What is your non-FMLA required company/nonprofit's family leave policy?

[Anonymous]

If you're not a fed or subject to FMLA, what is your company/org's family leave policy?
I work for a small health nonprofit and have been appalled by what we offer.

[Anonymous]

I had to write my own and then negotiate. Got six weeks paid and a gradual phase in back to full time, splitting my full time hours to have more work from home than before.

[Anonymous]

I don't think my office is technically required to follow FMLA, because we only have 35 employees at my site (but have another site with more employees 100 miles away). We still follow FMLA for unpaid leave but don't offer much for paid family leave. You use your sick and vacation time, and then go unpaid if you have to beyond that. I was a fed before working at this noprofit so it seems normal to me at this point. But unlike feds, we can't even accrue unlimited sick leave--I believe we can carry over a month or 6 weeks. So no one can cover a maternity leave in sick leave only, even if they have many years of service.

[Anonymous]

Use up your vacation. They still allow us up to 12 weeks, but unpaid after vacation runs out.

[Anonymous]

Small non-profit, voluntarily follows FMLA (so, up to 12 weeks of unpaid leave).

[Anonymous]

12 weeks. We have an STD policy, and you can use PTO. Or you take it unpaid.

[Anonymous]

Anonymous wrote:Small non-profit, voluntarily follows FMLA (so, up to 12 weeks of unpaid leave).

Same here although we do offer an additional two weeks of paid family leave plus disability insurance.

[Anonymous]

Small, private employer. No FMLA or short term disability. We get 5 days of PTO (sick or vacation) per year plus the federal holidays.

[Anonymous]

Anonymous wrote:I had to write my own and then negotiate. Got six weeks paid and a gradual phase in back to full time, splitting my full time hours to have more work from home than before.

How did you make the case for this? (especially the 6 weeks paid part) I'm assuming you were able to point to some examples from other places?

[Anonymous]

Large (500 staff) nonprofit -

offers STD only - in lieu of an actual maternity pay. That's after a two week waiting period.

follows DC law which allows up to 16 weeks medical PLUS up to 16 weeks family leave for a total of 32 weeks UNPAID.

I took 22 weeks for both my kids, 16 weeks family leave plus 6 weeks medical (vaginal birth). The six weeks medical was covered by the STD, after the two week waiting period, for four weeks at 75 percent. Whoopee-do.

[Anonymous]

We have 4 employees. I have had 2 kids at my job. I was allowed to use 12 weeks of unpaid leave. I used vacation so that 2 weeks was paid. I had short term disability insurance which paid the equivalent of another 2 weeks of leave. That was it!

[Anonymous]

Anonymous wrote:Small, private employer. No FMLA or short term disability. We get 5 days of PTO (sick or vacation) per year plus the federal holidays.

5 days of PTO for an entire year is appalling.

[Anonymous]

Small nonprofit and our leave policy is 12 weeks, six paid by the organization and the other six can be a combination of unpaid, vacation, STD, or sick leave. We get 5 sick days per year with no limit on the accrual. Same policy covers both maternity and paternity leave, and it's likely to be expanded to 16 weeks in the near future to be in line with general DC law even though we're under 20 employees. (Several staff in the past few years have negotiated 16 weeks of leave for births/adoption so it won't really be a significant change anyway.) Seems ok but not great, but then the US overall is absolutely ridiculous with this kind of stuff.

[Anonymous]

Small for-profit firm: voluntarily follow FMLA for job protection, offer 6 (normal birth) to 8 (C-section) STD for those who give birth (1 week waiting period) and 4 weeks of paid parental leave for either parent

For moms who give birth = 9-11 paid weeks + vacation
For other parents = just the 4 weeks + vacation

[Anonymous]

OP here. Thank you everyone for sharing. I am currently trying to research other organizations (especially smaller nonprofits or companies that tout their progressiveness/family-friendliness) to make a case for changing my organization's current family leave policy to include paid leave for both mothers and fathers. If anyone is willing to share company/org names or point me to publicly available info on this, I would really appreciate it. I've created an email account if you would like to send an email too. [e-mail]