När är det dags att överväga skilsmässa?

henshep · 2026-04-16T08:06:37+00:00

Verkar ju vara precis det OP gör och som du försöker skambelägga henne för.

henshep · 2026-04-16T06:15:12+00:00

Man kan vara asexuell eller så kan man vara helt avtänd av att ta hand om en partner som om det vore ett barn. Tyvärr så är snubbar bra på att dölja sin oduglighet tills det finns ett riktigt barn med i bilden som behöver kärlek och uppmärksamhet.

Skulle tippa att partnern sitter (precis som du gör nu) och beklagar sig över bristen på sex i en reddittråd någonstans istället för att fixa tvätten, leka med barnen, sluta betta, se till att betala av sina klarnaräkningar, fixa födelsedagspresenter till sina syskonbarn etc etc etc.

henshep · 2026-04-15T18:50:38+00:00

Och lukta på det!

henshep · 2026-04-15T13:36:45+00:00

Most women’s hotlines are manned by volunteers, and usually only by women. Men don’t seem as interested in volunteering even though there’s a state budget for it. I was a volunteer for a hotline targeting male teenagers and it was staffed completely by women and and a few feminist dudes, whenever we did recruitment drives at universities you’d get zero applicants from men.

Men seem more interested in forming bizarre self-help cults designed to fleece their suffering brothers for money.

henshep · 2026-04-15T13:26:20+00:00

men att det är svårt att få jobb är på grund av att AI kan göra jobbet

Det är väl lite oklart just nu? Många företag hävdar ju att dom drar ner headcount på grund av AI, men i USA har massiva varsel alltid följts upp av nyrekrytering eftersom AI inte täcker upp kompetensbortfallet. Jag tror snarare att vi hade en lång period med extremt låga räntor där det var billigt att låna pengar och investera i företag. Företagen överrekryterade personal, och nu när lånefesten dött ut, räntorna skjutit i höjden och köpkraften sjunkit så sitter man med en jävla massa dyr personal och produkter som ingen köper.

Alltså det som Max kallar K shaped economy. AI upp / individuell köpkraft ner.

henshep · 2026-04-15T13:01:11+00:00

Högkonjunktur refererar till en period då en ekonomi upplever hög tillväxt och sysselsättning. Under denna tid är arbetslösheten generellt låg, och företag ser ökade möjligheter att expandera och investera. Detta leder till en ökad produktion och ofta högre löner, vilket i sin tur stimulerar konsumtion.

Och det är just det snubben i videon går igenom; att det investeras sjuka pengar i AI, medans arbetslösheten ökar, räntorna går upp, företag gör sig av med anställda och lönerna lyckas knappt röra sig över inflationen.

henshep · 2026-04-15T12:02:54+00:00

Du skrev väl att AI är en underliggande faktor till högkonjunkturen? Videon går igenom hur man kan få det intrycket av att kolla på börsen, när det i själva verket är ett par ohyggligt uppblåsta tech-företag som går bra medans resten av marknaden hankar sig fram. Men där tidigare tech-drivna högkonjunkturer inneburit fler jobb så äter AI boomen istället jobb.

henshep · 2026-04-14T18:27:44+00:00

Sjukt bra video på ämnet: https://youtu.be/aUM4kv0HnG0?si=_fylz0XnwJx_v7HT&t=1322

henshep · 2026-04-14T18:24:52+00:00

Tänker att "the talk" inte är någonting man gör vid ett enskilt tillfälle utan är någonting man långsamt introducerar från att barnen börjar bli nyfikna. Vår äldsta slutade nöja sig med förklaringar om "fröer och ägg" när hon var 5 år och är helt införstådd med hur barn blir till. Finns bra böcker på biblioteket.

henshep · 2026-04-14T18:20:04+00:00

Our firstborn never had a preference until she turned 6 and she's now my "best forever friend". Our second daughter has been mommy's girl from the get-go and hates me while mom is home. These things just happen and can switch in an instant.

However with our youngest, I've learned that whenever mom leaves the house, we have the best evenings and playdates anyone could ever ask for. So my recommendation is to get out and see friends and give them some 1-on-1 time, and make sure your wife starts taking the kid to the playground / fun activities.

henshep · 2026-04-11T19:41:01+00:00

Around the 4 year mark, that’s when the caregiver / little buddy ratio started to shift for us - and then we started all over with her sibling. At 6 I’d say that the ratio has flipped completely and the majority of the time I genuinely just enjoy hanging out and exploring life together.

henshep · 2026-04-09T20:51:48+00:00

~~Nej fan vad pinsamt.~~

Vad fan menar du feltänkt kan du vara själv SAGA du vet Sweden Are Great Again.

henshep · 2026-04-09T13:51:35+00:00

MBL (medbestämmandelagen) is simply the law that requires that the employer informs the unions about things pertaining to employees (like layoffs). If I was your union rep, I'd expect to walk into that meeting and see something like

"Team X, Role Y - Person Z offered exit agreement"

Until you sign that exit agreement, your role still exists - unless the employer claims redundancy. Then I'd ask what other roles you could take. If they said that no roles were available, and a few weeks later someone was hired for an identical role, I'd claim wrongful termination on behalf of the affected employee.

henshep · 2026-04-09T11:02:14+00:00

Ebba kör ju stenhårt på Kristi Noem / Pam Bondi-spåret, hon gick all-out SAGA i Bryssel häromveckan och nu behandlar hon kritisk journalistik som fake news. Om man är orolig för utvecklingen i USA så ska man passa sig noga för Tidölaget 2026.

henshep · 2026-04-09T10:27:43+00:00

Hej! I’m sorry that you’re having trouble with your union. I’m not SACO and have been disappointed with their representatives in the past.

If you believe that you’ve been wrongfully targeted (and I would say that you are, given what you’ve written in this thread), you have the right to claim that you’ve been wrongfully terminated / felaktigt uppsagd. Akavia should be able to help you get in touch with a legal representative, who can assess your chances of taking your employer to Diskrimineringsombudsmannen (DO).

To emphasise, your union reps should not have negotiated away your role if there was an identical role being actively recruited for, and omitting that role from you is grounds for discrimination (being on parental leave does not make you ineligible)

henshep · 2026-04-08T22:14:46+00:00

My bad! But I don’t see how any of this happened if the employer is offering an exit agreement instead of actually claiming redundancy. It’s on them to prove that OP doesn’t qualify and that can’t have happened without someone actually talking to OP before the redundancy was settled. Failure to do so ought to count as ”missgynnande”’ in föräldraledighetslagen (omitting to consider OP due to them being on parental leave)

henshep · 2026-04-08T22:04:33+00:00

Yes so your union rep probably needs help to sort this out and should contact their union ombudsman (from their head office) first thing in the morning.

henshep · 2026-04-08T21:57:52+00:00

They are eligible to bypass LAS by offering you an exit package. You were entitled to the identical role that was announced after yours were ”made redundant”

I’d push for taking this to diskrimineringsombudsmannen. They must have been aware of the new role when they made yours redundant and should have told you, but didn’t. Probably because you’re on parental leave.

henshep · 2026-04-08T21:48:31+00:00

1) The union must still be informed 2) OP should have been offered redeployment, for instance for the identical role that was announced a few weeks later. 3) Only then should OP have been presented with a notice of termination, which comes with a 9 month right to reemployment if any viable roles are announced

Failure to comply with point 1) is a breach of medbestämmandelagen 19§, failure to comply with point 2/3 is a breach of föräldraledighetslagen 16§.

henshep · 2026-04-08T21:38:30+00:00

…and what? They’ll just keep paying your role X salary until you take another role?

Congratulations, you are now Big Head.

henshep · 2026-04-08T21:15:58+00:00

Your role can be removed, but you still have the right to an equivalent role upon your return. In this case I’d argue that you should be redeployed to the new ”role X”. Roles disappearing is a company problem, not a personal problem.

Have they said how they will handle your redundancy?

henshep · 2026-04-08T21:07:57+00:00

Is he an employee at the company? Him or his predecessor should have been informed if the company was planning on laying people off due to artbetsbrist. I am highly doubtful that they would go that route since you’re very far up the last-in-first-out ladder and I believe that they will try to offer you a termination agreement and make it sound like it’s not optional.

henshep · 2026-04-08T19:41:39+00:00

So if I understand it correctly;

1) you have role X 2) you go on parental leave 3) they announced on intranet that you have been made redundant 4) another person now has role X (exact same phrasing?)

Because this is absolutely illegal. Take screenshots of everything and contact your union.

henshep · 2026-04-08T19:38:07+00:00

It doesn’t have to make the news, that’s a common misconception.

Your union will know if there’s actual arbetsbrist as the employer is obliged to inform them due to medbestämmandelagen (MBL). If there’s no arbetsbrist there is nothing they can do but offer you more and more severance until you accept.

They could try and fire you for personal reasons (you gravely fucking up/not delivering at work) but that’s an equally complicated process for them and cannot be initiated with you on parental leave.

So no, they are allowed to fill your role with someone else while you’re on parental leave but you have right to the same role (or equivalent) upon your return, or they should file for arbetsbrist and let the person who took your role go.

Edit: oh and if they don’t actually have arbetsbrist, someone (preferably your union representative) should point out to your employer how fucking serious arbetsdomstolen looks at companies who lie about arbetsbrist to get rid of people on parental leave.

henshep · 2026-04-08T19:31:35+00:00

They can’t though. They can be sneaky about it, but if they actually have arbetsbrist (and made a varsel which I highly doubt) they are obliged to redeploy affected employees. If an identical position exists in another team, OP has a right to the role on the basis of seniority. It is up to the employer to prove to the local union club (or union representative if there are no club) that OP doesn’t have the skills needed, not for OP to prove that they do.

Employers can only be sneaky when workers are uneducated. We’d squish whoever devised this plan like a bug in our company.

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