u/JMPBay

Does anyone else feel like their spouse sometimes acts like your child is only their child?

My wife will leave the house and hang out with her friends with our daughter, and I don’t complain. But I feel like if I did the same thing, it would become an issue.

When I’m spending time with my baby girl, I like doing my own thing to entertain her and bond with her. But my spouse is often trying to tell me what to do or how to do it, and it makes me feel like I don’t really get the space to parent in my own way.

I honestly feel like I wouldn’t even be able to just be with my baby girl at the zoo without her rushing me to come home. Our baby girl is breastfed, and I’ve told her I can use a bottle if I’m out with her, but she disagrees.

For context, my wife is still on parental leave and I just returned to work. We both work from home, but within my first week back, she got upset and said she’s been doing a lot more than I have. I understand she’s carrying a lot, but I also feel like I’m adjusting to being back at work while still trying to be present and helpful as a dad.

Am I overthinking this, or has anyone else dealt with something similar?

A while back, I said I’d be pretty irritated if Westbrook ended up starting over Darius Acuff to begin the season, and a lot of people called me crazy for thinking Acuff should start. But I still don’t really understand the argument for starting Westbrook over him.

To me, if the Kings are serious about developing Acuff and seeing what they actually have, he needs real reps early. I get that Westbrook brings experience, energy, and toughness, but at this stage, I’d rather give the young guard the opportunity to grow with the starters instead of prioritizing a short-term veteran option

So for those who want Westbrook starting: what’s the actual argument? Is it defense, leadership, pace, or just not trusting Acuff yet?

Genuine question for HR/People Ops professionals: why does it seem like so many teams are unfamiliar with DOL Fact Sheet #28N and the FMLA joint employment guidance?

I’m asking because this guidance can be really important for employees who worked as contractors through a staffing agency before converting to full-time. My understanding is that, in certain joint employment situations, prior service and hours worked may need to be considered when determining FMLA eligibility.

I know leave eligibility can be complex, especially when a third-party administrator is involved, but this seems like a key area where a lot of confusion comes up. Curious how HR teams typically evaluate contractor-to-FTE timelines and whether Fact Sheet #28N is commonly referenced internally.

Genuine question for HR/People Ops professionals: why does it seem like so many teams are unfamiliar with DOL Fact Sheet #28N and the FMLA joint employment guidance?

I’m asking because this guidance can be really important for employees who worked as contractors through a staffing agency before converting to full-time. My understanding is that, in certain joint employment situations, prior service and hours worked may need to be considered when determining FMLA eligibility.

I know leave eligibility can be complex, especially when a third-party administrator is involved, but this seems like a key area where a lot of confusion comes up. Curious how HR teams typically evaluate contractor-to-FTE timelines and whether Fact Sheet #28N is commonly referenced internally.

If I request baby bonding leave with less than 30 days’ notice, could my employer delay or DENY the start of my FMLA/CFRA leave?

For example, if I only gave a 2 week notice

California employee here. I became FMLA-eligible last month and contacted my company’s third-party leave administrator the first week of June to ask about FMLA/CFRA baby bonding leave. They told me I wasn’t eligible, but after following up and speaking with the Department of Labor, it sounds like my prior contractor time should count towards my FMLA eligibility (Fact Sheet #28N)

If I request baby bonding leave with less than 30 days’ notice, would my early June outreach help show that I gave notice “as soon as practicable,” especially since I was initially told I wasn’t eligible?

I began working for a company in May 2025
through a staffing agency. I was a full-time W-2 employee of the staffing agency, but worked exclusively for the client company, reported to their managers, worked on their team, and performed my day-to-day work directly for them.

In September 2025, I was converted to a direct full-time employee of the client company and have remained employed there since.

My question is: For FMLA eligibility purposes, does my employment generally get treated as starting when I began working for the client through the staffing agency (May 2025), or when I converted to a direct employee (September 2025)? I’m so confused lol

Looking for insight from HR professionals or anyone familiar with FMLA/parental leave administration.

My company provides 16 weeks of fully paid parental leave, which I already took after my son was born. However, at the time my leave started, I was not eligible for FMLA/CRFA baby bonding because I had not yet reached:
- 12 months of employment
- 1,250 hours worked

In the next few months, I will have eligibility requirements, and my son is still under 1 year old.

My question is:
Can I now separately qualify for FMLA/CFRA baby bonding leave since I'm currently eligible, or would the prior company parental leave typically exhaust/prevent that option? I'm located in California if state laws change anything.

Mainly trying to understand whether FMLA eligibility is determined only at the start of the original leave (even though I wasn't eligible for FMLA/CFRA), or if an employee can become eligible later within the baby's first year and still use bonding leave.

Appreciate any HR perspective here.

The more I watch Darius Acuff Jr., the more I believe the Sacramento Kings should seriously consider him at #7. People are overthinking the fit and underrating the upside.

He has talked about viewing the point guard position like a quarterback role, meaning the PG is supposed to control the offense, lead teammates, and make everyone around them better. A lot of scouts and fans have also used that comparison when talking about his leadership style and floor-general mentality.

This team desperately needs another player who can create offense consistently, collapse defenses, and eventually become a true go-to scorer. He has real star-level shot creation potential. His handle is elite for his age, he changes pace effortlessly, and he already plays with the confidence of a primary option. You can’t teach that.

I also keep seeing people bring up his defense like it automatically disqualifies him from being the pick at #7. He’s only 19 years old and can improve!

Almost every young high-usage scoring guard entering the NBA has defensive concerns. That’s not new. The question is whether the offensive upside is worth betting on, and with Acuff, I absolutely think it is.

I genuinely think we have the best baby 😭 She’s 4 months!

Our baby girl barely cries unless she’s hungry or needs a diaper change, and somehow she already sleeps through the entire night. We put her down around 7:30 PM and she usually wakes up between 6:30–7:30 AM.

As first-time parents, we keep waiting for the “hard part” everyone talks about 😂 but honestly we just feel super blessed and grateful. She’s such a happy, chill baby and we’re soaking in every moment.

Is this normal? When will sleep regression start?

Would you worry about being judged for taking baby bonding leave after already being out for a long leave period?

I’ve already been off work for ~16 weeks (100% pay), and I’m considering taking unpaid FMLA bonding leave later this year for up to 12 weeks while my son is still under 1.

I know FMLA baby bonding in California is protected, but curious how this is viewed

I’m thankful my wife and I work from home, but my job is very demanding. Goals, metrics, etc.

How did you all feel returning to work after leave? Has anyone taking a mini vacation to get away before returning to work?