I heard a theory the other day in reference to better support for parents today.

One part of it was that once a child is born, the parent should receive “extra” sick days. These “extra” days are meant to cover those sick days that aren’t the parents, but the child’s.

I think it is possible that when people hear that, they may think, why does this employee get special treatment just because they decided to have children. If that is the perception, I can understand frustrations about it.

But I think the line is drawn there between special treatment and accommodations.

Thankfully, in my position, it isn’t detrimental for me to work from home if me or one of my children are sick or bring them to the office if school or daycare is closed for a holiday break or even for the summer.

As I write this, it is Monday Jan. 16, Martin Luther King Jr. Day — and school is closed.

My daughter is sitting with me watching Ruby Bridges on the office TV and asking for lunch every 15 minutes.

This does create some distractions, but it is doable.

Even still, my scenario isn’t an option for many parents, who are straddled with making money to bring home and providing care for their children when no one else can.

Recently, my home was hit with a wave of sickness that took its toll on all of us.

For my children, I did the best I could to get them to eat, take medicine and rest.

But then, there is my husband and I.

I make a joke often that I get the “man cold.” The minute I start to feel uncomfortable, whether it is a stomachache or a headache, I am commenting on it every 5 minutes. I curl up in a ball and complain constantly as my wonderful husband runs around playing doctor to me and the girls.

He, however, is a trooper. Since I have known him, he has gotten sick enough to complain and sleep all day only twice.

Pregnancy was especially hard for me. With my now one-anda- half year old, I would go a day or two without eating because I was so sick. I lost a lot of weight, and the doctor told me at one appointment if I lost any more weight before the next appointment he would have to intervene.

I couldn’t stand the thought of eating anything – except WonTon soup from Chine Express on the square.

Since then, that has been my go-to for any ailment. Sore throat? WonTon Soup. Headache? WonTon soup. Cold weather? Well, I might try the egg drop soup for that one.

I am so thankful to have a local restaurant that makes the soup I need when I am sick, and I am thankful that in my position I can take the time as needed for myself and my children when we are sick.

I have heard of changes being made in the workplace to accommodate postpartum leave. And with changes in laws that have been coming since June 2022, we must take a look at what that impact is on working parents.

We live in a time where it is necessary for a household to have two incomes.

In Missouri, the Family and Medical Leave Act only allows 12 weeks of unpaid leave for the

“We live in a time where it is necessary for a household to have two incomes.

In Missouri, the Family and Medical Leave Act only allows 12 weeks of unpaid leave for the birth of a child and to care for the newborn child within one year of birth. And as of 2017, only 15 percent of U.S. employees had access to employer- sponsored paid family leave, which includes postpartum leave and sick leave.”

birth of a child and to care for the newborn child within one year of birth.

And as of 2017, only 15 percent of U.S. employees had access to employer-sponsored paid family leave, which includes postpartum leave and sick leave.

TroutMom says, when changes are made to laws regarding reproductive health, it is necessary to look at the ripple effects of those changes and see how we can make proper accommodations for those affected.

Jordan Troutman is an Owner and General Manager of the Cassville Democrat, a wife, a mother of two daughters, and a student at Capella University majoring in Marriage and Family Therapy. She may be reached at jtroutman@cassville-
democrat.com