W
wondering_
Guest
Here is the situation:
I just started working for a new company several months back. Last week or so, an HR rep sent out a broadcast e-mail message saying this:
“As a service to our employees and contractors, we are pleased to offer a Mother's Day Boutique for your personal and gift giving needs. Outside vendors will come in for one day to offer you a selection of merchandise at discounted and affordable prices. You'll be able to choose from a variety of gifts.”
Followed by dates and times as to when and where these boutiques will be set up. I thought that was nice and when I asked other employees as to what they do for Father’s Day, I got the deer in the headlights look from them and they said “nothing.”
Now I don’t care if they recognize or do something for these special days. But I do care if they do something for one, they should do something for the other.
Let’s turn this situation around and the company didn’t do anything for Mother’s Day but did something for Father’s Day. Don’t you think HR would be flooded with calls and e-mails about how the company didn’t do something for them on Mother’s Day?
Would it be considered discrimination against men if your company recognized Mother’s Day but not Father’s Day?
I just started working for a new company several months back. Last week or so, an HR rep sent out a broadcast e-mail message saying this:
“As a service to our employees and contractors, we are pleased to offer a Mother's Day Boutique for your personal and gift giving needs. Outside vendors will come in for one day to offer you a selection of merchandise at discounted and affordable prices. You'll be able to choose from a variety of gifts.”
Followed by dates and times as to when and where these boutiques will be set up. I thought that was nice and when I asked other employees as to what they do for Father’s Day, I got the deer in the headlights look from them and they said “nothing.”
Now I don’t care if they recognize or do something for these special days. But I do care if they do something for one, they should do something for the other.
Let’s turn this situation around and the company didn’t do anything for Mother’s Day but did something for Father’s Day. Don’t you think HR would be flooded with calls and e-mails about how the company didn’t do something for them on Mother’s Day?
Would it be considered discrimination against men if your company recognized Mother’s Day but not Father’s Day?
