NB also posted in Legal
My manager has just asked me to put in place "more resilient and robust childcare arrangements" as I had to take a half day last week due to childminder D&V illness.
I had initially taken the time as annual leave (which I was under the impression I had to) - until my manager brought this up with me - first verbally in a meeting, and then in writing after I had a little look on our intranet and discovered I was legally entitled to take that sort of day as "special paid leave" when I am faced with an unavoiable childcare emergency.
Other info: last calendar year I took 6.5 days' annual leave to cover preschool DS' sickness; his father and I are not together, so the bulk of the care falls to me. His father took 1 day off and paternal grandparents covered 2 other days as DS was very sickly - possibly as he had not previously been amongst other children. I work on those days, as evidenced by my email output. I also have no performance issues on my review, which was done in December.
I work in a fairly senior role in a large government department; I am the only one of my peers to have school age children; the rest of the people doing my job are either childless or their children are grown (think 15-20 year age gap between me and them).
My question to you all is twofold: has she any right to ask me to put in place "more resilient and robust childcare" at all? Secondly: Given I have a very flexible and rarely ill childminder (3 days in 2 years) who covers well past contracted hours, late dinners, overnights as needed to accommodate my work, in addition to the occasional help from DS' dad and grandparents and the fact that my DP has stepped in to assist a couple of times, is there anything more I can reasonably be expected to do when either DS or the minder is ill?
Thanks all, look forward to reading your thoughts.
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Childcare obligations
12 replies
ThePerUnaBomber · 07/02/2014 13:40
OP posts:
Frusso ·
07/02/2014 15:40
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