Re:Twitter CEO fires two top executives, freezes hiring
by rleahy22 on Thursday May 12, 2022 @02:33PM
(#31358284)
I feel like you're missing the part of scenario B where you have to take time away from your newborn to find a new job.
Re:Twitter CEO fires two top executives, freezes hiring
by travisgriggs on Thursday May 12, 2022 @02:57PM
(#31358634)
I feel like you’re missing the part where I said I was father of four. I failed to mention I recently helped my oldest with newborn twins (if you’re thinking 2 is twice is hard as one, you’re wrong, it’s more like 4x).
I’ve accrued some experience with newborns. It’s a very tired time at times. It’s a time of wonderment. Especially with your first, it’s surreal, after 2 weeks you can barely remember “what was life like before this again?” But despite its otherworldliness, it’s also a lot of downtime. It’s different than normal downtime, because you’re tied to this growing little life, but it’s there. And I did indicate that it is in the latter half where having this project to work on would be ideal. Guess that’s just me and apologies if that seems insensitive. It worked for me.
Re:Twitter CEO fires two top executives, freezes hiring
by Hallucinaut on Thursday May 12, 2022 @02:56PM
(#31358630)
It's strictly better though in terms of being able to budget time in the conditions GP posted as the net "last pay day" remains the same.
Psychological effects notwithstanding
A) spend paternity leave enjoying your newborn, but in the second half gearing up and remotivating to go back to work, getting back to work and being let go with a “we didn’t want to dismiss you while you were gone, thanks for coming back, here’s the door”
vs
B) you’re on paternity leave and the company lets you go, but still your leave is fulfilled (I.e you get the payout and time off). Now, instead of investing energy on the return to work, you can just move on with a “best to quit while your having fun” attitude.
I fully support paternal leave. As a father of four who despairs at a fatherless world around me, anything we can do to strengthen fathers (and equally mothers) is a great thing.
But there is a sad reality to extended leaves as well. We hire people with 6 month probationary periods, but rarely are people filtered by this. But I have been in meetings where a person on extended leave (medical, parental, whatever) and it becomes group apparent that the individual hasn’t been missed for a variety of reasons, and the consensus emerges that this “individual not being here” is actually a net win for the company and its aspirations. Do we know that that’s not what happened in this case?
Remember, “My Job” is an oxymoron.