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Good or bad time to head out on parental leave?
I have been reading a few articles talking about how FAANG isn’t as lavish as it used to be. My first question is if that is true? If it is true, my second question is what companies out there have the pay, benefits, and perks like FAANG? My last question is if it is as difficult to get into those companies? Facebook (Meta) Amazon Apple Netflix Google
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That’s why we have family leave. Not just for parents but can be used to care for ailing family member
I’ve heard this argument before and I find it pretty stupid. It’s like saying you should get bereavement regardless of someone close to you passing
You’re the one who made the argument that paternity leave wasn’t fair. You also called out everyone for not making an argument based on fairness. In addition you proposed that we should find an equitable solution.
The only fully equitable solution is to have no leave. How is that premise odd in the least? I would argue that it is an asinine solution but it is truly equitable.
A scenario in which a person who has not taken maternity/paternity leave in a given time period is actually acceptable to me but it is not parity. I am OK with that. You have not actually addressed what would happen with back-to-back pregnancies. You are OK with limiting paternity leave in such a scenario? That seems a bit aberrant to me.
Regardless, I only started this because you came off to me as an ass in your early posts. It is time for me to do something more productive like sleep. Thanks for the discussion and best to everyone.
Back in my 20s when I was single and charging hard at work, I had co workers who had to leave work early or work from home to take care of their sick kids. I thought it was unfair. But back then I thought it seemed right to take time off to care for a newborn with or without full paid time off (after pto is fully taped). Being a parent to a newborn would be rough Looking back now in my 40s with three young kids, I would trade working more Hours or regular days and not have to deal with kid issues like sickness, drs appt, early dismal, mandatory school events, etc.
One simple rationale to reason of parental leave is that we need to procreate so we can have kids grow up who can enter the workforce or the firm to pay for your partner pension and society social security program
D2 is a douche.
He, too, has a way of accessing this leave, even if by adoption at many firms.
Simpler answer: it is a major family life event and the newborn needs to get off to a good start, including bonding with the parents. And the father may need to help the mother if it was a rough pregnancy and/or birth.
PwC2 false equivalency. Everyone doesn't have discretionary leave that lasts as long as parental leave.
A2 poor analogy. Having a child in most cases is a decision. Spending PTO on a stressful decision doesn't change the fact that it is paid leave others don't get.
“We take care of all of our people, even whiny pansies like yourself....oh, and it’s the law."
For the record I don't care about leave.
But... Values != Fair
Try again.
That person should realize the spawn of high-earning, working people are likely to pay higher taxes over the span of their careers. Those taxes will pay for your coworker’s healthcare, infrastructure, protection and other government services when he or she retires. For his or her own benefit, your coworker should support birth of other people’s children who will likely contribute to the tax base.
That doesn’t seem like a bad policy P6. It wouldn’t necessarily be equitable but I don’t think it has to be. Trying to achieve equity goes down a winding path as evidenced by the discussion between D2 and I.
Hmm he's kind of right actually it should just be discretionary leave if you want to be fair and consistent. Interesting. Didn't think I would be swayed this way
As someone said, it’s a benefit. If companies can get away with it, then they will. However, if they don’t offer family leave to employees, the its a real problem and parents will look for other options as kid is a priority. On the other hand, if someone without kid doesn’t get family leave, they won’t leave.
A4 - maybe I misunderstood. OP was looking for what to tell someone who felt that way, and it seems a lot here do feel that way. These are some of the arguments that I feel counter the assumption that here is some type of vacation imbalance.
Yeah D3, it seems as though you are projecting your insecurities on others.
However, D2, in addition to my point above, I don’t think people think it’s “fair” for someone who doesn’t NEED 4 weeks of paid leave to get it (i.e. non-parents). In addition, there absolutely would be an impact on parents and others. Ok think of it this way, the company now needs to provide 4 weeks of paid leave to everyone at the company. This increases costs and will eventually have an impact on salaries. That’s just a broad example but you can see how something like that would impact others
The difference here is you get 4 months leave for CHOOSING something to happen. I don’t choose bereavement, getting sick, having a heart attack, or any of the so-called analogies in this thread.
Call it “family leave” and let people use it more broadly.
PTO. Use it for whatever.
The economist in me agrees with EY1 that all benefits should just be cash.
Don’t?
Let's make this more specific. Assume people voluntarily have children so it is a choice.
In this case how is having a child and taking leave different from vacation?
There might be an argument around investment in parental leave causing people to stick around longer but that probably isn't a fairness argument. That's more an ROI argument. In which case we might get into a slippery slope of offering high performers better benefits.
I’m gay. Don’t have the legal right to adopt in 42 states. I’m not saying companies should get rid of it — that logic doesn’t make sense to me. But I still think it’s unfair...or unequal...take your pick