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I just heard from another networking channel of an employer in Chicago that offers 8 weeks paid leave and then the employee can return at 75% capacity 100% pay for the remaining 4 weeks.
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We currently offer two weeks paid parental leave. Interested to see what others are doing in this area. Thanks for asking the question.
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I work in non-profit and just implemented 6 week paid parental leave in the fall for both FT and PT staff.
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We offer up to 6 weeks paid to employees once they have exhausted their benefit banks (PTO, Sick, Vacation, Floating Holiday) for all employees, full and part time. We are a public library system in West Michigan.
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We currently offer 16 weeks of primary care giver leave and 2 weeks for non-primary care givers. Traditionally this is 16 weeks maternity leave and 2 weeks paternal leave. Of course this is not always the case. This is why we say primary and non-primary care giver.
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Gregory Robey
That is very generous!
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Hello,
After six months of continuous, active service, we provide up to 12 weeks to the birthing parent (six to eight weeks is provided through short term disability) and the company pays 100% for the remaining time up to 12 weeks. For non-birthing parents, after six months of continuous, active service, we provide two weeks of non-birthing parental leave and of course FMLA for those who qualify.
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We just implemented 2 week pay for non-birthing parent and for birthing parent we did 4 weeks of paid leave. Love to hear what other options are out there.
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Our company does not offer paid parental leave.
We have a Short Term Disability policy that may apply. Eligibility for that is 1 year of service, full time employment and the benefits will pay up to 12 weeks of pay prorated based on tenure. (X weeks at 100% pay then X weeks at 50%).
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We offer 12 weeks paid for both maternity and paternity leave. If both parents work for us they may split the time.
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We only do 5 days for parental leave, so it is good to know what others are doing.
