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?
Sounds like your management team is trying to do the right stuff but is a bit clueless. If I were you, I'd research solutions and costs associated and present to your management team with solution in hand.
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!
Hi all: I'm ready to move on from my current role as a marketing strategist at a global media company. I'd like to stay with a publisher, rather than going to an agency or flipping over to the client side. I'm flexible on large vs. small, scrappy and entrepreneurial vs. longstanding titans, "fun" brand (like Well + Good, Refinery29, Buzzfeed) vs. more cerebral (Vox, The Atlantic). What I'm most focused on is a place that will respect me as an individual who is balancing a family, and also, offers solid maternity benefits (since we'll eventually try for #2). Mamas who are at other publishers and/or are in media: would you recommend your employer, based on how it stacks up against other media companies, how they treat their female/working mom employees, and the benefits that they offer? Thoughts welcome and appreciated!
Are there any red flags when hiring a nanny? I can think of some obvious ones, but looking for things I may not know as a first-time mom.
Can my place of employment use my time off as a reason to not give me my vacation at my yearly renewal of vacation. They are saying since i didn't work the whole year because i took time off for my maternity that they wont give me my yearly vacation now that its due.
I was laid off from my job in 2011 after taking a family leave when my mom had brain surgery several years ago. Her recovery was slow and left her with multiple disabilities. The job market was awful at the time, so instead of going back to work I chose to stay home and help her as a caregiver since she desperately needed one. Mom is now getting to the point she will need full-time care in under a year. As a way of preparing, I went back to school and will graduate this December with a degree Information Security/Risk Management. I know I am facing several hurdles - re-entering the workforce after an extended absence, changing careers (I held an office coordinator title when I was terminated) and ageism (over 50). I'm working to steps to setting myself up to be in the best position possible when it comes time to getting a job, but my resume' and LinkedIn account have me stumped. I have many transferable skills from past jobs but I'm not certain how to present them (and myself). I'm also not sure how to address the extended time off or the awkward way I was termed from my last job. What are some ways I can show a potential employer I am up-to-date skill-wise and ready to work? I'm networking when I can, but need ways to get my foot in the door and get an interview, as well as suggestions on how to answer when the question of the work gap comes up. I worked IT in the mid-nineties, but ended up working office support with a lot of IT requirements (system admin on office help pay), and hate to end up in that type of position again! Thank you for your help.
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