u/maryakinvt

I’m on year 2 of raised bed gardening, prior I gardened in ground with fabulous soil (thanks Vermont 💚🌿). When filling my beds two years ago, I did 50/50 organic topsoil and mushroom compost - I didn’t have many options rurally so I just got a truckload. W have 10 8x4x2 beds. I’ve been growing tomatoes (rotating - never using the same beds year after year), blackberries, raspberries, green beans, carrots and garlic among some other experiments. We live in the high desert of Northern California, technically zone 6b, but at 6,000 feet with cold nights.

Ok I digress but wanted to provide some background info. this year we amended with some compost (eb organics) and some amendment. For the fall I’m interested in doing some cover crops that I could then tarp down in the spring to add some good organic matter back in my soil. Is this a good idea? How is everyone amending their beds year after year to maintain good soil health? I’m 100% organic, practiced crop rotation and. minimal tilling in the past but am new to raised beds. Please share success stories that helped you build long-term soil health. Thanks!

Ps. I hope my rambling postpartum sleep deprived brain makes sense to someone. Just a first time mom trying to keep her garden growing and thriving 🤪

We have no local nurseries that carry native flower seeds. I just want some native seeds to spread - it’s mainly paintbrush, mules ear and silver lupine. Does anyone have any online recs? I live at 5300 feet and just want a little more wild pop amongst the grasses on our hillsides!

I worked for a small nonprofit (3 staff before they fired me) and was fired because they would not accommodate a part time transition in returning to work despite it being a collaborative decision they pivoted on. It’s a real bummer for many reasons but that is not the point.

I still have 4 weeks of PFL I could use, and my doctor is willing to extend my SDI for a few more weeks. But now I’m unemployed and also eligible for unemployment. I’ve never been fired and I never accessed SDI before pregnancy. It’s my understanding that I should exhaust SDI and PFL before applying for unemployment and I believe that will provide more income and is a closer wage replacement. Is this correct? If I wait 6-8 weeks to apply for unemployment, will I still be eligible?

I am going to try and call EDD Monday but figured I would ask here in the interim.

Location: California
I was a W-2 employee and worked for a small nonprofit (less than five employees) for almost two years. Contracts are administered annually and outline pay, PTO, etc.; however, the ED never gets contracts out by the first of the year, even for the first quarter.
In March of this year, I went on pregnancy disability at 38 weeks due to false labor and my midwives’ recommendation. I asked for my contract prior to leave, and my boss said the board had to approve it at the meeting, which was my final day of work.
I went on maternity leave and at my postpartum checkup was diagnosed with PPA/PPD and my leave was extended. I communicated this with my employer, and we set a return-to-work date, which was this Monday. I still had not received my contract (we spoke about it in May).
Last Friday, we spoke on the phone to check in about my return to work (only because I reached out), and she mentioned she was emailing my contract for my review and was looking forward to my return. Upon reviewing the contract, everything looked good except my remote days were reduced. I assumed it was a typo because they were adjusted mid-year last year and were never changed in writing.
On Monday, we were all sitting as a staff, and she brought up the change to remote days in front of my only other coworker and our intern. I said I’d rather discuss this in a meeting, not off the cuff, so the conversation was pushed until Tuesday.
Tuesday, I came in and she put off the meeting, but we ultimately met in the afternoon. She said before we negotiated the contract that she wanted to know how I was doing personally, and as a new mother I broke down more than I should have. We discussed that my doctor felt better about me returning part-time and using the remaining four weeks of my PFL to supplement my pay.
We agreed it could work, and I was sent home to get a plan from PFL. She was to consult her HR specialist to figure out how to pay me properly. I texted Wednesday evening updating her that the PFL office recommended I continue with disability and accommodations rather than immediately transition back. She said she needed to meet with me on Thursday (today) with our board president. I said ok.
We spoke this morning, and I was terminated immediately because of my disability accommodation requests. There was no offer to return to full-time work, and there were no other reasons cited.
Again, because my former employer is a small organization with three employees before they fired me (well, now two), I am under the impression that I have no legal standing. Is this the case?
I am concerned she shared my confidential health information with the board in a way that made me look like a liability. Prior to my maternity leave, we worked well together and there were never any disciplinary incidents on my record.
I did not demand part-time work; we collaboratively came to that decision and she agreed to it.
Do I have a legal case? I’d love any advice on how to approach this.

I’ve posted this in the legal advice subreddits t but posters here to hoping to glean some advice

Location: California

I have worked for a small nonprofit (less than five employees) for almost two years. Contracts are administered annually for pay, PTO etc however the ED never gets contracts out by the first of the year for even the first quarter. In March of this year I went on pregnancy disability at 38 weeks due to false labor and my midwives recommendation. I asked for my contract prior to leave and my boss said the board had to approve it at the meeting which was my final day of work. I went on maternity leave and at my postpartum check up was diagnosed with PPA/PPD and my leave was extended. I communicated this with my employer and we set a return to work date - which was this Monday, I still had not received my contract (we spoke in May). Last Friday we spoke on the phone to check in about my return to work (only because I reached out) and she mentioned she was emailing my contract for my review but was looking forward to my return. Upon reviewing the contract everything looked good except my remote days were reduced (I assumed it was a typo because they were adjusted mid year last year and it was never changed in writing).

On Monday we were all sitting as a staff and she brings up the change to remote days in front of my only Other coworker and our intern. I said I’d rather discuss this in a meeting not off the cuff so the conversation was pointed until Tuesday. Tuesday I came in and she put off the meeting but we ultimately met in the afternoon. She said before we negotiated the contract that she wanted to know how I was doing personally and as a new mother I broke down more than I should have. We discussed that my doxtor felt better about me returning my art time and using the remainder of my pfl to supplement the pay. We agreed it could work and I was sent home to get a plan from PFL and she was to consult her hr specialist to figure out how to pay me properly. I texted Wednesday evening updating her and she said she needed to meet with me on Thursday (today) with our board president. I said ok .

We spoke this morning and I was terminated immediately because of my disability accommodation requests. There was no offer to return to full time work and there was not other reasons cited.

Again because of my former employer being a small organization with three employees (well now two) I am under the impression that I have no legal standing. Is this case? I am concerned she shared my confidential health insurance issues with the board that made me look like a liability. Prior to my maternity leave we worked well together and there was never any disciplinary incidents on my record. I did not demand part time work, we collaboratively came to that decision and she agreed to it. Do I have a legal case? I’d love any advice on how to approach this. Note I am consulting an attorney friend but have not heard back and would like to ask Reddit in the interim.

I absolutely love cosleeping with my son and have no plans to stop anytime soon (he’s 4 months), but does anyone else miss getting into a freshly made bed with sheets tucked tight with a heavy down comforter and their husband crawling into bed to cuddle with you? Just needed to vent as I am snuggling my sweet LO and loving it but Man I just can’t wait for that day…

As it says in the title, I’m going interested in EC but I am about to go back to work in a few weeks and my husband works full time as well. Our little one is 3.5 months now and who is so unbelievably stoked to be held in sitting position. I’m wondering if we can EC on nights and weekends as I am sure our daycare won’t even know what we are talking about nor would we expect them to take this on.

Are there full time working parents out there who have used EC when they have the time? Is it worth it? Looking for any and all advice, thanks!

I’ve been on SDI after giving birth to my son. My midwife extended it due to PPD. EDD denied my claim saying she was not licensed to extend so I went to my PCP to do the same paperwork. It’s been over two weeks and I have the notice that new medical information has been received but has not heard anything more (it’s been 13 business days). Should I have submitted an appeal as well? Please help!

Hi! First time posting here…I cosleep with my 3 month old and lately he’s been waking between 3-4 am and he’s ready to party. He’s smiling, sweet and happy then. We follow baby cues for sleep and I’m wondering if it makes sense just to get up then and play and then get him down for a nap around 6? Or should we be trying to keep him asleep?

For the last 6ish weeks, sleep has been a dream, side lying nursing quickly put him right back to bed, no problem. I am EBF and getting up at 3 is ok now but I do go back to work next month and im not looking to sleep train him (obviously why I’m posting here) but I am very tired and want the best for my baby in terms of biological sleep and nurture parenting.

Sincerely, a very tired FTM

ETA: he usually goes down between 7-8 and used to wake at 3 and feed and go back to sleep. Now it’s up from about 11 on and then ready to party at 3am. Could be an early start of 4 month developmental leap?

Posting here because it was removed the breastfeeding subreddit - In 11 weeks post partum. First time mom and will return to work in mid July. I’m hoping for some tips and advice to get ready to shift from exclusively breastfeeding to pumping at work while continuing to breastfeed at nights and weekends (and if possible to while I WFH). I work from home two days a week and in office two days a week.

A little background, as I mentioned I have been exclusively breastfeeding but we did introduce a bottle around 5 weeks and he takes it great. We were doing bottles daily (just one) til I got an oversupply and early mastitis (was pumping after the first feed in the morning and not replacing the feed til later in the day) and it scared me. Now I pump 2/3 times a week and have been freezing little bits and always have a bottle on hand in the fridge. I’m wondering how I can keep pumping for a bottle (which replaces the feed) and slowly build a start for when I return to work. For the first three months we have family helping us through until our little guy goes to daycare in October. I usually pump 2-3 ounces on my spectra s2 when replacing a feed and sometimes pump an ounce if I’m feeling engorged and my little guy isn’t hungry (doesn’t happen much as my guy is super hungry all the time). Our lactation consultant says he eats somewhere between 2.5-3oz a feeds while nursing and usually takes about 2-2.5 oz on a bottle.

I have two big questions but also looking for any advice from the pumping community given my story above

1. If I want to stay about a week ahead and still be able to pump for a bottle 2/3 times a week without creating an oversupply how often should I pump? I am not trying to pack the freezer but would like to have enough to supply childcare with as much milk as he needs - we feed on demand and I have nothing against formula but just prefer to do all breast milk (if my supply allows)

2. I like my spectra but on the days I work in the office I commute an hour and don’t have space for private pumping (yes I know the pumping laws but I work for a small nonprofit in a small office and it’s really just not feasible in our space). I’m between the new eufy wearable, baby Buddha and a handle me down willow wearable. What’s best? I’m willing to spend if it’s worth it as I plan to pump as long as I need to be with the goal of breastfeeding for 18 months.

I appreciate any and all advice! Thanks!!

In 11 weeks post partum. First time mom and will return to work in mid July. I’m hoping for some tips and advice to get ready to shift from exclusively breastfeeding to pumping at work while continuing to breastfeed at nights and weekends (and if possible to while I WFH). I work from home two days a week and in office two days a week.

A little background, as I mentioned I have been exclusively breastfeeding but we did introduce a bottle around 5 weeks and he takes it great. We were doing bottles daily (just one) til I got an oversupply and early mastitis (was pumping after the first feed in the morning and not replacing the feed til later in the day) and it scared me. Now I pump 2/3 times a week and have been freezing little bits and always have a bottle on hand in the fridge. I’m wondering how I can keep pumping for a bottle (which replaces the feed) and slowly build a start for when I return to work. For the first three months we have family helping us through until our little guy goes to daycare in October. I usually pump 2-3 ounces on my spectra s1 when replacing a feed and sometimes pump an ounce if I’m feeling engorged and my little guy isn’t hungry (doesn’t happen much as my guy is super hungry all the time). Our lactation consultant says he eats somewhere between 2.5-3oz a feeds while nursing and usually takes about 2-2.5 oz on a bottle.

I have two big questions but also looking for any advice from the pumping community given my story above

1. If I pump to replace a feed to stay a bottle ahead how do I pump to build a small stash as well without creating an oversupply? We live rurally and lose power occasionally and have not splurged for a generator yet (we will but it’s not in the budget this year) so I only want to keep a weekish on hand so I don’t risk wasting if we have an outage.

2. On the two days I commute to work I drive an hour and I’d love to be able to pump on my commute - so I’m between a eufy model (pricey but I’m willing to spend), baby Buddha, or a hand me down willow wearable? I don’t want to lug my spectra to work every day and I really don’t want to impact my supply. Plus I work in a small office and won’t have much privacy to pump (I know the pumping laws but I work in a two room office for a small nonprofit in a small old house that’s been renovated into offices - a designated space just isn’t an option).

I hope this all makes sense and really look forward to some solid advice. Thank you!

I’m looking for books and or podcasts (not instagram accounts - I’m not on it) about introducing solids to babies. Please share recommendations, recipes/tips for making your own baby food and any general advice! My LO is only 2 months but looking to get started on research while I’m on leave and still have the time.