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Does BofA give broadband reimbursement?
Hello Verizon fellows, In Deloitte, there's a facility to claim a certain reimbursement for purchasing mobile devices through their portal or something. Similarly, do VDSI employees have any discounts or reimbursement for purchasing devices through Verizon? If so, kindly let me know how to check it out. Thanks in advance.
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Just got these sb pink pig dunks yesterday 🎉
Any rec for Valentine's day in DC?
Happy St Patties!
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Need some advice, one morning i woke up and
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I have a question, fellow bowlaz! I work in a small advertising agency in Oslo, Norway, and we struggle to get in contact with international ad media such as Adweek (Ad Freak) and Ad Age whenever we want to show off our creative work. Does anyone of you have a way in, or tips on how we can get in contact with media outlets like these? Cheers
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Has anyone just filmsupply for pitches?
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While technically they cannot legally make hiring decisions based on this, I have been on the hiring side and have many friends who work in recruiting or people ops and to be candid it absolutely influences decision making. It is very hard to prove that someone chose not to hire you because of PFL and if you can manage to prove it it’s hard to assess the value of damages. So they will take the risk and pay you a small settlement if you make a stink about it.
As a father who has been through similar situations myself I would advise this…. When you get the offer, DO NOT tell them you’re expecting because they are more likely to rescind the offer and make up a reason like “we’ve decided to restructure” then they’ll change the title and offer it to the next best candidate.
Instead, thank them for the offer and say that you will respond in 48 hours. But before you hang up say you’d like to run through the total benefits package once more. When they get to medical start asking broadly about the policies they offer and ask for clarity on them as if you are considering the value, how much the company covers, etc.. It would also be good to ask generally if these policies are flexible in exchange for a comparable adjustment to base pay. Usually these policies are not in order to be less discriminatory but you can always get more PTO or ask if they will make an adjustment to something in your case.
If the FMLA coverage isn’t listed in the benefits package it would be unusual. But simply ask about it. If you need to pry more for clarity, give a little and simply say that on a personal note you’re discussing family planning with your wife and you’d like to get a better sense of the timeline this role offers for your family goals. Do not reveal that you are expecting until you’ve started working there.
If it’s not favorable then you can look at vacation days. After a month there schedule two weeks off for the week you’re expecting to start pat leave. If they have unlimited PTO then as you arrive closer to the date, schedule another week off with your manager for the week after you’re back. If it’s 18 days or something then ask if you can use half days for a couple weeks and work remote during that time to stretch those days out. Privately discuss with your manager that you are expecting a child and that the company policy didn’t support it first year so you want to meet him half way. If they are cool with that then take notes and document them in case they try to hit you with some performance BS later.
Family planning is a good one
Ask for a company handbook to look over policies. Don’t need yo specify why
Congratulations! In my experience brand side is far more mature about these matters.
Not sure what country or state you are in, but it is usually possible to split up your pat leave. So, when the baby first arrives, take a month, then take the rest later on. It all depends on how flexible you and your wife can be, how much help you might need, etc. Every instance can be a little different.
I hope they are supportive and work with you on the best way for you to be present for your wife and baby.
I took a new job a month before going on parental leave; it's something you will want to discuss before you sign the contract. There's a chance it will blow up the deal for sure, but if you're at the signing stage then they already want you, so the risk is lower. Imo there's a bigger risk in springing this on them after-the-fact: Best case scenario is you go on leave and start the job on the wrong foot, which might get you branded as difficult for years to come, worst case is they stick to the company policy of working for x amount of months first and deny your leave. This is the best time to bring it up, not later.
What state are you in? In California I was on the same boat, paternity leave is through the state and in CA it’s illegal to get fired while on paternity.
Company is remote but I believe their hq is Texas