Maternity and Paternity LOA - 6-1-15
Created 2 years ago
Presentation for John Brown University from OM99 class: Diversity in Organizations during Spring 2015 semester. Group members: Dave Depew, Yashika Hicks, Shawn Pepper, Gary Chambers, and Ann Daniels.
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Slide 1 - Maternity and Paternity LOA
- What options should we offer our employees both before and after paternity/maternity leave of absence for a pregnancy or adoption?
Slide 3 - http://www.gifbay.com/gif/me_when_i_realize_there_is_no_hope_of_escaping_reddit-15732/
- Maternity and Paternity
Slide 4 - Maternity Challenges
- Your ability to do your job
- Morning sickness
- Constant bathroom breaks
- Fighting fatigue
- Doctors appointments
- Taking maternity leave
Slide 5 - Paternity Challenges
- It's not offered
- They can't afford the time off
- Looming deadlines or projects
- Active fathers are seen as less dedicated to their work
Slide 6 - Benefit Level 1- Paid Leave
- Paternity Leave
- 7 Weeks Paid Time Off
- Before Due Date
- 6 Weeks Post Birth
- Maternity Leave
- 10 Weeks Paid Time Off
- 2 Weeks Before Due Date
- 8 Weeks Post Birth
Slide 7 - Benefit Level 2- Flex Time
- 45 Hours Additional PTO
- Administered Though Normal Time Off System.
- Approval Managed by Direct Supervisor
Slide 8 - Benefit Level 3- Child Care Assistance
- 20% of Childcare Paid Direct by Company
- Special Pricing Agreements Worked Out with Approved Facilities
- Paid as Long as Child is Enrolled in Approved Facility
Slide 9 - Legislature in the US
- Family and Medical Leave Act
- The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:
- Twelve workweeks of leave in a 12-month period for:
- the birth of a child and to care for the newborn child within one year of birth;
- the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
- to care for the employee’s spouse, child, or parent who has a serious health condition;
- When can a parent take leave for a newborn?
- Mothers and fathers have the same right to take FMLA leave to bond with a newborn child. A mother can also take FMLA leave for prenatal care, incapacity related to pregnancy, and for her own serious health condition following the birth of a child. A father can also use FMLA leave to care for his spouse who is incapacitated due to pregnancy or child birth.
Slide 10 - https://www.americanprogress.org/issues/labor/report/2012/11/16/44464/there-are-significant-business-costs-to-replacing-employees/
Slide 11 - Cons and Pros of Employee Turnover
- § Lost efficiency for the departing employee due to reduced morale.
- § Other employee interest may be generated
- § Lost output due to the need to hire temporary employees.
- § Involving other team members could help build team continuity
- § Managing a vacancy or assigning extra work to other employees.
- § Other employees may be willing to take on extra work due to motivation
- § Expenses incurred as the new employee learns their new job – resulting in reduced quality, and mistakes
- § A new employee may have an even greater skillset in the same area resulting in greater efficiency
- § Reduced team morale.
- § Team may actually have an increase in morale due the need to make sure work is completed
- § Lost institutional knowledge.
- § New employee or transfer may have even greater institutional knowledge.
Slide 13 - Any