Confessions of a Stroller Addict

Almost six years and four international partners later, I am still seeking my perfect match. Each exotic and foreign mate has been cast aside, kicked to the curb, collecting dust in my house. Is it me? Or is it them?

Clearly my addiction is out of control

Let’s face it, I am a stroller whore. I own four. And yet that’s not enough. With my wandering eye, I stare down other people’s strollers on the street, I study them, and I covet them. Would they want to trade, I wonder, as I’m willing to kick my stroller to the curb on a whim. Like old boyfriends, each of my strollers serves a specific purpose but not one is the perfect match. Is it really ever me? Isn’t it always them?

The Reliable, Loyal Boyfriend

I have a bulky and heavy red Peg Perego, complete with a bassinet which folds perfectly flat and is wonderful for a fussy newborn.  Initially this stroller gave me hours of peace, as the only way my first-born would settle into a nap in those early months was propped on her side, in the stroller. We mind-numbingly walked the streets of my neighborhood for hours. As I slept-walked through life, this stroller was a constant for me. But as baby grew, and I gained the confidence to travel beyond walking distance from home with her, the stroller became too cumbersome to travel with; he got cast aside. My needs were changing and well, he couldn’t adapt. Ciao, Italian.

The Thin, Nimble Metro sexual

Next came the Maclaren umbrella stroller; the metro sexual of strollers. This one was ideal for my sturdier baby, and perfect for chic on-the-go urban escapades or quick maneuvering through bustling airports. Naively thinking it would be my final stroller, I kept waiting for my child to cross that threshold into a walking kid but five years in, she still rides when she can. Ultimately, this metro sexual expired in its usefulness because I was having my second baby and he came prepared only for travel for one. Cheerio, Union Jack.

The Attractive but Unreliable Boyfriend

With the arrival of our second child and the non-walking reliability of my eldest, clearly I needed a double stroller, except from the perspective of my frugal and practical husband. Who doesn’t need three strollers, I reasoned. Like a lion stalking its prey, I patiently waited through the first few winter months with my newborn, using only my original two strollers, waiting until she was sturdy enough to sit up, to pounce on the double stroller idea. I knew the real victim here was my husband (and our bank account), not my strewn-aside, dust-collecting old strollers.  I had to wait until the need was clear to him to get my way. Plus, I wasn’t stalking just any prey. I didn’t want the bulky, hard-to-fold double wide of strollers. My needs were now more sophisticated, discerning and specific with the growth of my family. I needed: agile, compact, and adaptable to fit my hectic life. With two kids, suddenly I didn’t have the luxury to stroll the streets because older children have to go places; school, ballet class, playdates, birthday parties. Along with functionality, I needed style, of course. With the first early warm spring day came my opportunity to pounce, posed as an innocent question: Precisely how we were going to walk them both the park?  Despite my months of stalking other moms walking double strollers, sizing up their choices and weighing them against my needs, clearly the first time this truly occurred to my husband was on that warm day. How shocking . . .

 Off we went to Buy Buy Baby, me realizing the entire time that I was going to come home with the Peg Perego double stroller , back to my first Italian love. Anyone could have read my husband’s mind in the store as he painfully added up the collective price of our three strollers. And in that moment, our eyes locked and we both knew this wasn’t the end. There would be more. I always had a reason. I always found a flaw. Like a true addict, however, I delivered a convincing soliloquy on how this was my last stroller. My insatiable thirst was quenched, my wandering eye was retired, no more children, no more strollers, we were done.  In my lust for a non-Semi-sized double stroller, what I failed to anticipate was that the ever-growing weight of my two children, bearing down on the small, nimble wheels of the lightweight Peg Perego, would ultimately render the stroller useless on long walks. It was like pushing an elephant up a sand dune. Arrividerci, Italian lover . . .

The Meathead Boyfriend

So, I caved. I had to get a bulkier, bigger-wheeled double stroller. I justified it by making it my first purchase off Craig’s List. Staying true to my commitment of avoiding the double-wide, I went for the native to Australia – Valco baby single with toddler attachment – the size of a single with the functionality of a double.  With Crocodile Dundee at the helm, I was paying for his strength and his off-roading wheel durability to ease the weight of my girls as I pushed them effortlessly through the streets. But like all the others, the meathead still isn’t perfect: He’s smart enough to carry them easily but dumb enough to always get his wheels twisted up and turn in only one direction. G’day mate.

Perhaps it’s trying to transport two children peacefully and without drama that is the crux of my problem now, more than the stroller.  Maybe it’s about them, not me, or him.

Sadly, my quest for the perfect stroller mate is still unrealized.  So now I cruise around with a red wagon, a good old American classic.

Is it a conspiracy among stroller manufacturers to keep us purchasing? Have they really not figured out the perfect, most amazing stroller? Maybe it is them . . .

Is DC really the most “Family Friendly” city?

The Washington Post’s new On Parenting Blogger, Janice D’Arcy, scooped us earlier this week when she noted that Parenting Magazine’s July issue names DC as the most “family friendly” city in the nation.

At first my heart swelled with pride for my hometown (well, kind of my hometown. Does 15 years count?)

Then I patted myself on the back a few times for being smart enough to raise my kids here. I did a few victory laps, I relished the notion that my children will be cultural savant’s because of the plethora of museums at our disposal and the excellent public education system.

But then I thought about living here. You know – actually living here – and the reality of it – and there is so much that is wonderful about DC. But I think we’re remiss in not discussing one really important topic as we all swell with pride over raising our kids in this most “family friendly” town in the country.

Umm…family friendly? Really? If you’re sitting in an office right now, are you surrounded by family-friendly policies that encourage you to have a work-life balance, enable you to skip out at 2pm without a care in the world, to take your suddenly ill child the docs and then roll in late tomorrow because little Johnny has a year-end  play?

I didn’t think so.

So yes, I do think that DC is an amazing city and one with so many advantages for raising children over others – starting not just with our free museums and fabulous zoo but with our strong housing market and decent job market as compared to other cities. But where I think DC lacks desperately is in leading the way with family friendly work policies, ones that support both parents in needing flexibility. Policies that recognize that horrible beltway traffic coincides with projectile vomiting child coincides with work meeting at 4pm and something’s got to give and you can choose your kid’s needs over your place of employment and not be judged for doing so. And it being the capital city, I think the onus is on our government (including Senate and House offices) and the companies headquartered here (including all the trade associations) to really carve the path towards supporting family friendly policies – not just including them in the employee handbook – but actually actively supporting them, encouraging employees to partake in flexible work schedules – and realizing that working from home can – and does – actually mean you work at home and, in my experience, accomplish  more than you can at work with all the other disruptions.

And note – I don’t consider things like “back up childcare” and childcare reimbursement pre-tax policies as the kind of family-friendly policies I’m looking for – because those policies help me remain at work – they don’t help me see my kids.

So yes, Parenting Magazine, DC is a fabulous town for so many reasons (though I also question their kid friendly restaurant reasoning – either that or I am spending way too much time at local Mexican restaurants or Pizza joints) – and I am proud that we topped the list. But before we get ahead of ourselves, I ask you what you think ?

What’s your reaction to DC being named most family-friendly? Have you seen an improvement in work-life balance policies at your office? Are others participating in family-friendly programs or is it the kiss of death to be the only person who actively uses these policies?

Dadchelor Parties?

Ok…every once in a while…when I am pressed for time…I will just bring to you some insane link and urge you to comment. Today is that day. WTF is this? DADCHELOR PARTIES?

Really?

Cause the men suffer so much during a pregnancy, they need some time away with buddies to decompress and prep for baby’s arrival?

And who are the wives that go along with this insanity?

Today’s Topic: Maternity Leave, Interviewing & Pregnant, Nursing at Work

On occasion, I’d like to bring you some advice from fellow DC moms who are experts on topics most of us care deeply about. Topics will range from serious to helpful to warding off an annual summer crisis: avoiding lion hair in the DC humidity.  Today’s topic is about protecting yourself, your job and knowing your rights if you are interviewing and pregnant, planning for maternity leave or returning to work and nursing. Today we’ll be talking with Anne Noel Occhialino, who is a local mom of two and has been an employment discrimination attorney with the Equal Employment Opportunity Commission for over a decade.

Interviewing and Pregnant

I have a friend who revealed she was pregnant to a potential employer after she was offered the job. The employer then rescinded the offer. What is your advice to women who learn they are pregnant while interviewing?

Anne Noel: “My advice is to think very carefully before volunteering that information.  The Pregnancy Discrimination Act is a federal law that prohibits employers (defined as an employer with at least 15 employees) from discriminating against pregnant women.  That means that it is against the law to refuse to hire a woman because she is pregnant.   We know that pregnancy discrimination persists, however, and it even may be increasing.  In fiscal year 1997 the EEOC received fewer than 4,000 charges alleging pregnancy discrimination but in each of the last three fiscal years we have received in excess of 6,000 charges per year.  From the perspective of the employer, hiring someone who will go out on maternity leave in 6 months is less than an ideal scenario.   Because women are not obligated to disclose their pregnancies, and because some employers still discriminate against pregnant women, my advice is that pregnant women keep their happy news to themselves until they begin work.   Once a woman starts working, she may convince her employer that she’s an excellent employee, pregnancy or no pregnancy, and it may be harder at that point for an employer to discriminate against her by firing her.”

Bottom line – you are under no obligation to volunteer this information, so focus on protecting yourself first.

Maternity Leave

I am incensed just thinking about where we stand compared to other nations on federally mandated paid maternity leave. In case you don’t know, the United States is the only industrialized country in the world, except Australia, that doesn’t mandate paid maternity leave. Many other countries also offer fathers paid paternity leave, which is I think part of our mistake here in the U.S. Domestically, this issue is viewed as a women’s issue instead of a family issue, a societal issue.

What should women know about maternity leave and their job security?

Anne Noel: “People are often surprised when I say that I had to cobble together sick time, vacation time and unpaid leave to take “maternity leave” after the births of my daughters.   The Pregnancy Discrimination Act does not require that employers give women maternity leave.  Instead, it requires only that employers treat pregnant women the same as everyone else. What that means is that if an employer gives employees sick leave or a set amount of unpaid leave for medical illnesses or injuries, it must also allow pregnant women to take that leave.   So, the Pregnancy Discrimination Act does not require that pregnant women receive paid maternity leave, and no other federal law does, either.  The news about unpaid leave is a little bit better.  In 1993, President Clinton signed the Family and Medical Leave Act (FMLA) . The  FMLA guarantees up to 12 weeks of unpaid leave to care for a child, including a newly adopted child or newly placed foster child. Workers are eligible if they work for the government or in the private sector, so long as they work for an employer with 50 or more employees. Additionally, employees must have worked a minimum of 12 months for the same employer and must work more than part-time, or about 31 weeks of the year.  Because of the prevalence of small businesses in our country, only 60% of private sector employees are covered by FMLA.”

Monica: There is movement in the individual states to improve the law on maternity leave, and California is leading the way.  Under the state disability fund, new parents are insured 6 weeks of paid time off.

MomsRising provides invaluable information on this topic, here is a quick overview of facts from their web site that we all should know:

  • Having a baby is a leading cause of “poverty spells” in the U.S. — when income dips below what’s needed for basic living expenses.
  • In the U.S., 49% of mothers cobble together paid leave following childbirth by using sick days, vacation days, disability leave, and maternity leave.
  • 51% of new mothers lack any paid leave — so some take unpaid leave, some quit, some even lose their jobs.
  • The U.S is one of only 4 countries that doesn’t offer paid leave to new mothers — the others are Papua New Guinea, Swaziland, and Lesotho.
  • Paid family leave has been shown to reduce infant mortality by as much as 20% (and the U.S. ranks a low 37th of all countries in infant mortality).

Nursing Mothers

I am constantly amazed by how much time is spent focusing on the importance of breast milk to the newborn child and yet so little time is focused on the difficulties working women face in nursing exclusively given our lack of federally mandated paid maternity leave and limited access to safe and clean places to pump in the workplace.  Hypocrisy abounds.

I understand that in the Affordable Care Act passed last year, the President included some protection for nursing moms in the workplace. What can you tell us about this new law and what hurdles nursing moms face in the workplace?

Anne Noel:  “Yes, the Patient Protection and Affordable Care Act (“PPACA”), was signed into law on March 23, 2010.    It requires employers to provide ‘reasonable break time for an employee to express breast milk for her nursing child for 1 year after the child’s birth each time such employee has need to express the milk.’  Employers are also required to provide a place other than a bathroom to express milk.  This law primarily protects hourly workers and is subject to exceptions.  Employers with fewer than 50 employees are not subject to the break time requirement if doing so would impose an “undue hardship” on the employer. This law should make it easier for many, but not all, women to express breast milk in the work place.

But working women face other hurdles in the work place when it comes to expressing breast milk.  In one case that the EEOC successfully litigated and then settled, a female doctor filed a charge of discrimination alleging that the owner of the family medical practice where she worked had sexually harassed her.   She alleged that the harassment intensified when she returned from her six-week maternity lleave and focused on her need to express breast milk for her son.  Although she would pump in her own office at lunchtime, her male boss made lewd and sexually-suggestive remarks to her, asking if he could “help” her pump, if he could see her breasts before she finished pumping and if her sex drive increased when she was pumping, and even saying that he would like to “lick up” a drop of breast milk that had fallen on her desk.  Mostly because of the harassment, she soon found a new job.”

Overall Advice

Anne Noel’s closing advice: “If you think you have been discriminated against, consult an attorney who can advise you as to your rights under federal and state law.  It is usually a good idea to try and work things out with your employer, if you can.  But if you cannot, try to take notes about what happened and think about other people who could corroborate your claim.  Remember that litigation can take years, but sometimes it is the only way to remedy discrimination and bring about change.  And also remember that you must file a charge of discrimination with the EEOC or your state agency if you want to go to court to assert federal claims of employment discrimination and that you have to file a charge within 180 days or 300 days, depending on where you live.”

Monica: Thank you to Anne Noel for providing us with such invaluable information. And thank you to MomsRising for always keeping us current on important facts. Next week we will get some expert advice on avoiding horrid summer frizzy hair.

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