{ "media_type": "text", "post_content": "I’m applying for an industry job and the company has no parental leave benefits whatsoever. Even FMLA is just unpaid 12 weeks and require 1 yr of service. HR rep literally said “my kid is 18, I don’t", "post_id": "5de8f57b6060880021ece310", "reply_count": 32, "vote_count": 0, "bowl_id": "59e88be7e2808e00149b0443", "bowl_name": "Women In Consulting" }

I’m applying for an industry job and the company has no parental leave benefits whatsoever. Even FMLA is just unpaid 12 weeks and require 1 yr of service. HR rep literally said “my kid is 18, I don’t

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I honestly think it’s a deal breaker. Even if you’re not planning on having kids, just seems like values aren’t aligned for me.

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My child is grown and I wouldn’t go work for a company like that. If they’re this way about parental leave, they’ll be this way about other things. Hard pass.

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Nope

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Worry about stuff like that.” She didn’t know what “parental leave” meant, and said she didn’t have time to look it up in the benefits booklet during our initial phone screen. This is a larger, national company, but has a good amount of call center jobs, etc so I wonder if they don’t have a policy because of that (or not all employees are the “highly-skilled” type). So HR is basically incompetent and I’d be joining at a Mgr level in Strategy / Planning - so not quite high enough to make a lot of special demands. A little part of me almost doesn’t want to bother with an organization like this, but I’ll know my boss and think I’d like the role. Advice needed.

upliftingfunny

I don’t even want kids and I’m bothered by this HR rep’s attitude and response. Personally I would pass.

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Oh as a follow up to her “what does [parental leave] even mean?” ... she asked if that means I’m expecting my company to pay my husband something when I have a baby... just ... what rock have you been living under?

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Honestly this HR person seems incompetent to me... I wouldn’t work with them and request someone else / go direct through hiring manager

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First off, make sure the recruiter knows what they're talking about. I wouldn't be confident in any answer they provided based on what you've described. Just because someone doesn't use a benefit doesn't mean they should be well versed in what is available and know how to get you more in depth info if needed. They're trying to recruit you, not turn you off from the job for goodness sake! This would be a huge deal breaker for me. First off, a company that doesn't provide parental leave probably doesn't have a great culture for expecting parents or those with young kids. What's their healthcare coverage for birth related expenses? Do they support adoption benefits? Second, when you calculate the cost of not having this benefit it is very hard. And if you plan to have more kids, you'd be stuck in the same process. Or maybe you move to another company but don't qualify for full benefits based on tenure.

I have the benefits booklet now. No mention of adoption benefits and I wouldn’t use their medical/vision/dental.

I wouldn’t be a fan and only take this type of job if I had to. My current employer offers only 6 weeks of paid maternity leave (and I’m probably 3-5 years away from wanting to have kids) and I’m wondering how to change this. Your scenario reminds me of my dad. My dad was a consultant for a big Indian-based company and it was absolutely terrible. He got staffed on a project that required a 2 hour commute each day and they were not willing to allow him to work remotely. He worked probably 70-80 hour weeks (at the age of 60) and got so burnt out and had kind of a mental breakdown, and was hospitalized. Their HR was so unhelpful through the process, knowing he had been hospitalized. No one cared. It put me off of places that big and didn’t offer basic benefits.

Try to negotiate for a paid “vacation” when you have a kid.

Just get it all in writing, OP, and always remember HR is not the decision maker. Talk to your potential boss. PM1, I’m not saying you can in this situation. I have no idea and neither do yo, but it is worth a try. Also typically companies with informal policies like the ones here will actually be more open to doing this for that sole reason - they’re informal; so you can negotiate a lot more. Where as for big firms like ours, it’s nearly impossible to get an exception to policy - we stick to them.

likesmart

Throwing in some feedback and reminders from industry friends: a) sadly this is standard and b) team culture and relationship with manager matters a lot too if not more, since company policies are slow to change. Still just feel like we’re “spoiled” in some aspects and don’t want to give up anything I currently have 😂 But I can always go back to consulting, right?

SC usually at bigger companies recruiting and benefits are different HR roles. But I agree, I'd hate to have to work with this recruiter again. Wouldn't trust them with anything.

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