Comprehensive Parental Leave Policy

Nurturing Your Family's Future While Growing With Us

Duration and Types of Parental Leave

• For Birthing Parents:
  • Vaginal Birth: 6 months of fully paid leave.
  • C-Section Birth: 7 months of fully paid leave, acknowledging the additional recovery time needed.
• For Non-Birthing Parents:
  • 4 months of fully paid leave, irrespective of the birth method, to support family bonding and caregiving.
• Special Circumstances:
  • Adoption or surrogacy: 6 months of fully paid leave to support bonding with the child.
  • Complications: Additional 2 months leave with full pay in case of any medical complications.

Options for Extending your Leave

• If you have accrued PTO, you are able to combine your maternity leave with up to two weeks of PTO (paid time off) to extend your paternity/maternity leave. 
• If you do not have accrued PTO but wish to extend your maternity/paternity leave you may take a maximum of 2 weeks unpaid time off. 
• We do not support extending maternity/paternity leave beyond an additional two weeks, except for unforeseen circumstances that might require additional time off. If this happens, please reach out to HR directly with the exemption request. 

Insurance and Benefits During Leave

• Third-Party Insurance Providers:
  • Partnered with “FamilyCare Insurance” and “NewLife Health” for extended healthcare benefits during parental leave.
• Benefits Coverage:
  • Full continuation of health, dental, and vision insurance.
  • Access to mental health support and wellness programs.

Filing for Parental Leave

• State Filing Procedures:
  • Assistance provided for filing through the state's Family Leave Insurance program, including help with form completion and submission.
• Company Filing Procedures:
  • Online portal for easy leave application submission at least 3 months prior to the expected leave date.
  • Dedicated HR support for any assistance required during the application process.

Financial Aspects of Parental Leave

• Paycheck Distribution:
  • Regular monthly salary payments, with the option for early disbursement of up to two months' pay for preparatory expenses.
• Additional Financial Support:
  • One-time 'New Parent' bonus of $2000 to assist with initial childcare expenses.

Internal Notification and Coordination

• Notifying Team Members:
  • Recommended to inform direct managers at least 4 months prior to the leave.
  • Automated email notification system to inform relevant team members.
• Transition Plan:
  • HR facilitated handover meetings to ensure smooth transition of responsibilities.
• Contact Point During Leave:
  • Designated HR representative for any queries during the leave period.

Paperwork and Formalities

• Timeline for Paperwork:
  • Initiate paperwork process 4 months prior to the expected leave date.
• Required Documents:
  • Standard state forms, medical certification for birth, and company-specific leave request forms.

Returning to Work

• Transition Back to Work:
  • Phased return-to-work program allowing gradual increase in work hours over a month.
• Flexible Work Options:
  • Options for remote work or reduced hours for up to 6 months post-return.

Additional Support and Resources

• Parental Support Programs:
  • Access to 'New Parents' groups, parenting workshops, and counseling services.
• Legal Rights and Protections:
  • Guaranteed job protection and position equivalence upon return, in line with FMLA regulations.

Conclusion

• Reaffirming Support:
  • The company’s dedication to supporting employees’ family needs, with an open-door policy for any additional support or adjustments needed.

This generous parental leave policy reflects a strong commitment to employee wellbeing and work-life balance, particularly during the crucial phase of new parenthood.