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Rising Star
8 weeks for recovery is more than I’ve seen and 4 weeks bonding time is quite low. You should offer the same time off for recovery as you would for other medical procedures and you should consider whether the company can afford more than 4 weeks of bonding.
Rising Star
We do 6 (medical) and 10 (bonding) at 100% of pay.
Rising Star
Which lawsuits have you seen?
Getting paid not to work for 1-3
months? Sounds amazing.
Thanks. My comment was for Attorney 1. Sorry for confusion. I agree about societal level.
My company offers 6 months at 75% (European co). I’m also from a country where this is normal, so when I was in a prior job with only 3 months and the only Mat leave was FMLA and you’re paid in “short term disability” I found it absurd (and left because their benefits overall were awful).
12 weeks seems pretty standard for the decent companies that do give parental leave, as long as you’re getting at least 80% pay. Also make sure you check that you qualify for whatever policy it is, as some companies have staggered their PL plans: after 6 months you qualify for the basic 8 weeks, then after a year you get the other 4wks, etc (if not FMLA). Whether that’s enough for you will depend on a few things: your willingness to return to work, how much money you have to pay for daycare, how supportive your partner and/or family are, how the daycare situation in your city is…
My personal opinion on the split, though, is that unless you’re offering four to six months for both sides, birthing parents should absolutely get more time to recover because, well, duh—but the policy should also cover a primary caregiver in case someone is welcoming a child via adoption or surrogate. These parents also need extended time for different reasons, as a non-birthing primary caregiver still needs time to adjust the baby (or child) to being in their routine and with any feeding/adaptation issues. It should also include a deferral option in case the parents need to take consecutive leave (specially in the US where the cost of childcare is RIDICULOUS, and that’s only IF you can find a spot in the daycare, which is a whole other issue on its own). All of this said, I know I have some high standards that aren’t the norm in the US. It’s just unthinkable to me that a society built on “family values” or whatever people argue about doesn’t provide for the basic needs of infants and their parents in the most vulnerable stages of infancy.
Pro
My company treats parental leave the same way it treats any other time off.
If you have a medical complication, you may be able to get time off under FMLA; otherwise, you use your PTO.
I think this is in large part because the vast bulk of our 20,000+ employees are hourly workers.
So your proposed policy doesn’t sound at all unreasonable from my perspective.