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Finally got the call! 🙌🏼🙌🏼 First day on the job.
P&T moving to cohort. Thoughts …
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Additional Posts in Employee Benefits
Does Slalom offer fertility coverage? (E.g. IVF)
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It’s at will employment ,threat of layoffs always hang around one’s head like a knife..protection for family needs,I am assuming you meant work place flexibility,this again depends on firm culture and can be team specific,regarding abuses or harassment,yes most of the firms treat this seriously and there are protected channels for reporting any violation
This company provides ample PTO that can be used to deal with family needs and emergencies. There is FMLA for extended health or caregiving issues. There is no "tenure" or union seniority rules in place for employees, so there is no absolute protection against layoffs. That said, layoffs are always a last resort and are not implemented as a means to make the bottom line look better for a quarterly financial report. Any types of abuses -- sexual harassment, discrimination, requiring employees to work uncompensated overtime or do personal errands for the manager, etc. -- are handled as a top priority and in complete confidentiality. Any hint of retribution for a complaint results in immediate termination for the offending party. That "employ at will" philosophy doesn't just apply to "foot soldiers," but to "officers" as well.
Current coverage offered for people experiencing life altering illness is lacking and the understanding of employers is lacking. To feel pressured/forced to work instead of being with your loved one while they battle for their life or choose to let go....is terrible. It's reality though. When PTO runs out and you aren't working you're responsible for the entire cost of your insurance which is often double what you actually pay when working every month. It's pay or lose it. There are some coverages that help like short term/long term but those pay 60%. Critical care insurance is newer...most don't understand it...but even if you have it it's one lump pay out and there are only certain conditions it applies to.
This giant hole in care needs addressed. The number of people that begin a hospitalization employed and insured and end their hospitalization uninsured is terrible.
Mentor
Strange ask, not gonna lie.
Protections for Family Needs - We have a charitable foundation that employees can apply to receive funds for financial aid when they fall on difficult times. If they need non-monetary support, we would connect them with our EAP.
Abuse - Best we can do is offer support to someone in need, but it is situational. Way too broad of a topic for here…
Threat of Layoffs - Not much. Depending on the role and service time, severance and job search assistance may be offered.
Well, the protections are clear, but the enforcement of those policies seems to be gravely lacking and permit companies to be the ones that hold themselves accountable. After 12 years at my company, as an award-winningemployee, I was fired last month as a result of reporting discrimination I had been facing and speaking up about since 2019. I escalated to the CEO and deputy chief of hr only to have the deputy chief of HR direct me to speak with the Employee Relations Lead Counsel. This is what he told me after I suggested that the company actually provide a formal report of the investigation.
"Not everyone on the employee side is making shit up, of course you're not; and not everyone on the employer side is somehow evil, trying to hide something. They are just running a company as best they can based on common principles, understandings, and risk management because at the end of the day, the company has to survive."
Exercising our workplace protections is very difficult when a company's leaders feel that they can justify unlawful behavior because it helps the company survive.