5
I have to ask, would it be acceptable if an employer decided not to hire you Miss T because you are a woman? Women are having babies later and later nowadays, especially with advancements in technology.
Would it be acceptable for a potential employer to discriminate against you because there is always the off chance you may decide to have a baby? Unless you're going to bring in a note from your doctor saying you're thru menopause or had your tubes tied there is always the chance.
I'm just curious because you've said you discriminate against women of child bearing age because you know they'll screw you over. I want to know if it would be acceptable to have that same attitude applied to you.
Or are you somehow the exception to the rule? I can't have children now...No risk for an employer to hire me
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Miss Tequila
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Post by Miss Tequila on Feb 6, 2015 19:11:16 GMT -5
So organizations should have extra people on staff just in case someone goes out? That isn't practical They should have a plan in place for covering for leaves that does not include overworking the rest of your staff. It is not a hard thing to manage and plan for if you want to. Your company has no interest in integrating maternity leaves into it's planning. Which erects a barrier to women of child bearing years. I want to know where all of you find qualified staff for high level positions (in my case, I also needed skmekne in a foreign country that was fluent in English) An accounts payable clerk is easy to replace...cost accountant not so much so
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Deleted
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Post by Deleted on Feb 6, 2015 19:13:44 GMT -5
They should have a plan in place for covering for leaves that does not include overworking the rest of your staff. It is not a hard thing to manage and plan for if you want to. Your company has no interest in integrating maternity leaves into it's planning. Which erects a barrier to women of child bearing years. I want to know where all of you find qualified staff for high level positions (in my case, I also needed skmekne in a foreign country that was fluent in English) An accounts payable clerk is easy to replace...cost accountant not so much so Well I guess another plan is to have a single man in your position so that he doesn't mind losing time with his family when they need to cover for mat leaves. ETA - that would probably be the best plan, one of him could cover for quite a few mat leave women as long as they didn't all have kids at once.
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Miss Tequila
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Post by Miss Tequila on Feb 6, 2015 19:15:40 GMT -5
I want to know where all of you find qualified staff for high level positions (in my case, I also needed skmekne in a foreign country that was fluent in English) An accounts payable clerk is easy to replace...cost accountant not so much so Well I guess another plan is to have a single man in your position so that he doesn't mind losing time with his family when they need to cover for mat leaves. Right...because me not wanting to work the equivalent of two full time jobs is the same as someone being off for 4 months and me getting stuck with all of their work
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Deleted
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Post by Deleted on Feb 6, 2015 19:16:27 GMT -5
btw what is a skemkne?
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Miss Tequila
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Post by Miss Tequila on Feb 6, 2015 19:16:47 GMT -5
I want to know where all of you find qualified staff for high level positions (in my case, I also needed skmekne in a foreign country that was fluent in English) An accounts payable clerk is easy to replace...cost accountant not so much so Well I guess another plan is to have a single man in your position so that he doesn't mind losing time with his family when they need to cover for mat leaves. ETA - that would probably be the best plan, one of him could cover for quite a few mat leave women as long as they didn't all have kids at once. And that would be my employers right to do so. But I wonder how many men, single or not, would want to continue to work like a dog just so women could have lots of time off
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Miss Tequila
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Post by Miss Tequila on Feb 6, 2015 19:17:19 GMT -5
I typed it once and now my phone keeps autocorrecting to it! Someone dammit!lol
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Deleted
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Post by Deleted on Feb 6, 2015 19:19:37 GMT -5
Miss Tequila it really is not impossible to find a system to cover for mat leaves. No one is irreplaceable.
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quince
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Post by quince on Feb 6, 2015 19:20:48 GMT -5
I hate this kind of thing. I hate the idea of paid family leave.
Gah. But after this thread, I have to say, paid family leave actually seems to be the best answer, because this is the easiest way to encourage men to take time off when adding to their family, which in turn would help take the stigma off of women for taking time off. Not 100% paid, but even 50% or 60%... eeeeeeee
I would prefer cultural movement that emphasizes the importance of fathers to families, but paid family leave would be quicker.
I need a shower.
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Miss Tequila
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Post by Miss Tequila on Feb 6, 2015 19:22:45 GMT -5
Miss Tequila it really is not impossible to find a system to cover for mat leaves. No one is irreplaceable. Everyone is replaceable. But this is a short replacement. Not many higher level employees want to work for just 3 or 4 months
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Deleted
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Post by Deleted on Feb 6, 2015 19:33:25 GMT -5
Miss Tequila it really is not impossible to find a system to cover for mat leaves. No one is irreplaceable. Everyone is replaceable. But this is a short replacement. Not many higher level employees want to work for just 3 or 4 months You don't need many, you need one. Or you need a plan to divide the tasks of that position for the short term. What I am happy about is that more and more men are taking paternity leave. Once this becomes an issue that everyone deals with we will be amazed with how quickly solutions are found. As a follow up to things said earlier about how the sexual stereotypes are hard on men as well, it was feminists that made me aware of that. And there are benefits being realised for men. They can now take paternity leave, at least they can here. Up to one year to be split between the mother and father as they see fit. There are more SAHD's and it is becoming more accepted. More choices are opening up for men as well.
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Green Eyed Lady
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Post by Green Eyed Lady on Feb 6, 2015 19:44:32 GMT -5
It's also a statement that doesn't apply to all places of employment. We can't hire a temp because of security. And every single person where I work has duties that have to be performed every single day. If one of us is gone, someone has to pick up the slack. We are not a huge organization so one person being gone is a real burden on those who are still there. I'm not complaining because even though I won't be having kids, something may happen at some point where I need to be off and others will have to cover for me. However, it's inaccurate to pretend like it's just easy peasy to deal with a long leave. It absolutely does depend on where you work and it has nothing to do with planning or lack thereof from management.
I will state unequivocally that I don't much care for getting home 2-3 hours later than usual because someone is home bonding with their child. As it stands now, I only have a dog waiting with his legs crossed, but if I had my own family, you can be guaranteed I'd resent the hell out of time being taken away from me bonding with my kid so someone else could bond with theirs. It wouldn't stop me from hiring someone I needed in my organization, but it's not just a walk in the park to cover these absences like some pretend and it's asking others to sacrifice their lives for yours in some instances. I couldn't do that to somebody else - not on purpose anyway - but that's just me.
It's not some betrayal to some sisterhood to have your feelings and speak your mind. In fact, it quite the opposite of what "feminism" is supposed to be about. You can't scream for choice while stomping on another's right to have them. I don't choose to be thrilled about working overtime so somebody can stay home - man or woman. Sue me but that's the way I feel.
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Miss Tequila
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Post by Miss Tequila on Feb 6, 2015 19:49:45 GMT -5
It's also a statement that doesn't apply to all places of employment. We can't hire a temp because of security. And every single person where I work has duties that have to be performed every single day. If one of us is gone, someone has to pick up the slack. We are not a huge organization so one person being gone is a real burden on those who are still there. I'm not complaining because even though I won't be having kids, something may happen at some point where I need to be off and others will have to cover for me. However, it's inaccurate to pretend like it's just easy peasy to deal with a long leave. It absolutely does depend on where you work and it has nothing to do with planning or lack thereof from management.
I will state unequivocally that I don't much care for getting home 2-3 hours later than usual because someone is home bonding with their child. As it stands now, I only have a dog waiting with his legs crossed, but if I had my own family, you can be guaranteed I'd resent the hell out of time being taken away from me bonding with my kid so someone else could bond with theirs. It wouldn't stop me from hiring someone I needed in my organization, but it's not just a walk in the park to cover these absences like some pretend and it's asking others to sacrifice their lives for yours in some instances. I couldn't do that to somebody else - not on purpose anyway - but that's just me.
It's not some betrayal to some sisterhood to have your feelings and speak your mind. In fact, it quite the opposite of what "feminism" is supposed to be about. You can't scream for choice while stomping on another's right to have them. I don't choose to be thrilled about working overtime so somebody can stay home - man or woman. Sue me but that's the way I feel. You summarized my feelings much better than I did
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Deleted
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Post by Deleted on Feb 6, 2015 20:00:19 GMT -5
I'm not trying to say it is. I am trying to point out that there are other solutions that could be found than MT having to work around the clock and we should demand they be implemented. I don't think making MT do the extra work was a satisfactory solution but the company did it to her, not the woman on mat leave. Personally I think they exploited her.
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Lizard Queen
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Post by Lizard Queen on Feb 6, 2015 20:07:09 GMT -5
It's also a statement that doesn't apply to all places of employment. We can't hire a temp because of security. And every single person where I work has duties that have to be performed every single day. If one of us is gone, someone has to pick up the slack. We are not a huge organization so one person being gone is a real burden on those who are still there. I'm not complaining because even though I won't be having kids, something may happen at some point where I need to be off and others will have to cover for me. However, it's inaccurate to pretend like it's just easy peasy to deal with a long leave. It absolutely does depend on where you work and it has nothing to do with planning or lack thereof from management.
I will state unequivocally that I don't much care for getting home 2-3 hours later than usual because someone is home bonding with their child. As it stands now, I only have a dog waiting with his legs crossed, but if I had my own family, you can be guaranteed I'd resent the hell out of time being taken away from me bonding with my kid so someone else could bond with theirs. It wouldn't stop me from hiring someone I needed in my organization, but it's not just a walk in the park to cover these absences like some pretend and it's asking others to sacrifice their lives for yours in some instances. I couldn't do that to somebody else - not on purpose anyway - but that's just me.
It's not some betrayal to some sisterhood to have your feelings and speak your mind. In fact, it quite the opposite of what "feminism" is supposed to be about. You can't scream for choice while stomping on another's right to have them. I don't choose to be thrilled about working overtime so somebody can stay home - man or woman. Sue me but that's the way I feel. That must suck for vacations. Look, I know temps are not a perfect solution, and they can't jump into every job, but there are more qualified ones out there. And, let's face it, cost accounting isn't exactly rocket science, largely proprietary though it may be. I bet there are people out there capable of at least doing some of the tasks to ease the burden somewhat. As for your situation, GEL, a small organization is always going to have greater challenges covering for an absent employee. A larger place would have more people to spread tasks out to, and perhaps even on call employees. That's a function of the size more than of the employees that dare take time away from work to attend to anything medical or family related.
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Miss Tequila
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Post by Miss Tequila on Feb 6, 2015 20:13:35 GMT -5
It's also a statement that doesn't apply to all places of employment. We can't hire a temp because of security. And every single person where I work has duties that have to be performed every single day. If one of us is gone, someone has to pick up the slack. We are not a huge organization so one person being gone is a real burden on those who are still there. I'm not complaining because even though I won't be having kids, something may happen at some point where I need to be off and others will have to cover for me. However, it's inaccurate to pretend like it's just easy peasy to deal with a long leave. It absolutely does depend on where you work and it has nothing to do with planning or lack thereof from management.
I will state unequivocally that I don't much care for getting home 2-3 hours later than usual because someone is home bonding with their child. As it stands now, I only have a dog waiting with his legs crossed, but if I had my own family, you can be guaranteed I'd resent the hell out of time being taken away from me bonding with my kid so someone else could bond with theirs. It wouldn't stop me from hiring someone I needed in my organization, but it's not just a walk in the park to cover these absences like some pretend and it's asking others to sacrifice their lives for yours in some instances. I couldn't do that to somebody else - not on purpose anyway - but that's just me.
It's not some betrayal to some sisterhood to have your feelings and speak your mind. In fact, it quite the opposite of what "feminism" is supposed to be about. You can't scream for choice while stomping on another's right to have them. I don't choose to be thrilled about working overtime so somebody can stay home - man or woman. Sue me but that's the way I feel. That must suck for vacations. Look, I know temps are not a perfect solution, and they can't jump into every job, but there are more qualified ones out there. And, let's face it, cost accounting isn't exactly rocket science, largely proprietary though it may be. I bet there are people out there capable of at least doing some of the tasks to ease the burden somewhat. As for your situation, GEL, a small organization is always going to have greater challenges covering for an absent employee. A larger place would have more people to spread tasks out to, and perhaps even on call employees. That's a function of the size more than of the employees that dare take time away from work to attend to anything medical or family related. And that is your opinion. I see the work that my cost accounting manager and cost accountant do. It isn't something someone could do withiut a lot of training. It isn't just costing a product, it is understanding the business, forecasting each month, etc. no way you would find someone that could step into their shoes, do a good job and only want to work for 4 months But nice of you to belittle what other people do
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Green Eyed Lady
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Post by Green Eyed Lady on Feb 6, 2015 20:18:23 GMT -5
I know what you are saying and in many cases, you may be right. You are not right in all cases. Those are just the facts. There are no other choices in my organization if someone is gone but to work overtime to get things done. We are a deadline operation. In addition, there is no room in the budget to hire someone to hang around in the case there may be someone absent.
It's not the company doing it to us. It's the person on leave. Period. I'm not saying it's on purpose or a case of someone being inconsiderate and assholey; and I said that I don't complain because that may be me someday. But it's still a direct result of that person being gone. We can try to place the blame on that ole' management ogre but it just doesn't belong there in every case.
We accept our jobs and our paycheck knowing that there are things that have to be done by the end of the day. Period. No questions - no exceptions. If we don't like it, we can leave and find a job elsewhere. That's not exploitation - it's living up to the responsibilities you accepted when you accepted the job. That doesn't mean I have to be thrilled when someone dumps their responsibilities on me.
We can pretend allllllllll day long that people should be able to take leave whenever they want and it will never cause extra work, stress or a reduction in the quality of life for the others employees. That would be great! People can do whatever they want and nobody pays the consequences of their choices. However...that's all it is....pretend. I'm not asking that anybody not take leave. I don't think someone should have to give birth in the bathroom and be back at their desk by noon. I'm not saying I wouldn't hire someone of an age where children may be in the picture. I'm simply asking that people recognize there are consequences to others to do so and it's not some Utopia where nothing changes when you (the general you) decide to take off for a long period of time. I'm simply asking that others be given the right to their feelings about it without being labeled as some kind of asshole.
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Green Eyed Lady
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Post by Green Eyed Lady on Feb 6, 2015 20:22:04 GMT -5
It's also a statement that doesn't apply to all places of employment. We can't hire a temp because of security. And every single person where I work has duties that have to be performed every single day. If one of us is gone, someone has to pick up the slack. We are not a huge organization so one person being gone is a real burden on those who are still there. I'm not complaining because even though I won't be having kids, something may happen at some point where I need to be off and others will have to cover for me. However, it's inaccurate to pretend like it's just easy peasy to deal with a long leave. It absolutely does depend on where you work and it has nothing to do with planning or lack thereof from management.
I will state unequivocally that I don't much care for getting home 2-3 hours later than usual because someone is home bonding with their child. As it stands now, I only have a dog waiting with his legs crossed, but if I had my own family, you can be guaranteed I'd resent the hell out of time being taken away from me bonding with my kid so someone else could bond with theirs. It wouldn't stop me from hiring someone I needed in my organization, but it's not just a walk in the park to cover these absences like some pretend and it's asking others to sacrifice their lives for yours in some instances. I couldn't do that to somebody else - not on purpose anyway - but that's just me.
It's not some betrayal to some sisterhood to have your feelings and speak your mind. In fact, it quite the opposite of what "feminism" is supposed to be about. You can't scream for choice while stomping on another's right to have them. I don't choose to be thrilled about working overtime so somebody can stay home - man or woman. Sue me but that's the way I feel. That must suck for vacations. Look, I know temps are not a perfect solution, and they can't jump into every job, but there are more qualified ones out there. And, let's face it, cost accounting isn't exactly rocket science, largely proprietary though it may be. I bet there are people out there capable of at least doing some of the tasks to ease the burden somewhat. As for your situation, GEL, a small organization is always going to have greater challenges covering for an absent employee. A larger place would have more people to spread tasks out to, and perhaps even on call employees. That's a function of the size more than of the employees that dare take time away from work to attend to anything medical or family related. It does suck, sometimes. However, vacations are usually a week. People can cover for a week and not have their own quality of life compromised too much. But 4 months? Dang right it's going to be compromised. Again, a temp is not a solution in my organization. Obtaining the security to work there would take that long!
I fully agree that all organizations are different. That was my point. What may be possible in one isn't always possible in another and making a blanket statement that management should plan better and all problems will vanish is just not accurate.
I know nothing about cost accounting and whether or not someone could be trained in a short period of time or not, but you can bet if I was a customer, I sure as heck would not be pleased that my business was turned over to a quickly (and probably inadequately) trained temp. My job isn't rocket surgery or anything, but it would take someone months to learn it IF we could even do it - which we can't.
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Lizard Queen
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Post by Lizard Queen on Feb 6, 2015 20:53:09 GMT -5
That must suck for vacations. Look, I know temps are not a perfect solution, and they can't jump into every job, but there are more qualified ones out there. And, let's face it, cost accounting isn't exactly rocket science, largely proprietary though it may be. I bet there are people out there capable of at least doing some of the tasks to ease the burden somewhat. As for your situation, GEL, a small organization is always going to have greater challenges covering for an absent employee. A larger place would have more people to spread tasks out to, and perhaps even on call employees. That's a function of the size more than of the employees that dare take time away from work to attend to anything medical or family related. And that is your opinion. I see the work that my cost accounting manager and cost accountant do. It isn't something someone could do withiut a lot of training. It isn't just costing a product, it is understanding the business, forecasting each month, etc. no way you would find someone that could step into their shoes, do a good job and only want to work for 4 months But nice of you to belittle what other people do My point has been that I bet someone could do at least some of it without a lot of training. (I never claimed that they could do all of it.) I bet a lot of spreadsheets are involved, populated with a lot of numbers. I'm willing to bet that not much calculus or higher-level physics is involved, however.
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Lizard Queen
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Post by Lizard Queen on Feb 6, 2015 20:57:35 GMT -5
That must suck for vacations. Look, I know temps are not a perfect solution, and they can't jump into every job, but there are more qualified ones out there. And, let's face it, cost accounting isn't exactly rocket science, largely proprietary though it may be. I bet there are people out there capable of at least doing some of the tasks to ease the burden somewhat. As for your situation, GEL, a small organization is always going to have greater challenges covering for an absent employee. A larger place would have more people to spread tasks out to, and perhaps even on call employees. That's a function of the size more than of the employees that dare take time away from work to attend to anything medical or family related. It does suck, sometimes. However, vacations are usually a week. People can cover for a week and not have their own quality of life compromised too much. But 4 months? Dang right it's going to be compromised. Again, a temp is not a solution in my organization. Obtaining the security to work there would take that long!
I fully agree that all organizations are different. That was my point. What may be possible in one isn't always possible in another and making a blanket statement that management should plan better and all problems will vanish is just not accurate.
I know nothing about cost accounting and whether or not someone could be trained in a short period of time or not, but you can bet if I was a customer, I sure as heck would not be pleased that my business was turned over to a quickly (and probably inadequately) trained temp. My job isn't rocket surgery or anything, but it would take someone months to learn it IF we could even do it - which we can't.
I don't know how many people we're talking about here, but if you have 6 coworkers to cover for each getting 2 weeks of vacation a year, that's 12 weeks right there. Maybe spread out, but equal to FMLA leave. Every single year. Then you might have sick leave as well.
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Miss Tequila
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Post by Miss Tequila on Feb 6, 2015 20:58:22 GMT -5
And that is your opinion. I see the work that my cost accounting manager and cost accountant do. It isn't something someone could do withiut a lot of training. It isn't just costing a product, it is understanding the business, forecasting each month, etc. no way you would find someone that could step into their shoes, do a good job and only want to work for 4 months But nice of you to belittle what other people do My point has been that I bet someone could do at least some of it without a lot of training. (I never claimed that they could do all of it.) I bet a lot of spreadsheets are involved, populated with a lot of numbers. I'm willing to bet that not much calculus or higher-level physics is involved, however. Lol...yes, just toss some numbers in a spreadsheet and call it a day. I love how easy peasy it is in your world
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Miss Tequila
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Post by Miss Tequila on Feb 6, 2015 20:59:48 GMT -5
It does suck, sometimes. However, vacations are usually a week. People can cover for a week and not have their own quality of life compromised too much. But 4 months? Dang right it's going to be compromised. Again, a temp is not a solution in my organization. Obtaining the security to work there would take that long!
I fully agree that all organizations are different. That was my point. What may be possible in one isn't always possible in another and making a blanket statement that management should plan better and all problems will vanish is just not accurate.
I know nothing about cost accounting and whether or not someone could be trained in a short period of time or not, but you can bet if I was a customer, I sure as heck would not be pleased that my business was turned over to a quickly (and probably inadequately) trained temp. My job isn't rocket surgery or anything, but it would take someone months to learn it IF we could even do it - which we can't.
I don't know how many people we're talking about here, but if you have 6 coworkers to cover for each getting 2 weeks of vacation a year, that's 12 weeks right there. Maybe spread out, but equal to FMLA leave. Every single year. Then you might have sick leave as well. Doing someone's job for two weeks is a little than doing it for 4 months. Oh yeah, during which time I couldn't take any time off because i was doing both of our jobs.
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Green Eyed Lady
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Post by Green Eyed Lady on Feb 6, 2015 21:09:27 GMT -5
It does suck, sometimes. However, vacations are usually a week. People can cover for a week and not have their own quality of life compromised too much. But 4 months? Dang right it's going to be compromised. Again, a temp is not a solution in my organization. Obtaining the security to work there would take that long!
I fully agree that all organizations are different. That was my point. What may be possible in one isn't always possible in another and making a blanket statement that management should plan better and all problems will vanish is just not accurate.
I know nothing about cost accounting and whether or not someone could be trained in a short period of time or not, but you can bet if I was a customer, I sure as heck would not be pleased that my business was turned over to a quickly (and probably inadequately) trained temp. My job isn't rocket surgery or anything, but it would take someone months to learn it IF we could even do it - which we can't.
I don't know how many people we're talking about here, but if you have 6 coworkers to cover for each getting 2 weeks of vacation a year, that's 12 weeks right there. Maybe spread out, but equal to FMLA leave. Every single year. Then you might have sick leave as well. It's a bit bigger than that. I honestly do not understand why people have such a hard time admitting that being on extended leave affects your co-workers in some places. If your experiences prove differently, I'm glad for you. It's just not the same everywhere.
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Phoenix84
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Post by Phoenix84 on Feb 6, 2015 21:11:00 GMT -5
I've been repeatedly interrupted and talked over in meetings by men - most recently, my fucking intern. When I say "Hey, back to my point" people act like I've started screaming and throwing things. Also, Phoenix, can we talk about how your thread title is set up: The barriers are facing the women, rather than the women facing the barriers (and thus being the actors vs. the objects acted upon.) I'm sure you set the lad straight.
*shrugs* I wouldn't read too much into the thread title. To me, women facing barriers and barriers facing women are saying the same thing.
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Lizard Queen
Senior Associate
103/2024
Joined: Jan 17, 2011 22:19:13 GMT -5
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Post by Lizard Queen on Feb 6, 2015 21:14:26 GMT -5
I don't know how many people we're talking about here, but if you have 6 coworkers to cover for each getting 2 weeks of vacation a year, that's 12 weeks right there. Maybe spread out, but equal to FMLA leave. Every single year. Then you might have sick leave as well. It's a bit bigger than that. I honestly do not understand why people have such a hard time admitting that being on extended leave affects your co-workers in some places. If your experiences prove differently, I'm glad for you. It's just not the same everywhere. Did I say that? (reading....no). I said that s a lot to cover for. The more people, the more it makes sense to have someone there to cover for people who are gone.
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Phoenix84
Senior Associate
Joined: Feb 17, 2011 21:42:35 GMT -5
Posts: 10,056
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Post by Phoenix84 on Feb 6, 2015 21:16:53 GMT -5
Or it's aimed at me, who has openly said we couldn't afford maternity coverage and leave when we first started our business. I thought small businesses with few employees were exempted from FMLA requirements and the like?
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Phoenix84
Senior Associate
Joined: Feb 17, 2011 21:42:35 GMT -5
Posts: 10,056
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Post by Phoenix84 on Feb 6, 2015 21:18:18 GMT -5
To me, it sounds like the barriers that face women (or the women that face barriers, if you prefer) are more about changing perceptions than changing laws.
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Miss Tequila
Distinguished Associate
Joined: Dec 19, 2010 10:13:45 GMT -5
Posts: 20,602
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Post by Miss Tequila on Feb 6, 2015 21:18:50 GMT -5
It's a bit bigger than that. I honestly do not understand why people have such a hard time admitting that being on extended leave affects your co-workers in some places. If your experiences prove differently, I'm glad for you. It's just not the same everywhere. Did I say that? (reading....no). I said that s a lot to cover for. The more people, the more it makes sense to have someone there to cover for people who are gone. So every department in my organization should be overstaffed just in case someone goes out on disability? That won't fly in many organizations.
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