weltschmerz
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Post by weltschmerz on Aug 14, 2015 11:40:47 GMT -5
The act wasn't just for maternity leave, more just paid leave for FMLA events:
"allows mothers and fathers to receive 12 weeks of paid family leave to care for a baby. It also allows workers to take the same amount of paid time off if they are diagnosed with cancer or have other serious medical conditions or to take care of family members who are seriously ill."
I was only replying to weltz as she gets so cocky when someone else makes a typo. Of course when she is busted for posting inaccurate statements (for example, the is birth rate) she never comes back That wasn't a typo. Someone said that nobody is pushing for a paid year of maternity leave, and Thyme responded with "Bernie Sanders is." He most certainly is not. (Thanks for explaining, Thyme) In any case, what about our birth rate? Despite our best efforts, it keeps going down, because women just don't want huge families any more. We have to import boatloads of immigrants to keep the tax base stable. It beats not having any children at all, or ending up on welfare because your job is no longer there or you can't afford day care.
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weltschmerz
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Post by weltschmerz on Aug 14, 2015 11:43:02 GMT -5
Is there anything else you need me to respond to, before I leave for work?
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Post by The Walk of the Penguin Mich on Aug 14, 2015 11:45:47 GMT -5
Since this is assumed to be an ongoing benefit, and not one only applicable to women who are both currently between the ages of 15-50 and going to have children by the time they turn 50, it is a reasonable comparison to look at all who have children. I'm assuming that today's baby girls who may have a baby in 20-40 years won't be cut off from the benefit. They're not going to say, sorry, you weren't at least 15 in2015, so you don't get any maternity benefits. Could happen, but that doesn't make a good comparison in how many could possibly benefit. Ummm that's precisely what I'm saying. If 59% of all women of child bearing age right now currently have kids, the number affected will be much larger, because plenty of those remaining 41% will eventually have kids. Maybe, maybe not. That 41% (and the 2014 census number suggests that this is closer to 48%) suggests that this number is increasing over time, not decreasing. The number changes, but it's fairly consistent among years (back in 2008 it was 36%) and moving in the child free direction, not the other way. Of the women in the age group 40-50 who have never had children (and while it's not impossible, less likely), nearly 17% of that 10 year age gap has never had a child. If you look at those with college education, this number increases to nearly 23%.
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Angel!
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Post by Angel! on Aug 14, 2015 12:14:42 GMT -5
I don't like PTO policies. I've yet to see one where the amount of permitted time off works in favor of the employees. At best it might remain the same but it usually seems to go down, down, down. For example, my husband used to get 1 week of sick leave and 4 weeks of vacation. They moved to PTO. He now gets 4 weeks of PTO, period. Plus they used to add VAC time after you worked there long enough. We've yet to see an increase in PTO time for him. Same for other family and friends who've made the shift. I get 4 weeks of PTO which is the max. The max used to be 3 weeks (this was after 5 years of employment) and at one point the board wanted to make it 2 weeks . About 2 months ago I fought to get all staff with 5+ years 4 weeks of PTO and 3 weeks for those with less than 5 years. We have a few employees who have only been with the company for 2-3 years and they were only getting 2 week of PTO a year. With no separate sick days and such few total days they were coming to work sick and infecting the rest of the staff. One employee has a ten year son who has some medical issues and she blew threw her 2 weeks in no time. The time off policy really was quite ridiculous. 2 weeks total sucks!! We get 2 weeks vacation & almost 2 weeks sick leave at a minimum & then vacation increases with more years.
Our company looked at going PTO, but many didn't like the way they were going to do it so they haven't instituted the policy. But instead of 2 weeks vacation & 2 weeks sick, you were going to get 3 weeks PTO. So you lose a week off the bat. And right now we can bank up to 7 weeks sick & an extra week of vacation (so 3 weeks if you earn 2 weeks per earn). So if you are trying to save for maternity leave you can save up to 10 weeks even as a newer employee. They wanted to max PTO banked at 5 weeks . Probably not a big deal unless you get really sick or are planning on having a kid.
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emma1420
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Post by emma1420 on Aug 14, 2015 12:34:40 GMT -5
I don't like PTO policies. I've yet to see one where the amount of permitted time off works in favor of the employees. At best it might remain the same but it usually seems to go down, down, down. For example, my husband used to get 1 week of sick leave and 4 weeks of vacation. They moved to PTO. He now gets 4 weeks of PTO, period. Plus they used to add VAC time after you worked there long enough. We've yet to see an increase in PTO time for him. Same for other family and friends who've made the shift. I love having PTO versus sick and vacation time. We cap out at 31 days of PTO a year and you can carry over 10 days. New employees start with 21 days of PTO. I like it because I don't get sick that frequently so I have more time for vacation. However, it helps that it's a generous policy and they've only ever had PTO policy. I also think as a new employee it was much better than getting 2 weeks of vacation and 2 weeks of sick time. The only time I didn't like the system was when I worked for a hospital' and they provided you with 23 PTO days, but you had to use PTO for all federal holidays. So you thought you were getting plenty of time off, but once you figured in the required federal holidays that you had to take (as my office was closed even if the hospital was open) you ended up with about 13 days. I left that job after 10 months, in part because of the crappy PTO.
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quince
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Post by quince on Aug 14, 2015 12:43:40 GMT -5
I strongly prefer PTO over sick/vacation time. People with sick/vacation time without a 100% payout or infinite bank with payout on termination will tend to lie about being sick so they don't lose time, which means absences with less notice.
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Lizard Queen
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Post by Lizard Queen on Aug 14, 2015 12:48:32 GMT -5
My last job had separate vacation time and sick/personal time. 2 weeks of vacation time could be carried over to the next year, while unused sick/personal time was paid out at 50%. Some people opted for the 50% payout, but I thought that was nuts.
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movingforward
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Post by movingforward on Aug 14, 2015 13:14:03 GMT -5
Separate sick and vacation is okay as long as you still get decent vacation time. But I personally would never opt for 2 weeks sick and 2 weeks vacation over a total of 4 weeks PTO. For those that never use their sick days having combined PTO makes a lot more sense because the lump sum of days can be used for travel, etc. As I mentioned before being able to carry over sick time can be helpful but in general I would much rather be given a lump sum of days to use however I want as opposed to them being separated. The key is having ENOUGH days of PTO.
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Post by The Walk of the Penguin Mich on Aug 14, 2015 13:37:43 GMT -5
Separate sick and vacation is okay as long as you still get decent vacation time. But I personally would never opt for 2 weeks sick and 2 weeks vacation over a total of 4 weeks PTO. For those that never use their sick days having combined PTO makes a lot more sense because the lump sum of days can be used for travel, etc. As I mentioned before being able to carry over sick time can be helpful but in general I would much rather be given a lump sum of days to use however I want as opposed to them being separated. The key is having ENOUGH days of PTO. As I have needed to take massive sick time, I'm really glad I WAS able to accrue it rather than dip into vacation time. I was out for 6 weeks for surgery consecutive years. When this started, I had over 800 hours accrued. I had 400 left when my mess started. Luckily, sick time accrued, vacation time had limits of accrual. As I normally got 4 weeks of vacation (5 if you include the week between Christmas and New Years), so didnt feel inclined to fake sick if I wasn't.
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Wisconsin Beth
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Post by Wisconsin Beth on Aug 14, 2015 14:28:50 GMT -5
I don't like PTO policies. I've yet to see one where the amount of permitted time off works in favor of the employees. At best it might remain the same but it usually seems to go down, down, down. For example, my husband used to get 1 week of sick leave and 4 weeks of vacation. They moved to PTO. He now gets 4 weeks of PTO, period. Plus they used to add VAC time after you worked there long enough. We've yet to see an increase in PTO time for him. Same for other family and friends who've made the shift. I get 4 weeks of PTO which is the max. The max used to be 3 weeks (this was after 5 years of employment) and at one point the board wanted to make it 2 weeks . About 2 months ago I fought to get all staff with 5+ years 4 weeks of PTO and 3 weeks for those with less than 5 years. We have a few employees who have only been with the company for 2-3 years and they were only getting 2 week of PTO a year. With no separate sick days and such few total days they were coming to work sick and infecting the rest of the staff. One employee has a ten year son who has some medical issues and she blew threw her 2 weeks in no time. The time off policy really was quite ridiculous. I am okay with the current policy of 4 weeks max. We have other good benefits like flexible hours. Most everyone in the office works 4/10 each week. Half the staff takes Monday and the other half takes Friday off. Having a 3 day weekend most weeks is pretty great (I say most because occasionally we might have to work a weekend). I am fairly certain I would have a really difficult time going back to 5 days a week. Though my previous place of employment was toxic they did have, what I believe, was a good time off policy. The vacation did max out at 4 weeks; however, you received 10 sick days a year and those could be carried over. I rarely took sick time so I had a ton of days saved up. When my mom had her heart attack and I needed to be out of state for a month I was able to use my saved sick time and I still had quite a few days left for anything else that might have popped up. I never had to touch my vacation time. My co-worker had to be out for 6 weeks after a major surgery and had enough time saved to get paid for all 6 weeks. Carrying over sick time can be extremely beneficial to those who don't call in sick very often. Dh's been with company for 19 years. Yes, he's finally come to the conclusion he can do better elsewhere and is working on his resume.
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Wisconsin Beth
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Post by Wisconsin Beth on Aug 14, 2015 14:39:24 GMT -5
Separate sick and vacation is okay as long as you still get decent vacation time. But I personally would never opt for 2 weeks sick and 2 weeks vacation over a total of 4 weeks PTO. For those that never use their sick days having combined PTO makes a lot more sense because the lump sum of days can be used for travel, etc. As I mentioned before being able to carry over sick time can be helpful but in general I would much rather be given a lump sum of days to use however I want as opposed to them being separated. The key is having ENOUGH days of PTO. As I have needed to take massive sick time, I'm really glad I WAS able to accrue it rather than dip into vacation time. I was out for 6 weeks for surgery consecutive years. When this started, I had over 800 hours accrued. I had 400 left when my mess started. Luckily, sick time accrued, vacation time had limits of accrual. As I normally got 4 weeks of vacation (5 if you include the week between Christmas and New Years), so didnt feel inclined to fake sick if I wasn't. I can bank up to 960 hours of SL. I was running around 930-950 banked when we discovered I was pregnant. I used the sick leave balance to cover 12 weeks of FMLA. Then did it again 18 months later when we discovered I was pregnant with DS. Due to the timing of my 2nd pregnancy, I did use a bit of vacation because it was a use it or lose it, end of the year thing. I continue to accrue sick leave as long as I'm on the payroll so I earned more sl while using FMLA. I used about 3 weeks of sick leave earlier this year to cover my gall bladder removal. I've got about 530 hours of SL banked now. I'm maxed out on VAC earning, at 6 weeks a year. But I've also worked for this employee for 20+ years.
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movingforward
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Post by movingforward on Aug 14, 2015 14:45:52 GMT -5
Separate sick and vacation is okay as long as you still get decent vacation time. But I personally would never opt for 2 weeks sick and 2 weeks vacation over a total of 4 weeks PTO. For those that never use their sick days having combined PTO makes a lot more sense because the lump sum of days can be used for travel, etc. As I mentioned before being able to carry over sick time can be helpful but in general I would much rather be given a lump sum of days to use however I want as opposed to them being separated. The key is having ENOUGH days of PTO. As I have needed to take massive sick time, I'm really glad I WAS able to accrue it rather than dip into vacation time. I was out for 6 weeks for surgery consecutive years. When this started, I had over 800 hours accrued. I had 400 left when my mess started. Luckily, sick time accrued, vacation time had limits of accrual. As I normally got 4 weeks of vacation (5 if you include the week between Christmas and New Years), so didnt feel inclined to fake sick if I wasn't.I think this is the key. If you give people enough vacation and then allow them to bank their sick time it works out well. People don't feel the need to call out sick and then when they really need the sick time to cover something major it is there. As I stated earlier, this really helped me out as well when my mom was hospitalized and passed away. In my current position we are given 4 weeks total and not allowed to carry any time over. This is the type of situation where I opt for 4 weeks PTO as opposed to separating the time.
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Post by The Walk of the Penguin Mich on Aug 14, 2015 15:13:33 GMT -5
As I have needed to take massive sick time, I'm really glad I WAS able to accrue it rather than dip into vacation time. I was out for 6 weeks for surgery consecutive years. When this started, I had over 800 hours accrued. I had 400 left when my mess started. Luckily, sick time accrued, vacation time had limits of accrual. As I normally got 4 weeks of vacation (5 if you include the week between Christmas and New Years), so didnt feel inclined to fake sick if I wasn't.I think this is the key. If you give people enough vacation and then allow them to bank their sick time it works out well. People don't feel the need to call out sick and then when they really need the sick time to cover something major it is there. As I stated earlier, this really helped me out as well when my mom was hospitalized and passed away. In my current position we are given 4 weeks total and not allowed to carry any time over. This is the type of situation where I opt for 4 weeks PTO as opposed to separating the time. The thing is.....I had an employee that used her sick time as soon as she accrued it. She had the same amount of time as I did. It did come back and bite her in the butt when she needed surgery and despite having been employed there for 8 years (so could have accrued over 1100 hours of sick time alone), she had none available. So it isn't just having adequate vacation.
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movingforward
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Post by movingforward on Aug 14, 2015 15:29:23 GMT -5
I think this is the key. If you give people enough vacation and then allow them to bank their sick time it works out well. People don't feel the need to call out sick and then when they really need the sick time to cover something major it is there. As I stated earlier, this really helped me out as well when my mom was hospitalized and passed away. In my current position we are given 4 weeks total and not allowed to carry any time over. This is the type of situation where I opt for 4 weeks PTO as opposed to separating the time. The thing is.....I had an employee that used her sick time as soon as she accrued it. She had the same amount of time as I did. It did come back and bite her in the butt when she needed surgery and despite having been employed there for 8 years (so could have accrued over 1100 hours of sick time alone), she had none available. So it isn't just having adequate vacation.Oh, definitely not. There are a lot of other factors at play too but for good employees having adequate time off goes a long way with moral and longevity. You are always going to have a few that abuse stuff from time to time.
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Angel!
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Post by Angel! on Aug 14, 2015 15:51:32 GMT -5
I think this is the key. If you give people enough vacation and then allow them to bank their sick time it works out well. People don't feel the need to call out sick and then when they really need the sick time to cover something major it is there. As I stated earlier, this really helped me out as well when my mom was hospitalized and passed away. In my current position we are given 4 weeks total and not allowed to carry any time over. This is the type of situation where I opt for 4 weeks PTO as opposed to separating the time. The thing is.....I had an employee that used her sick time as soon as she accrued it. She had the same amount of time as I did. It did come back and bite her in the butt when she needed surgery and despite having been employed there for 8 years (so could have accrued over 1100 hours of sick time alone), she had none available. So it isn't just having adequate vacation. I've been having to use sick days as soon as I accrue them for the past year. I hope no one thinks it is fishy . I used pretty much all my sick time during maternity leave (and my vacation time). Then starting at around 4 months DS starting getting sick, and kept getting sick. For an entire year he would have a cold for a week, it would turn into an ear infection (and sometimes sinus infection), be on antibiotics for 10 day, be healthy for about a week, and then get another cold. I accrue 3 hours bi-weekly & it wasn't enough. Basically every time I had over 8 hours, I had to take a day. I took so many days off for him that I have used well over a weeks worth of vacation time as sick time as well. Add in 2 other kids & myself getting sick on occasion as well & the past year has been a nightmare with illnesses.
Just saying, sometimes that much sick time is legitimately used.
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Post by The Walk of the Penguin Mich on Aug 14, 2015 16:10:40 GMT -5
The thing is.....I had an employee that used her sick time as soon as she accrued it. She had the same amount of time as I did. It did come back and bite her in the butt when she needed surgery and despite having been employed there for 8 years (so could have accrued over 1100 hours of sick time alone), she had none available. So it isn't just having adequate vacation. I've been having to use sick days as soon as I accrue them for the past year. I hope no one thinks it is fishy . I used pretty much all my sick time during maternity leave (and my vacation time). Then starting at around 4 months DS starting getting sick, and kept getting sick. For an entire year he would have a cold for a week, it would turn into an ear infection (and sometimes sinus infection), be on antibiotics for 10 day, be healthy for about a week, and then get another cold. I accrue 3 hours bi-weekly & it wasn't enough. Basically every time I had over 8 hours, I had to take a day. I took so many days off for him that I have used well over a weeks worth of vacation time as sick time as well. Add in 2 other kids & myself getting sick on occasion as well & the past year has been a nightmare with illnesses.
Just saying, sometimes that much sick time is legitimately used.
Not when you can figure out they're going to be out in advance......AND this woman lives alone and has grown children. I could pretty much guarantee the first Monday of the month, she was going to be out. Payday/vacation/sick time hit the account the last day of the month.
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Wisconsin Beth
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Post by Wisconsin Beth on Aug 14, 2015 16:12:19 GMT -5
I think this is the key. If you give people enough vacation and then allow them to bank their sick time it works out well. People don't feel the need to call out sick and then when they really need the sick time to cover something major it is there. As I stated earlier, this really helped me out as well when my mom was hospitalized and passed away. In my current position we are given 4 weeks total and not allowed to carry any time over. This is the type of situation where I opt for 4 weeks PTO as opposed to separating the time. The thing is.....I had an employee that used her sick time as soon as she accrued it. She had the same amount of time as I did. It did come back and bite her in the butt when she needed surgery and despite having been employed there for 8 years (so could have accrued over 1100 hours of sick time alone), she had none available. So it isn't just having adequate vacation. Yep. I've worked with several people like that too. And it did bite them in the ass.
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Wisconsin Beth
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Post by Wisconsin Beth on Aug 14, 2015 16:16:01 GMT -5
The thing is.....I had an employee that used her sick time as soon as she accrued it. She had the same amount of time as I did. It did come back and bite her in the butt when she needed surgery and despite having been employed there for 8 years (so could have accrued over 1100 hours of sick time alone), she had none available. So it isn't just having adequate vacation. I've been having to use sick days as soon as I accrue them for the past year. I hope no one thinks it is fishy . I used pretty much all my sick time during maternity leave (and my vacation time). Then starting at around 4 months DS starting getting sick, and kept getting sick. For an entire year he would have a cold for a week, it would turn into an ear infection (and sometimes sinus infection), be on antibiotics for 10 day, be healthy for about a week, and then get another cold. I accrue 3 hours bi-weekly & it wasn't enough. Basically every time I had over 8 hours, I had to take a day. I took so many days off for him that I have used well over a weeks worth of vacation time as sick time as well. Add in 2 other kids & myself getting sick on occasion as well & the past year has been a nightmare with illnesses.
Just saying, sometimes that much sick time is legitimately used.
Oh definitely. Although in my work place, I can't use my sick leave to cover my kids' being sick. I mean, I can, but I can't actually TELL/SAY that when I call in. There's talk of changing that rule but so far it's not getting traction.
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Angel!
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Post by Angel! on Aug 14, 2015 16:17:46 GMT -5
I've been having to use sick days as soon as I accrue them for the past year. I hope no one thinks it is fishy . I used pretty much all my sick time during maternity leave (and my vacation time). Then starting at around 4 months DS starting getting sick, and kept getting sick. For an entire year he would have a cold for a week, it would turn into an ear infection (and sometimes sinus infection), be on antibiotics for 10 day, be healthy for about a week, and then get another cold. I accrue 3 hours bi-weekly & it wasn't enough. Basically every time I had over 8 hours, I had to take a day. I took so many days off for him that I have used well over a weeks worth of vacation time as sick time as well. Add in 2 other kids & myself getting sick on occasion as well & the past year has been a nightmare with illnesses.
Just saying, sometimes that much sick time is legitimately used.
Not when you can figure out they're going to be out in advance......AND this woman lives alone and has grown children. I could pretty much guarantee the first Monday of the month, she was going to be out. Payday/vacation/sick time hit the account the last day of the month. Yeah, someone with no kids & no ongoing health issues shouldn't regularly being using all of their sick time.
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Wisconsin Beth
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Post by Wisconsin Beth on Aug 14, 2015 16:19:18 GMT -5
I've been having to use sick days as soon as I accrue them for the past year. I hope no one thinks it is fishy . I used pretty much all my sick time during maternity leave (and my vacation time). Then starting at around 4 months DS starting getting sick, and kept getting sick. For an entire year he would have a cold for a week, it would turn into an ear infection (and sometimes sinus infection), be on antibiotics for 10 day, be healthy for about a week, and then get another cold. I accrue 3 hours bi-weekly & it wasn't enough. Basically every time I had over 8 hours, I had to take a day. I took so many days off for him that I have used well over a weeks worth of vacation time as sick time as well. Add in 2 other kids & myself getting sick on occasion as well & the past year has been a nightmare with illnesses.
Just saying, sometimes that much sick time is legitimately used.
Not when you can figure out they're going to be out in advance......AND this woman lives alone and has grown children. I could pretty much guarantee the first Monday of the month, she was going to be out. Payday/vacation/sick time hit the account the last day of the month. One of my workers, back when I supervised, was the Friday after payday, after she'd accrued the 8 hours. The coworker who quit in March seemed to use hers after she'd get to 8-10 hours banked. Then every 8-18 months something God awful would happen to her and she'd spend 3-6 weeks out, unpaid. There were a couple of surgeries in there and some FLMA for her husband too.
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Robert not Bobby
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Post by Robert not Bobby on Aug 14, 2015 16:22:43 GMT -5
There should be parental leave...for both the mother and the father, up to a certain point. Are we not civilized? This is a no brainer to me.
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Angel!
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Post by Angel! on Aug 14, 2015 16:23:24 GMT -5
I've been having to use sick days as soon as I accrue them for the past year. I hope no one thinks it is fishy . I used pretty much all my sick time during maternity leave (and my vacation time). Then starting at around 4 months DS starting getting sick, and kept getting sick. For an entire year he would have a cold for a week, it would turn into an ear infection (and sometimes sinus infection), be on antibiotics for 10 day, be healthy for about a week, and then get another cold. I accrue 3 hours bi-weekly & it wasn't enough. Basically every time I had over 8 hours, I had to take a day. I took so many days off for him that I have used well over a weeks worth of vacation time as sick time as well. Add in 2 other kids & myself getting sick on occasion as well & the past year has been a nightmare with illnesses.
Just saying, sometimes that much sick time is legitimately used.
Oh definitely. Although in my work place, I can't use my sick leave to cover my kids' being sick. I mean, I can, but I can't actually TELL/SAY that when I call in. There's talk of changing that rule but so far it's not getting traction. Wow, that sucks. What are you supposed to use when kids get sick?
It just occurred to me that I never recall being told this was acceptable, I've just always done it & no one has said anything. I checked our handbook & you can use sick time if a household member is sick. Turns out I can also use sick time for bereavement, good to know. I've also discovered I can accrue 9 weeks, much more than I thought. Someday if my kids stop getting sick maybe I will accrue some.
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Wisconsin Beth
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Post by Wisconsin Beth on Aug 14, 2015 16:38:23 GMT -5
Oh definitely. Although in my work place, I can't use my sick leave to cover my kids' being sick. I mean, I can, but I can't actually TELL/SAY that when I call in. There's talk of changing that rule but so far it's not getting traction. Wow, that sucks. What are you supposed to use when kids get sick?
It just occurred to me that I never recall being told this was acceptable, I've just always done it & no one has said anything. I checked our handbook & you can use sick time if a household member is sick. Turns out I can also use sick time for bereavement, good to know. I've also discovered I can accrue 9 weeks, much more than I thought. Someday if my kids stop getting sick maybe I will accrue some.
VAC time, if you have it (we're allowed to go up to 40 hours in the hole on VAC time, I think.) Comptime, if you have it. Flextime, if your section allows it. UPT if not. I'm lucky, though some odd quirks (plus the 20+ years here), I have almost 200 hours of assorted leave time banked that's separate from my VAC and SL balances. So while this year I'm using VAC about as fast as I earn it, I've got options if/when the kids get sick. Plus both sets of grandparents are retired about 5 minutes from our house and they're willing to cope with a sick kid if we're desperate. And I'm out of here for the weekend.
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Miss Tequila
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Post by Miss Tequila on Aug 14, 2015 16:47:50 GMT -5
I was only replying to weltz as she gets so cocky when someone else makes a typo. Of course when she is busted for posting inaccurate statements (for example, the is birth rate) she never comes back That wasn't a typo. Someone said that nobody is pushing for a paid year of maternity leave, and Thyme responded with "Bernie Sanders is." He most certainly is not. (Thanks for explaining, Thyme) In any case, what about our birth rate? Despite our best efforts, it keeps going down, because women just don't want huge families any more. We have to import boatloads of immigrants to keep the tax base stable. It beats not having any children at all, or ending up on welfare because your job is no longer there or you can't afford day care.
My point was that you were saying the U.S. would have to start importing people if the government didn't intervene...because the only way to get the birth rate up is government intervention. Poster after poster told you out birth rate was higher than Canada's (which to me would mean that government intervention isn't the way to go) but you conveniently ignored each comment Thyme either misspeaks or makes a typo and you get all cocky. So you hold other posters to higher standards of correct information than you hold yourself
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movingforward
Junior Associate
Joined: Sept 15, 2011 12:48:31 GMT -5
Posts: 8,384
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Post by movingforward on Aug 14, 2015 17:08:42 GMT -5
I've been having to use sick days as soon as I accrue them for the past year. I hope no one thinks it is fishy . I used pretty much all my sick time during maternity leave (and my vacation time). Then starting at around 4 months DS starting getting sick, and kept getting sick. For an entire year he would have a cold for a week, it would turn into an ear infection (and sometimes sinus infection), be on antibiotics for 10 day, be healthy for about a week, and then get another cold. I accrue 3 hours bi-weekly & it wasn't enough. Basically every time I had over 8 hours, I had to take a day. I took so many days off for him that I have used well over a weeks worth of vacation time as sick time as well. Add in 2 other kids & myself getting sick on occasion as well & the past year has been a nightmare with illnesses.
Just saying, sometimes that much sick time is legitimately used.
Not when you can figure out they're going to be out in advance......AND this woman lives alone and has grown children. I could pretty much guarantee the first Monday of the month, she was going to be out. Payday/vacation/sick time hit the account the last day of the month. I used to work with lady who always happened to be sick on a Friday - LOL! One day in general conversation she let it slip that her husband is off on Fridays. As soon as she realized her accidental slip her face turned red and she immediately changed the conversation. It was all I could do not to bust out laughing.
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zibazinski
Community Leader
Joined: Dec 24, 2010 16:12:50 GMT -5
Posts: 47,910
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Post by zibazinski on Aug 14, 2015 17:59:53 GMT -5
First day "sick" not being paid would take care of that. Of course so would firing someone who plays that game.
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Post by The Walk of the Penguin Mich on Aug 14, 2015 20:50:43 GMT -5
First day "sick" not being paid would take care of that. Of course so would firing someone who plays that game. And how are you going to prove this? Are you going to expect your employee to go to the doctors each time they get a migraine, have a case of diarrhea or a cold? We discussed this ad nauseum between the supervisors and HR. If they have the vacation or sick time, you don't have the right to deny them. You can't (or we can't) request proof of one person, and not of everyone. It sucks when one person abuses the system for the rest. It really isn't as easy as you seem to think.
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zibazinski
Community Leader
Joined: Dec 24, 2010 16:12:50 GMT -5
Posts: 47,910
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Post by zibazinski on Aug 14, 2015 20:53:31 GMT -5
Taking the same days off over and over? Unless they were a hugely valuable employee, which I doubt, then you need to decide whether keeping someone like that on staff is necessary.
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zibazinski
Community Leader
Joined: Dec 24, 2010 16:12:50 GMT -5
Posts: 47,910
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Post by zibazinski on Aug 14, 2015 20:56:43 GMT -5
Firing someone isn't pleasant but it does send a message to others who might try to pull the same nonsense that it won't be tolerated. Plus it makes those who don't abuse the policies feel better when they see someone get fired instead of tolerated.
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whoami
Well-Known Member
Joined: Jan 8, 2011 12:43:49 GMT -5
Posts: 1,292
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Post by whoami on Aug 14, 2015 21:12:37 GMT -5
First day "sick" not being paid would take care of that. Of course so would firing someone who plays that game. And how are you going to prove this? Are you going to expect your employee to go to the doctors each time they get a migraine, have a case of diarrhea or a cold? We discussed this ad nauseum between the supervisors and HR. If they have the vacation or sick time, you don't have the right to deny them. You can't (or we can't) request proof of one person, and not of everyone. It sucks when one person abuses the system for the rest. It really isn't as easy as you seem to think. That is exactly what one place I worked at expected thanks to the chronically hungover or "cramps" crowd. Call in sick, you better produce a doctors note.
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