U.S. Labor Department Celebrates “Menstruators”
I rarely call for the sacking of government workers, but ultra-woke Julie A. Su, Secretary of Labor, needs to go.
I rarely - make that never - write about, ah, menstruation. But here goes.
The things the Biden administration forces me to do...
Yep, the feds actually came out with guidelines that employers should be using to accommodate “menstruators” in the workforce.
And why wouldn’t they, they were celebrating Menstrual Hygeine Day! That long-anticipated holiday that comes around every year at the end of May.
Or so they say.
Until I saw this ultra-woke press release, I‘d never heard of it.
To commemorate this Menstrual Hygiene Day, the Women’s Bureau is breaking down the stereotypes and stigmas that have made menstruation a taboo topic in the workplace. Menstruation is a natural part of half our population’s life, and yet it has been overlooked in the context of work - perhaps because it is seen as a personal issue or uncomfortable to discuss.
Call me old fashioned, but I think menstruation should be a taboo subject in the workplace. And almost everywhere else.
No one wants to hear about a woman’s monthly cycle. Even other women.
And by the way, Labor Department, we’re not menstruators. We’re WOMEN. Only females have periods. Men who lop off their penises and pretend to be women don’t have periods. They just have mutilated genitals.
Deal with it, gents.
Rule numero uno, from the feds?
1. Provide a sufficient supply of varied period products in bathrooms and ensure menstruators can access products privately.
Geezus. Knock it off, you fools.
We’ve been coping with our periods for hundreds of thousands of years, without government meddling. And we don’t need taxpayer-subsidized sanitary products. We can buy our own.
Here’s an idea for the Biden administration: Reverse runaway inflation and lower the prices of tampons - and everything else - for the benefit of ALL American people.
Here are the rest of the guidelines:
2. Allow scheduling and work flexibilities such as telework, flexible work hours or shift modifications.
3. Guarantee access to paid sick leave, provide explicit guidance that menstruation is a qualifying condition for the leave – whether for symptom management or for related medical appointments – and ensure that employees and their managers are aware these are allowable reasons to use sick leave.
4. Educate and train workers and managers about the symptoms of menstruation and how they can impact employees at work and include support services for menstruation in any Employee Assistance Program offered.
There’s also this:
Menstruation does not have to be taboo. Employees who feel supported can continue to thrive in the workplace during their periods. By providing basic protections and accommodations, employers can signal a commitment to ensuring all workers maintain the dignity they deserve.
Frankly, I liked it better when menstruation was not a subject discussed in polite society. It should remain something no one ever shares at work or dinner parties in mixed company, along with news about their hemorrhoids, genital warts and flatulence.
No woman wants the government monitoring her cycle and I don’t know any woman who wants special accommodations for cramps at work.
That’s why God made Midol.
