HI there,
Id be so grateful if anyone has any experience or advice for me around this subject.
I currently work 3 days a week and the rest of the week look after my nearly 2 yr old.
When your child is sick it is always a struggle with every parent and my husband and I try where possible to share the time off.
The problem being that our son has a suseptability to viral conditions ( seems to catch everything under the sun!) and when he does often it triggers breathing problems as he has been diagnosed as having probable infantile Asthma and is under the padeiatric respirtory clinic. He has had numerous admissions to hospital of this breathing needing oxygen or many hours in A&E getting extra inahailer support ( as he is currently on a steriod inhailer).
Naturally this has meant that i have needed to have quite a bit of time off work to look after him ( and then ineveiably I come down with some lurgy after as sleep deprvation and nasty bugs kick in) .
My immedeate and service manager have been nothing but supportive with this, upping my parental leave from standard 3 days p/a to a discresional 6 and been wonderful when ive had to leave work at a drop of a hat of his breathing deteriates with the childminder.
However, im nearing my 'maximum' parental leave days for this financial year already ( obviosuly winter is worse for this) are almost up and they want to have a meeting with HR to discuss this. They have asked me to bring documents in to support his illness - which is fine as I have clinic reports from etc from the consultant.
I totally understand that companies must monitor sick/parental leave but it leaves me feeling very vulnerable when there is simply nothing I can do to change the fact that our son is freqently unwell .
Has anyone else been through this kind of thing on the HR route ? Id be most grateful for any advice.
Thanks
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