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My company recently put in a nursing room/mother's room but
My company recently put in a nursing room/mother's room but it was designed in a way that the majority of the room is fogged glass - except one strip that runs right at sitting level that was left as transparent glass. I don't think it was done intentionally (men designed the room) but I now have to put up sheets of paper to cover the transparent strip of glass. Any idea on how to address this with my (all male) management team?
What are you wanting to achieve? You say that you have put paper up in the room. Are you wanting a permanent solution?
How have you addressed other issues with your male management team in the past which was similar to this? If that approach worked try it again.
Personally I think honesty is the best policy and I'd just say that it's great that they have added a nursing room and is it possible to have some 'fogged' paper put in there permanently would be great!
I think I'm being mommy-tracked at work and it's incredibly frustrating. I'm two months back from maternity leave and putting in the same hours as I used to but I'm getting these subtle signs that I'm not taken as seriously -- ranging from not being asked about wanting to spearhead things to the stink eye when I walk out the door (at the same time I roughly used to leave the office). What should I do?
My husband is completely oblivious to the fact that while we both work long days, I tend to be the one staying up to wash bottles and get everything ready for daycare the next day, while he is relaxing on the couch. It's hard enough keeping up with everything, but now I'm getting resentful. How do I make him realize this just isn't right?
I need some advice. I recently took maternity leave, which ended up turning in to Temporary Disability Leave because of some medical complications I had after the baby was delivered. I returned back to work after being off for 24 weeks. I have returned to the same job and have tried to get back into the swing of corporate life + new baby (first time mom here) and have the opportunity to take an additional 4 weeks off paid by the state, but it needs to be taken and completed before my child turns 12 months old and that's fast approaching. I submitted a request to HR to take temporary leave of absence and my HR department is denying me the ability to take this leave, stating that I exhausted the 13 weeks FMLA that the company offers (has to offer) to all employees. They are saying that I don't qualify for this leave until a full 12 months after my initial leave started. Everything I have read online and everyone I have talked to say that FMLA and TCI leave are completely different and separate. Technically, I think I am allowed to take this leave, the State says I qualify for it, but it's now in my employers hands and I am afraid if they deny me, and I choose to still take the leave, that I will not have job security. The brochure talking about TCI doesn't say anything about FMLA being the deciding factor http://www.dlt.ri.gov/tdi/pdf/TCIBrochure.pdf. Does anyone know what my rights are? Can I legally take the 4 weeks off, and still have a job to return back to? Given that I had to take so much time off, do I still qualify for job protection and benefits? Thank you for any an all help.
I just sat down to create our family budget for after the baby is born and I'm really shocked at how everything adds up. Anyone else feel like having a child is insanely expensive? I've looked over our budget a few times and tried to cut it down to the basics but I think we might have to go into credit card debt to afford daycare....I'm feeling really frustrated and wondering if its worth continuing to work. Anyone else quit b/c of finances?
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