#childcare

A question regarding benefits:

On my team, two employees are employees are effectively working reduced hours because they have childcare responsibilities during the workday. Why isn't there a “carrying the extra workload” bonus for the colleagues who are actually working their full contracted hours?

If I’m expected to attend the meetings someone else can't make because of school pickup, wait for work that can't be completed because someone's toddler needs attention, cover tasks during someone's childcare gaps, wait for the child to stop screaming and interrupting our meeting, work around someone being unavailable until their partner gets home, accept “my child is on my lap” as an explanation for why something wasn't done, pick up urgent work because someone working from home is, quite literally, looking after a 2-year-old…then apparently my reward for being available during my contracted hours is… more work?

Maybe we should stop calling this a WFH arrangement and start calling it a team childcare subsidy.

If someone's actual availability is 30 hours a week because of childcare, fine...but why is everyone else's salary still paying for 40 hours while everyone else's workload quietly becomes 45?

Just wondering what the proposed compensation is for the people who are actually expected to work the hours they're paid for.

Single parent here. I have to send my kids to live with their grandparents this summer, over 120 miles away because I cannot afford summer camps or day cares.
I'll get see them 2 days a week on weekends, whenever I'm NOT on-call.

First time to Dallas. I am seeing traffic is 1 to 1 and half hour each way. Normal traffic in other cities is around 45-50 minutes.

What time do you guys start and leave from work to be in compliance but still have time to pick up/drop off kids.

The impending policy is anti-working mother. It hurts us. Thought up by men who don't need to consider flexibility and the consideration of kids off from school, teacher workdays.... So the other Friday when school was called off for weather in Charlotte and most moms had to scramble for childcare or work from home, under the new policy we would need to make decisions about the following Monday so that we would not get penalized. It creates stress and complexity for no reason other than to fill seats. It's a reality that working moms take the brunt of childcare and with school usually being out Fridays and Mondays for holidays (scheduled not even due to weather), this new policy makes us decide to get penalized by Bank of America or leave our kids home alone. Let alone no raises to care for raising childcare rates and now removing our ability to be flexible to care for family. Way to go Bank of America.

Has anyone spoken to their manager about the rule that we have to be in the office 8 am to 5 pm! My wife and I are trying ti figure out how to do school drop off and pick up without incurring the expense or before and after programs.

Legislators have apparently taken note as return to office (RTO) mandates continue to roil workforces at financial and technology firms. A bipartisan effort has led to the establishment of a toll-free hotline (1-888-299-3022, M-F 9 AM-4:30 PM EST). Operators are standing by to record and advise on RTO-related complaints, particularly as applies to difficulties involving childcare, commutes, and health issues. There’s no guarantee that action will be taken, although there reportedly may be in egregious cases and every data point is important in painting a picture of the problem.

Do you utilize the benefit or is it not worth it?

I have been having trouble sleeping and waking up at 3am every morning in with severe anxiety. Is anyone else struggling with this work order?

I’m not sure if it’s the imminent disruption to my daily life, having to find and pay for before/after school childcare and someone to let my elderly dogs outside daily, having to buy a 2nd car so my husband can also get to his office, spending a bunch of money (that nobody has) on a work wardrobe, having to sit at the office alone all day with no team or if it’s just the blatant disregard this company has for their employees. How can this be legal? How can shareholder support a company that operates like this?

I feel like with the pressure and struggles that everyone is feeling in today’s political and financial climate, companies like this are losing the respect and support of the people. The pressure cooker is on high and the lid is rumbling.

So how are folks handling it when they have children or their the caregivers to the loved one. Are they placing them in child care facilities while they're working the 8 hours. Or hiring workers to stay at their house. That can be quite expensive I mean what's the going rate for 40 hours of child care or caregiving

Specifically, what policies, benefits, or programs does Nike offer to support work-life balance for married employees with young families, such as flexible scheduling, parental leave, childcare support, or family-friendly workplace initiatives?

Just started recently and I found that my team is made up of people with “partners” and/or dog owners that don’t seem to want nor care about a future in family. I push myself hard at work and make concessions to be present for off-site work but after a week, I usually need/want to go home to my family. The people I work with seem to obsess over the job, no work/life balance, so not ask for help, and are fine with not progressing personally (none of my business but I find it odd). I don’t understand it and wonder if this is the case with other departments. This work culture is unlike any I have been around and it’s discouraging to never feel like I am doing enough.