I have taken to heart the thing about how instead of teaching our daughters to escape being raped, we should be teaching our sons not to be rapists. You’d think a big national rape case would provide excellent material for talking to our sons about not being rapists. But no, unfortunately yet again what we have is excellent material for talking to our daughters about how to escape being raped.

It’s especially frustrating because I just recently read somewhere that it feeds into rape culture to say “This is something that happens to women in our culture.” This makes it harder for me to tell my daughter what I want to tell her, which is the actual truth: this IS something that happens to women in our culture.

Furthermore, “in our culture” is only accurate if we mean “in our timeless worldwide human culture,” because this is an ancient worldwide problem and not a local or recent one. We are in fact fairly lucky if we live in a time period and part of the world where at least theoretically rape is against the law, and where a victim of rape is not put to death for the crime of being raped, or forced to marry her rapist. So lucky!

The basic timeless worldwide problem we are dealing with is that a certain percentage of humans, almost exclusively male humans, are rapists who don’t see anything wrong with raping, and don’t seem to learn otherwise no matter what we do. And that another certain percentage of humans, some overlapping the first group but many not overlapping, will defend those rapists and instead attack the women who have been raped.

And so two terrible things happen to a woman who is raped: (1) she is raped, and (2) she is blamed for it. (Well, at LEAST two terrible things. Other options include not being believed at all, having to deal with a pregnancy resulting from the rape, having to deal with an STD resulting from the rape, having to deal with the extensive and multi-layered psychological fall-out of being raped, etc.)

There is a big element here of that thing people do when they are scared and want to feel safe: if we can find something that the victim did, and if that thing is something we ourselves can avoid, then we have made a magical protection spell around ourselves. There have been plenty of articles written about how women have to live their lives constantly worrying about being attacked/raped by men, so I won’t go over that again here. But if you are living in that kind of constant fear, it is natural for certain superstitions to arise: if I don’t walk alone in the dark, if I walk confidently, if I stay in a good part of town, if I wear the right kind of clothing, if I don’t step on a crack, if there are an even number of steps between here and where I live, if I don’t let my foot dangle over the edge of the bed—if I do all these things right, I don’t have to be so scared because the bad thing won’t happen to me.

It’s too bad a self-soothing mechanism can so easily lead to saying “SEE?? You forgot one of the rules and THAT’S why you got raped! It’s YOUR fault! WHEW: that gives me some relief for my distress.” It’s an understandable panic/fear reaction, but education helps: as with the problem of the bystander effect, the solution is to know it exists. As soon as you know it’s a Thing, you’re much less likely to be tricked by it.

Well. What I needed was a version of all this that was geared for a 5th-grade girl. Sometimes getting started is the hardest part. What I started with was saying to her that there was a news story right now that was making me even more worried about her and her friends. Then I went slowly: we had about a 35-minute car ride, so even though the next few paragraphs may look as if I sat there ranting and lecturing and talking too fast, it was pretty casual, with lots of responses from her.

I told her that a man had raped an unconscious woman, and that he still didn’t seem to think he’d done anything wrong except drink too much, and that the judge had decided he shouldn’t be punished too much because that would have a negative effect on his future, and that a lot of people were saying it was the woman’s fault for being unconscious. I reminded her of the statistic that approximately 1 out of 6 women will be sexually assaulted, and that it’s likely that number is wayyyyyyy too low because of how many assaults go unreported, and that the majority of sexual assaults are done by a man the woman knows (which contributes to under-reporting and feelings of self-blame). I hope I adequately covered how very Not Your Fault a sexual assault is (even if you liked the guy, even if you were flirting, even if you were drinking, even if you were wearing sexy clothes, even if you participated willingly with other physical things, even if he’s your boyfriend, and so on), but we will return to that subject again and again over the years.

I told her that it was sickening and crappy that she would need to be taught how to decrease her odds of being raped, but that here we were. I mentioned the thing about teaching your sons not to be rapists, but that this situation in the news was not helpful, and she agreed. We talked about using the buddy system, and not letting your drink go unattended, and keeping an eye out for other women—strangers as well as friends. I told her about that other story that’s been in the news, about the women who were eating in a restaurant and saw a man put something in another woman’s drink, and they told the woman and also the waiter and also the police. This is the kind of thing we can do to help each other. Or if you see a girl at a party, and she seems drunk and you see guys circling her as if she is prey, you can help her back to her dorm/apartment or into a taxi or WHATEVER. If she won’t leave, you can go stand next to her. You can get some of your good guy friends involved. You can call campus security to help you. We also touched upon the topic of rape kits.

That was around the time the car ride ended, so I’ve left it there for now.

All of the talk about how reporting a supervisor’s behavior can pay off later even if it seems as if it goes nowhere at the time (for example, if another employee mentions the same problem later, their complaint may be taken more seriously because of the previous complaint) has reminded me of a satisfying story from earlier in my working life.

I was in my very early twenties, working for a plant nursery. I was taken on as a general-helper employee who could be sent to help with any task that needed it that day, and I did very well. In a job that pays minimum wage with no benefits, an employee only has to show up reliably and not slack off to “do very well,” but also I was cheerful, and interested in what I was doing, and I did well at the work itself, and I was soon a preferred/requested helper for tasks. In less than the usual amount of time (which probably contributed to the problems I’m about to describe), I was promoted and assigned to a particular greenhouse, which meant being responsible for more of my own workday: more figuring out what needed to be done, rather than waiting to be told what to do.

The trouble was, there was another employee assigned part-time to the same greenhouse where I was working full-time. And Doris and I turned out not to be a good fit. It seemed to me that the problem was entirely HER, but of course it WOULD feel that way to me. But I was coming in to work and doing a good job, and she was constantly pecking at me and criticizing me. It felt territorial: I was on her turf and she didn’t like it. But it was hard to tell for sure if that was what was going on, because surely MANY people doing a bad job feel as if they’re doing a good job. Maybe I WAS doing a bad job, and just didn’t have the experience yet to know it? A lot of the tasks were judgment-call tasks (“Does this plant need water or is it okay for another day?,” for example, or “Should these be transferred to bigger pots this week or wait until next week?”) rather than clear tasks (“This must be done every Tuesday,” for example), so maybe I was regularly making poor judgment calls and couldn’t tell. But as month after month went by, and I was promoted again, and the supervisor kept checking and praising my work, and as I gained more and more experience until I no longer felt as if I were in the learning phase of the job, it was harder and harder to feel as if the problem was with me.

An example. One of my jobs was to figure out each morning which plants in the greenhouse needed watering. If I watered them, Doris would tell me they shouldn’t have been watered, and she would tell me the information on over-watering I’d already been told many, many times. If I didn’t water them, or hadn’t watered them YET, she would draw my attention to them needing water, and alert me to all the same old information about under-watering. She would say it as if it was my first day: “See how if you stick your finger into the soil it feels dry?” But it was still hard to figure out, because what if I WAS IN FACT making the wrong decision each day? The only hard clue that my impressions may have been correct: one day I didn’t water a section of plants, and she said I should have watered them; so I watered them, and later that SAME DAY she came and told me I shouldn’t have watered them. Still, I was not sure if I was just being too sensitive, especially because she periodically informed me that I was “the sensitive type.” (In general, by the way, I have found that when someone likes to tell you who you are, it is not a good sign.)

Other little clues that something was amiss: the previous person in my position, a mellow/chill/easygoing woman, had left in large part because she hadn’t wanted to work with Doris anymore; Doris frequently complained that her grown daughters thought she was being pushy/interfering/bossy when she was just trying to help / would always be their mother.

I tried to deal with it myself. I had already tried listening to her and taking her advice and so forth: when I was newer to the job, I had followed her instructions completely. But when I had gone way beyond learning every single thing that needed to be done (and it was not super-complicated stuff) and she was still treating me exactly like a new hire, I started speaking up. I tried jokey responses and firm responses and respectful responses and THANK YOU I’VE GOT IT responses, but nothing worked. She would follow me around, or go behind me checking my work—and neither of those things were her job to do. She was not in charge of me or my work. And I was not yet comfortable enough (especially with our age gap) to say, “Doris, you are not in charge of my work.”

Finally I went to my immediate supervisor about it. I was calm, but my basic message was that this arrangement was not working out either for Doris or for me, and maybe I should be placed in a different greenhouse. That is when I learned that my co-worker had repeatedly gone to our immediate supervisor about me. It was not pleasing. But what WAS pleasing is that because of my co-worker’s complaints, my supervisor had been keeping a close eye on my work—and she said I WAS doing it right. In fact, she said I was doing too good a job for her to want to move me to another greenhouse: she wanted me to stay where I was. This was gratifying at the time, and less gratifying looking back on it: it was a “sorry, no, this is better/easier for us even though it sucks for you,” couched as if it were praise. My supervisor suggested I let the criticisms roll off me, and not worry about it.

Time went by and the situation escalated to the point where I felt like I was going crazy. I KNEW I was doing the job right, but she was continually telling me I was doing it wrong. It didn’t seem to matter how I responded. And in between criticisms, she was being confusingly nice. I felt like I’d get all happy and “Hey, this is WORKING now!” and then she’d sucker-punch me with a smile on her face. She’d “encourage” me by saying not to worry, I’d figure the work out eventually. I kept thinking I must be imagining things, or being too sensitive, or doing it wrong, or SOMETHING. I had a regularly-scheduled review with my supervisor’s supervisor; she’d been filled in by my immediate supervisor on what was happening, so I told her the situation was continuing. She re-asserted that I WAS doing a good job, and that she would address the issue again with the co-worker.

The day came when I was doing my work, my I’m-pretty-sure-it-was-GOOD work, and the co-worker was standing over me ranting that she didn’t UNDERSTAND why I wouldn’t LISTEN to her; that SHE had listened to HER superiors when SHE first started, and so on. I couldn’t even respond anymore. I HAD listened to her when I “first started,” and had CONTINUED listening to her, but now I was WELL AND FULLY TRAINED, and in fact WELL BEYOND well and fully trained, and she was criticizing no matter WHAT I did, and she was NOT IN CHARGE OF ME. She had told me a thousand times that I was doing a Very Simple Task TOTALLY WRONG, and now was condescendingly re-explaining the absolutely clear reasons for how to do things the way I was already doing them. Tears were running down my face and I was just so discouraged I couldn’t even answer her or look at her anymore. I went to the office, told them I was sick and needed to go home. That night I came back after everyone was gone, and left a letter explaining why I was not coming back. I said I knew I should be giving notice, and I was sorry that they were being punished for this situation by having to scramble to find someone to do my work, but that I had let it go on longer than I should have and at this point couldn’t stand even one more minute. I described the scene that had been the final straw as well as summarizing what had happened over the past year.

I had a good relationship with another co-worker, Beth, and she stopped by my apartment after work the next day, all like “DUDE.” She said that she had asked my supervisor what HAPPENED, why Swistle had quit, and my supervisor, my nice, chill, zero-gossip, nothing-bad-to-say-about-anyone supervisor had replied: “Doris rode her back until she fled.” I still CHERISH those words. Rode her back. Until she fled. It shows that although my supervisor couldn’t/wouldn’t figure out how to fix the situation, she SAW it and BELIEVED me.

A second very satisfying thing happened a few months later. Beth told me they’d put someone else in that greenhouse in my place. This time they chose someone quite a bit older (Doris was older) and also someone significantly less sensitive and non-confrontational: a matter-of-fact, no-nonsense, confident employee with lots of experience, who also was friends with the owners. After a couple of weeks, that person came into the office and said, “Doris is impossible to work with” and explained why, saying the same things I’d said, with “relentlessly, unreasonably critical” topping the list and “won’t get off my back” following as a close second. AND THE COMPANY ASKED DORIS TO QUIT RATHER THAN BE FIRED. AND DORIS DID.

Really, I am not sure anything so satisfying has ever happened to me. It’s too bad they didn’t ask her to leave when she was tormenting me—but I wasn’t going to be staying there long anyway, so it actually worked out better the way it happened.

And also, it doesn’t in the end feel good to think of her being asked to leave. I mean, it sort of does, of course. Affirmation! Consequences! Justice! But imagining a woman in her late sixties being asked to leave a job she loved and was good at—well, it is too bad she couldn’t have been moved to a greenhouse where she could have been the only one in charge. Looking back on it, she is reminding me of a cat who can’t live with other cats: they can be GREAT cats, but only as an ONLY cat. Doris had serious problems working with others, but I believe she would have been a great worker as an only cat. A supervisor who could have made that happen would have kept two good employees.

I got a reply to the letter I wrote to my supervisor’s boss.

Good things about the reply:

1. It did not make me regret writing my letter.

2. It was respectful and nice, if perhaps written using a template from A Quick Guide to Management. Thank employee for raising concern. Assure employee that input is valuable and appreciated. Give indication that concern has been heard. Thank employee again for raising concern. Sign off and say, “Whew, THAT’S taken care of!”

3. It was an email, not a phone call.

4. It did not make me think, “Welp, that’s it, now I HAVE to quit” OR make me hunt for gifs of burning things to the ground.

5. It did not contain fuel for ragey mental arguments in the days/months/years to come.

6. It was not instead an email from the supervisor, saying “Boss forwarded your concerns to me.” (This was my lying-awake nightmare.)

Less-good things about the reply:

1. It did not sound at all like any of the fantasies I had where the boss would be appalled, APPALLED, at the treatment of his staff by this supervisor, and perhaps the reply would be followed by a company-wide apology from the supervisor. Paul reminds me that this would never, ever, ever happen. I know, I KNOW, obviously I DO know, there is no need even to agree with Paul because I TOO agree with Paul—but still. There is that little deflated feeling when the scene ends up playing out in an ordinary way, devoid of triumphant swelling music.

2. It did not sound as if anything will be changing as a result of my letter, or that the boss thought the concerns I raised were anything to get all het up about.

I AM glad I wrote my letter. One of my biggest concerns was that this would be one of those things that would seem like a really great idea beforehand, but silly and/or melodramatic after the fall-out (or even “as soon as I pressed send”). A gentle slump onto the side of “Eh, that was surprisingly uneventful” is VASTLY PREFERABLE to an exciting plummet into “WHAT WAS I THINKING??? DID I THINK I WAS IN A JULIA ROBERTS MOVIE OR WHAT???”

And Paul thinks it is highly possible that the boss WILL speak to the supervisor, even if what the boss is saying is “Employees are getting upset for some reason, so could you change the perfectly-acceptable way you do X” instead of “You are mean and unfair so could you stop, and also I was thinking we should hire Swistle as a consultant, she’ll basically be your boss, just send all staff communications through her from now on so she can edit them to sound as if a reasonable human being wrote them to other reasonable human beings.”

I dreamed last night that I was in a building that was on fire but I kept not leaving. I kept thinking, “I need to get out RIGHT NOW,” and then I’d get distracted by trying to find the cat, or trying to figure out if I should bring anything with me, or trying to put on pants. It went from “I know the house is on fire but I see no evidence of it yet” to “I feel the heat and hear the crackling and smell the smoke and the floor is feeling as if maybe half of it has been eaten away by flames,” and STILL I didn’t leave. I feel as if I could make a good allegory with that.

It’s been a week since a supervisor sent out a pretty bad email, and I am still thrown for a loop by it. I wish I were more the “roll my eyes and go on doing what I know is a good job” type, but I am NOT.

Anyway, my degree is in business management / HR, so I tried to think of this from the other side of things. It went like this:

1. Should supervisors speak to employees this way?

2. Should anything be done about it, if they do?

3. If something should be done about it, what should that something be?

The answer to the first question in this case is just no, they should not speak to employees this way: the email was scornful and unfair.

The answer to the second question is harder: it really depends on how serious, how frequent, what the rest of the supervisor’s behavior looks like, etc. Insufficient information to make a call on this one.

The answer to the third is what interested me most. I’d been thinking that if someone said something to me and I didn’t like it, the correct thing was to go to that person and talk to them about it. Which, duh, I would rather stand in a burning house trying to put on pants. But then I realized that is what you do in PERSONAL relationships. In WORK relationships, that is not always the answer.

Some work relationships are between co-workers of equal rank, but in many work relationships there is a considerable imbalance of power and authority. If a person of higher rank has a problem with a person of lower rank, they have the power and authority to ask the person of lower rank to change. When it’s the other way around, that when there’s a problem—especially if the lower-ranked person fears the consequences of criticizing someone who has input over their schedule, pay, work load, evaluations, reputation with upper management, entire work environment, etc.

This is why there is a different system in place for dealing with a supervisor’s bad behavior: the correct thing in many of those cases is for the employee to go to the SUPERVISOR’S supervisor. This accomplishes many good things:

1. It means there can first be confirmation that the behavior WAS out of line with company standards, removing the “Wait, IS this a thing?” element, and making sure the criticism of the supervisor’s behavior is fair. Like, let’s say an employee got all upset because the supervisor said nicely that they had to stop coming in half an hour late all the time.

2. It means that if the supervisor’s behavior does need to be criticized/corrected, the criticism/correction can be done by someone of higher rank than they are.

3. It means the entire thing is on record with the company, which should make retaliation more difficult.

As soon as I realized all of this, I stopped having trouble figuring out how to write the email. It went from “Wah, wah, I don’t like it when you talk to me like that / Wah, wah, that’s not FAIR, I didn’t do anything wrong!!” (letter from me to supervisor) to “I would like to bring something to your attention and let you decide if and how you would like to handle it” (letter from me to supervisor’s boss who is also my boss).

The next question was whether to actually send it. There is the matter of COULD a person complain, and then there is the matter of is THIS one of fights I want to fight. I’m not going to send a letter every single time anyone does anything I think was wrong—so is THIS one of the very, very few letters I want to write?

I went for yes. In this case, the email from the supervisor significantly sapped my loyalty to the company and my willingness to take extra shifts; it also made me feel falsely accused and inappropriately punished. This is presumably not the effect my boss’s boss would hope for. Possibly I am the only employee who had that reaction, while everyone else rolled their eyes and got on with their days, but possibly NOT. If other employees feel as I do, this is a serious issue and worth a letter.

Furthermore, I am only willing to be spoken to in this way by a supervisor a very limited number of times before I quit, so it does not feel like a waste of a letter: if I wrote one letter for each time I was willing to be spoken to this way, I would end up quitting before I ran out of my limited allotment of letters.

I am in a rare position: I don’t need the money from this job (I WANT it for the kids’ braces and college, but it’s not the groceries/rent income), and I can easily find another job, and we’d be fine during the time of acquiring that new job and waiting for the first paycheck from it. My personal risk is low: if the response from the supervisor’s supervisor is terrible, or there are other unpleasant consequences of my letter, I can think, “Whew! How nice to have it made so clear that quitting this terrible company is the right thing to do!” Many of my co-workers are not in that position AT ALL: if THEY complain, their personal risk is very high.

Without putting on a cape or whatever (although…is that an option?), this is a job for Swistle: I can afford the risk, and I can write a business letter. I sent it yesterday morning. Now we play the “flinching every time I hear the new-email sound” game. Oh no, I just thought of something: what if the supervisor’s boss CALLS me??

I finished the somewhat-disturbing-somewhat-upsetting-but-pulls-me-back-to-it book I mentioned in this post, and I am ready to recommend it, right before I start reading it again right from the beginning:

(image from Amazon.com)

Mr. Splitfoot, by Samantha Hunt. When I got to the last part I had to go into my room and shut the door, partly because I could not STAND to be interrupted even ONE MORE TIME by the family I was beginning to regret having, and partly because I wanted to be able to cry without being teased.

I was looking for a wedding registry, and an old one came up for a different person with the same name. On it were his-and-her bicycles, a video game system, a $500 DVD player, video games and DVDs, exercise equipment, and a $2,000 gift card. Literally, they specified that the gift card should be for $2,000. I love registries, and I love choosing what to buy (one big thing or several smaller things? the pretty bowls or the pretty towels? something fancy or something useful?)—but let me tell you, that one would have been a toughie.

The company I work for recently sent out two emails to all caregivers. In two fell swoops, those emails demolished my last remaining feelings of loyalty. This is not a company I want to work for. They are icky. Paul says any other company offering entry-level work would be just as bad, but if that’s the case I’d rather find something that’s just as bad but without the constant calls to fill shifts.

The decision now is how to proceed. Because even though my intention is to leave the company rather than to try to get them to stop being unfair and stupid, I still don’t want to leave either of my two main clients. One of them I could leave with very little discomfort for either of us, but I’m happy and comfortable working for him now, so I’d prefer not to leave if I’m going to be working for the other client anyway. The other client, I feel like I CAN’T leave. I know I literally could, but it would be so, so, so much better, for me and for her, if it didn’t have to happen.

If I could have things exactly as I wanted them, this is how I’d want them:

1. I’d continue with my usual schedule, with just these two clients.

2. I’d be called to fill shifts ONLY for these two clients, no other clients.

3. I’d be taken off the texting list, so I’d no longer have to pay per text to receive multiple bulk-sent texts per day asking for people to “step up” and take shifts.

4. When my favorite client no longer needs me, I’d leave.

5. The knowledge that I am staying only for the clients and not for the company, and only until the clients no longer need me, would free my mind to stop having mental arguments about everything my supervisors are doing wrong. The dramatic decrease in one of my least favorite parts of the job (getting continually asked to work extra shifts) would dramatically increase my job satisfaction levels / decrease my stress levels.

6. All of this would be accomplished with no explanations or confrontations or discussions.

I can have the first four, I believe. The fifth one is a hope, but we won’t know until we try. The sixth is the one I can’t have. If I want them to stop calling me and stop sending me to new clients, I have to tell them so.

Whenever I turn my mind to the issue, my first thought is, “This is not even hard: all I have to do is explain it and tell them those first four things. Ta da!” But then I start to try to write the email, and I get stuck. It only seems easy until I try to write the next word after “Dear Supervisor,”.

There are so many options for how much and what kind of WHY, and so many options for how to say it. I could go with an “It’s not you, it’s me” explanation, but that’s so unsatisfying. On the other hand, it kind of IS me, insofar as “I can see other people are willing/forced to put up with something I hate, but I am not” is “me”.

I could go with a mild “It’s you, and here is why” explanation, but I believe in this case, with the particular people involved, this would lead to further pointless and frustrating discussions. Like when you’re trying to break up with someone and they keep wanting to discuss it, acting as if they just want to understand / fix things, but actually wanting to demonstrate how reasonable/easy they are, and to explain to you why you’re wrong about everything and there’s clearly something wrong with you.

I could hit reply on one of the recent awful emails, and start with “I have recently come to a decision about…,” without referring to the email itself, but letting the implication stand.

I could leave it as explanation-free as possible, basically saying the four things that I want, not saying why, and saying I hope this will work for them. It’s still hard to figure out the first word after the salutation. …Actually, what if I started just as I started here: “If I could have things exactly as I wanted them, this is how I’d want them”? And then edited the four items to be more neutral (removing the reference to how much I hate the term “step up,” for example), but left them in a list just like that? I also might want to edit #4, so that I’m not promising to stay even if this goes on for years and years and other circumstances change. Hm. That has potential.

There is also the option of NOT telling them. I could just keep saying no to all other clients (“Oh, no thanks—I’m really happy with my schedule right now”), and volunteering to take fill-in shifts with these two clients. This would give me #1, half of #2, #4, possibly I’d still get part of #5, and #6.

I accidentally signed up for five extra shifts this week. I mean, I signed up for each one on purpose, but in each case I short-sightedly peered at the day itself on the calendar and thought, “Yes, I could do that.” And I am not even pretending that I am as work-busy as people who work this many hours (or TWICE this many hours) EVERY week, but it is a startling change to my routine and the days are just flying by and I am not getting much else done and I am feeling fretful and frazzled.

Well! The kids are not up yet, and I have coffee, and I am not not not going to reach into the open bag of peanut M&Ms on my desk, and let’s see what there is to say.

I am reading a book that is kind of disturbing and kind of upsetting but also pulllls me back to it, and that is one of the best things in a book. A lot is going to depend on the ending, but right now it is a book success. This comes on the heels of two book failures in a row. First I tried this one (I am linking, but I don’t want to lure the author here to read something negative), and I kept feeling as if I OUGHT to like it, and I DID kind of like it, and yet I didn’t want to go back to it, and eventually I was like, “I do not have to keep reading this: I can just SAMPLE it, as I did, and then send it back to the library.” Then I tried this one, and after awhile I was thinking, “Haven’t we learned our lesson by now, that we NEVER end up happy after reading books about young boys coming of age via inappropriate relationships with older women and acts of dangerous stupidity with other boys?” “We” in this case being the royal we. Many others certainly love this sort of book, considering how many there are.

I was so glad for all the advice on the post about our difficult new cat. I feel as if we are making progress with her, but on the other hand yesterday there were like three or four big snarling spitting rolling attacks, so maybe I am imagining it. But there was ALSO a time when one of the boy cats walked past her and she was alert but did not attack, and he did not provoke her predator instincts by hissing and darting away. And we’re shutting her in another room while we feed the boys, and they are getting used to this, so that when I close a door and then call them, sometimes they don’t have to be dragged to the food but instead trot right up.

I LOVED the suggestions on the best chocolate to buy from a store! I am planning a gradual tour-of-eating through ALL of them. What I chose for the recipient in question was a bag of Lindt raspberry truffles (I remembered AFTER posting that I DID know she liked raspberry flavoring in general) and a three-pack of Ferrero Rocher hazelnut chocolates (one of my own favorites, which I’d mentioned to her recently and she’d never tried).

Coffee is gone, kids are getting up, more another time!

We have a new cat, a 3-year-old female. We’ve had her for just over three weeks. She is simultaneously the worst cat ever and the best cat ever.

I will start with best, despite the word order of the previous sentence. She sits on everyone’s laps, even the little kids’ laps. She is super affectionate with people. She sleeps on beds at night. She cuddles with Edward when he’s lying on the couch feeling dicey. She purrs and does squeeze-eyes of love. I have never known such a lovebug of a cat.

But the worst: she chases the two other cats. We live in one of those raised-ranch-style houses where the main floor of the house is the upstairs; she no longer allows the boy cats upstairs. She will sit at the top of the stairs to make sure they don’t come up. If she catches them up here, she will attack them ferociously. Sometimes she will go downstairs and chase them around and attack them there, too. They are spending their days hiding under the beds or among the storage boxes. I count myself very lucky that the litter box is downstairs and that they have not yet stopped using it.

She is also MAD JEALOUS. Many of the attacks have occurred when she sees someone reaching down to pet one of the other cats.

We first tried using a spritz-bottle filled with water, and spritzing her when she attacks. But she does not seem to care much about that, or at least it only seems to reduce the duration of the attack, not the number of attacks or the time between attacks. We’ve tried Feliway, the spritz kind and the plug-in kind—but we’re in a windows-open season, so I’m not sure those are getting a fair chance to work. We’ve tried various “Look, everything is FINE, just FINE!” approaches, such as putting her in the same room with another cat, and assigning people to pet and reassure and feed both cats at the same time.

At this point we have to feed them separately: the boy cats are losing weight because she won’t let them at the food dishes, and she is gaining weight because she is eating all three bowls of food herself. So now we feed her; then we shut her into a bedroom and coax the other cats out to eat.

When we took her home, I told the shelter and the children that if she made life miserable for the other cats, she would have to go back to the shelter. But at this point, that would be a devastating decision: the children lovvvvvvvvvve her like they’ve loved no other cat, in part because SHE loves THEM. I know it’s possible to return her, but it FEELS unthinkable. So if you have any experience with this and know of anything that can help the cats get along, I would love to hear it. This is the kind of thing where of course I can search it online, but there are one million articles saying one million things, and I’d like to cut directly to the personal experiences of people I know.

I dreamed last night that my Twitter options gave me only one possible action for relating to other Twitter users, and it was “cuddle.” No “reply,” no “retweet,” no “message,” no “block,” no “mute”—just “cuddle.”

I recommend this book:

(image from Amazon.com)

How to Weep in Public: Feeble Offerings on Depression from One Who Knows, by Jacqueline Novak. I have been having trouble lately with sad/despairing moods, and this book made me laugh.