Post # 1
Just curious to see where people stand on this…
I work in a company where 80% of people have a family/children. They tend to create a lot of accomodations for those with children (flexible schedules, time off, etc). It’s great for those with children, but they don’t show any flexibility for those without children. I really don’t think that is fair. People without children still have issues come up (sick family members, schedule conflicts, etc).
Also, some people may never have children and will never experience these “extra benefits.” Personally, we will have children one day (hopefully soon) and I am glad the benefits are here. But, I also feel like there should be comparable benefits across the board for those that do and do not have children.
I recognize a lot of companies do not provide extra/special accomodations for working parents. So this could create an interesting debate overall. What are your thoughts bees?!?!?!
Post # 2
I do understand your frustration don’t get me wrong but I have to tell you from personal experience that being given time off to care for a sick child is no picnic. I would rather be at work than having to take the benedit of time off to look after a sick kid!!
Post # 3
I think it makes sense to give parents more benefits. Parents are usually the only caretaker of their children, whereas family members usually have other people to turn to. That being said, if you are, for instance, the only person who can care for your mother, than I think accommodations should be made for that as well. As for other types of conflicts with work, I feel like work should come first, so you should try to schedule around it since you already know what your work schedule is, unless you absolutely can’t schedule around it.<br />All in all, I feel like everyone has things come up on occasion; as long as it isn’t an all the time issue, I think your boss should be understanding. And that goes for children too… If you had to go take deal with something child-related all the time and I was your boss, I’d probably fire you.
Post # 4
- Wedding: September 2014 - Turf Valley
I think accomodations should be on a case-by-case basis. Where I work, this isn’t an issue, because everyone is given fair accomodations for their individual challenges.
I’m curious about what type of flexibility you would hope to see for those with no children? Are you unabel to work a flex schedule because you aren’t a parent? I could see where that would be frustrating.
Post # 5
My job offers hardships for 60 days. If you can’t fix it they either boot you to another facility that can accommodate it or stick you back where you were.
Post # 6
Yes. We don’t get flexible work schedule accomodations if we don’t have children. For example, co-workers with children can modify their start and end times to align with their child care hours. They say it’s handled on an “individual basis” but you have to have a good reason and “proof” you need the accomodation (i.e., hours of the care provider).
Given I don’t have kids, I don’t have a “reason” to adjust my work hours.
Post # 7
- Wedding: November 2009 - New York, NY
Special accommodations to employees because they are parents is discriminatory, IMO. Other than getting a maternity/paternity leave, their status as parents shouldn’t influence anything else in the workplace.
Post # 8
it’s like the old smoke break question. People used to get extra breaks because they smoked – it happened at a restaurant I worked at. No one got breaks (fairly normal in the restaurant industry – if you get them you’re lucky and who knows when they’ll be). I was a casual smoker and started taking ‘smoke breaks’ just to get the 15 minutes. I ended up being a smoker again :/
It is unfair when employees are given different perks because of varying situations. Everyone should be treated equally.
Post # 9
The “benefit” you speak of (adjustable hours) are for legitimate reasons outside of reasonable parental control.
If you don’t have a reason to adjust your hours, why should you be able to adjust your hours?
Post # 10
- Wedding: May 2015 - Walnut Hill Bed & Breakfast
I think it should be for both. Where i work is flexible with schedule and it doesn’t matter if you have kids or not. I can work through lunch leave an hour early to make a 4:30pm appointment with no issues. That said, I don’t take advantage of this as often as my coworkers with children do. I only do it if I need to be somewhere earlier.
Post # 11
My place of business isn’t like that despite the fact that like you 80% of us have kids. We’re all the same in their eyes, which is good because I’m all about fairness. My husband works in a job where people who smoke get smoke breaks, people who don’t get no breaks. Sometimes these people work 10 hour shifts straight. It’s sad.
Post # 12
annonbee857: What bothers me is people who bring their kids to the office on snow days, off-school days, etc. It is SO annoying!
Post # 13
My work allows for a flexible schdule for those that have kids (such as working from home) but that benefit is not available to those who do not have kids. I personally think it is lame, there are some days when I do not need to be in the office and would love to work from home. I would imagine that someone who doesn’t have kids would be getting a lot more work done when working from home as well.
Post # 14
It has taken years for employees to acquire these flexible benefits for parents. Most were negotiated by unions in Collective Agreements. Some have been adopted by legislation.
It is now recognized that employees without children may also have a need for flexibility in the workplace. Some collective agreements now include benefits for those who have to look after their parents or grandparents for example.
All of us do have to realize that the needs of the employer must be met, or the business will go under and none of us will have benefits because we won’t have a job. If you can make a case to your employer that your adopting a flexible schedule will not impact the workplace in an negative manner, you may be granted the flexibility you desire. Better yet, if you can demonstrate that what you are asking for will increase productivity, you will have a better chance.
There are a number of employers in the Vancouver area who are in favor of work from home and flexible hours, because it saves them money. They don’t need the huge office space they used to lease.
Post # 15
Okay as a parent of a young child(he is 3) so I see both sides of the coin. Sometimes as a parent we have a tough call to make because some employers (cough mine) don’t give a rats ass if you have kids or not. So for me it is a hard choice to make say if my child is sick, to send him to daycare (to you know infect the other kids) or call in sick and get docked for taking unplanned time off (each time a person calls in sick they get docked and then after so many you get written up and/or fired)
So either way it sucks, I think it should be case by case not all around all or nothing deal