
Quoting
tex11
The fact the company is anti-union is not relevant to your husband's situation, if he is a manager and not a union member.
First thing is to review the terms of the relocation package he presumably signed.
Next is to DOCUMENT the hours he is actually working.
Then at some point your husband needs to consider pushing back. No one can MAKE him work 65 hours a week, although 50+ hours a week for exempt employees is not outside the norm (and is expected) in many large companies, especially for low to mid level management. So somewhere over 50 hours he may need to start drawing a line. Which may start at "hey, gotta take care of kids school or doctor or whatever at this time so need to come in a little late (or leave at a little early)", and document it via email and stand to it. Or "I can't be in earlier than this every day or leave later than that because of my responsibility to my children with "special needs"", with emphasis on that.
In most large companies working a huge amount of hours boils down to a choice, which though may be career limiting, is for some people sanity and marriage saving. So while his reviews may suggest he is not being a team player, if he intends to move on to other things, that may not matter so much. And if they choose to let him go for not being able to work 60+ hours a week, it is unlikely they will push for reimbursement of the relocation package. But with that much vested in him, letting him go for cutting back on an overload of hours will not likely get him fired if the hours he does work is exemplary.