You probably have signed a code of conduct related to electronic communications in your workplace. If so, you are most likely obligated to report this behaviour. If you don't you could be considered at fault and could face possible reprecussions, including being fired. This happened at a bank that I was employed at. A manager (female) sent around a "Hottie of Week" email with pictures of naked men attached to it. Not only was she fired, but so were all of those who received it and did not report it to HR. One of those let go was a 25 year veteran of the company.

CYA is the first order of business, check your company policy and proceed from there. If you have no specific policy, I would got the route of replying back to the sender and cc your manager saying that your email account is for work related communications only and to please not send such personal messages again. You could give them the out asking if it was possible that their email system had been breached and they might want to contact their IT department.

In my town, a father with child in car gets DUI, sentenced 1yr time, all but 1 month suspended. He's found NOT guilty of child endangerment. Mother with child in car gets DUI, 5 years, 95 days in jail. Additional 5 years for felony child endangerment, plus an additional 90 days in jail. Another woman got 4 months in jail.

That being said, I hate the drunk driving PSA's they show on our local station...all of them are of men being pulled over. I have no sympathy for any drunk drivers, both men and women need to be reminded that if you've had too much to drink you shouldn't get behind the wheel. And I fully expect my local police force to enforce the law equally and get all drunk drivers off the road.

Or another way to look at it: Obesity is the fault of Dads not knowing how to cook or caring enough about their kids.

Let's get some things straight here. In the US, FMLA must be offered equally to all employees (who have met employment requirements) regardless of gender. It is only required for companies with greater than 50 employees. The leave is unpaid. No one's tax money is used to fund FMLA. FMLA is not maternity leave. It is for any serious health condition or care of a family member that prevents an employee from performing their job.

Most mid to large American companies provide paid benefits to their employees. This can include health insurance, education reimbursement and different types of paid and unpaid leave such as vacation, disability leave or sabbaticals. Again, NOT paid for by tax payers. The leave is provided equally to men and women, the only "extra" benefit that new birth mothers get is what is called Short Term Disability leave and that is only provided for when you are under the care of a doctor recovering from giving birth. It is the same type of leave that would be used by an employee recovering from a skiing injury. It is normally fully paid for a certain time and then goes down to a percentage of pay. Outside of this, if new parents want to get paid while on FMLA, they typically use their earned vacation time.

And I've seen lots of new fathers use their earned time off to take care of their newborns and none were laughed out of the board room. I don't konw how old Judy Berman is and other than Salon, what her work history is, but things are changing. Most families in my Gen-X cohort have both parents working. In some cases the wife is the primary earner. Even in my supposed high achieving industry (finance) men typically take time off when a new baby arrives and no one blinks an eye.

Getting your knickers in a wad over people getting WIC and Food Stamps? I guess your solution is for those free riders to be rounded up and sent to the poor house where they and their lazy spawn can be put to work doing the modern equivalent of breaking rocks and picking apart old rope...scavenging through discarded electronic equipment for usable metals maybe? Hey, it's a "green" job, right.

What "lavish" US government benefits is roger talking about? You can get a $1K tax credit per kid, which is limited by your modified adjusted gross income. You can also get dependent care credits up to max of $6K for more than 1 dependent. Again this is limited by amount spent on care and your AGI. Those tax credits are not limited to child, but can be used for adult dependents that need care. You can only get the credit if the care is needed to allow you to work or find work and if you have earned income. So you don't get any tax credit if you are a stay-at-home and send your kids or senile Dad to day care. Nor do you get money from the gov't if your tax liability is 0.

How in the world is this lavish? Do you have any idea how much care costs in the US? $3K doesn't even cover a month for our day care. Day care that we need so that both my husband and I can work. Can I mention that our paychecks are taxed by payroll taxes for social security that we will probably never get?

$1K barely covers the cost of formula and diapers for a child for a year. Both of which parents in my state pay state sales tax on.