Reply to Just wrote our org’s paid leave policy

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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]* Gender-neutral paid leave for new parents of new children (includes biological, adopted and foster)
* Six months total: 3 months fully paid, 3 months of partially paid leave or return to work for 3 months part-time with full-time pay
* Same for medical leave
* 1 month caregiving leave

We’re a small org (less than 50 people), but they’re very serious about diversifying their staff and especially leadership and I told them
this is how you do it.[/quote]

As a parent of a kid with a life threatening illness, it seems hugely unfair that you get 4.5 months for having a healthy baby, and 1 month if your child is diagnosed with cancer.  [/quote]

[b]As a small business employer, I once gave 16-weeks paid maternity leave but stopped when I had several employees quit after taking paid leave.[/b]  However, I have a liberal paid-leave policy for employees with seriously ill children, or close family members.   Pregnancy is a choice whereas a child with cancer is not.  Not a single one of these has ever quit or taken advantage of this policy.[/quote]

My company solved this issue by making the amount of paid parental leave dependent on the number of years worked and conditional upon returning to work for at least one year post parental leave. If the employee quit immediately after parental leave or was terminated before the one year, then they would have to pay back the cost of the leave. This way the cost of paid parental leave is spread out and the risk is substantially lower.

Btw, my relatively small company has never had anyone take advantage of paid parental leave. It's only benefited loyal employees who already worked there for a couple years before having children. And all of them continued to work there for years after returning from leave.

Pregnancy is a choice but it's a choice that the overwhelmingly majority of people will make. Also, as a society, I don't think that we make it harder for people to become parents. Parental leave (paid and unpaid) should be considered a part of operating costs. The proper response to abuses is not end parental leave but to structure it in a way that costs/risks are minimized. [/quote]

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