Reply to Just wrote our org’s paid leave policy

Forum Index » Expectant and Postpartum Moms

Reply to "Just wrote our org’s paid leave policy"

Subject:

Emoticons





More smilies

Text Color: Font: Close Marks

[quote=Anonymous][quote=Anonymous]I'd have two considerations to add one regarding teleworking and a second regarding guarantee.

What do you do with teleworking? When I was managing several departments I would get requests for teleworking and part time teleworking after disability benefits ran out. We did it as a case by case basis depending in the job, projects and duties. It worked for very well for the programmers and it was easy to asses whether they submitted their code on time and whether it worked. However, several wanted to keep teleworking 100% which would not work because while missing the in person interaction with colleagues and mentoring for several months was OK the entire group did not work well if everyone was teleworking 100%. It also did not work well for employees who were in positions that had some face time activities even with video conferencing. These employees would be upset that one group got to telework full time for several months while they did not.

For small businesses, profitability is often a problem with outstanding liabilities. Smaller businesses have a harder time quantifying the cost of longer paid parental leave policies. Hiring a contractor to cover parental leave is often far more expensive than the salary savings from the disability. If others simply pick up the work then there is opportunity cost in what things those individuals are not doing. If the work just slows down that is also opportunity cost. A generous parental leave policy can help a small business recruit and train talent. If the company is doing well and doesn't really track costs closely then it can quickly get into a point later on when profits are down in needing to reverse policy fast. Does your policy convey any guarantees or is subject to change on an annual basis?[/quote]

The latter point is tough, and we have ratios in place designed to be able to support work assuming that at any given time a staff member may be out or overextended. (E.g., if the work normally needs 6 people, we hire 7.) That gives us room for there to be more proactive, strategic planning at down times, and enough staffing during times of leave. But if multiple employees were on leave, we'd need a contractor.

Re: teleworking, our entire office is telework. We might at some point in the future have to have an explicit policy regarding child care requirements if there is abuse of working from home while attempting to provide child care, but it hasn't been an issue.[/quote]

Options

	Disable HTML in this message
	Disable BB Code in this message
	Disable smilies in this message

Review message

Search Recent Topics Hottest Topics