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re: Maternity leave in the USA...
Posted on 4/15/16 at 10:24 am to shawnlsu
Posted on 4/15/16 at 10:24 am to shawnlsu
quote:
that is what that company is comfortable doing, then great. In no way should the government tell any business what benefits they can/can't offer.
What if the state offers benefits outside the company? I.e. paid family leave?
1
Posted on 4/15/16 at 10:26 am to NYNolaguy1
quote:
I believe it's different per state
I think it's just gonna depend on the company that her employer has the STD policy with.
My STD policy you had options on what coverage you wanted. You could pay more a month for the policy but you get coverage as soon as you miss a week of work for any qualifying event(that's what I have). I was out of work for 2 weeks for a sprained foot and got a check in the mail from them while I was still off work. Or you could not get any coverage until you miss two weeks of work. I think there is even one where you don't get coverage until you miss a month of work.
If you have STD coverage at your work you should really look at exactly what it covers and what you need to do to use it. It's a great benefit to have, but when you have to use it you do have to fill out a ton of paperwork to use it and the sooner they get the paperwork they need...the sooner you get a check in hand.
Posted on 4/15/16 at 10:29 am to lsunurse
And then I see this...
LINK
LINK
quote:
EY debuted a new parental leave policy on Wednesday that will expand its employee benefits to up to 16 fully-paid weeks for all new moms and dads in the U.S. The professional services firm also took the subtext of most splashy parental benefits announcement and made it explicit, essentially saying, “Our policy blows our competitors’ benefits out of the water.”
This post was edited on 4/15/16 at 10:30 am
Posted on 4/15/16 at 10:30 am to ForeverLSU02
quote:
Have some compassion bub
Posted on 4/15/16 at 10:32 am to BlackAdam
They also provide this
That is pretty amazing right there.
quote:
The announcement, which also revealed that EY will offer up to $25,000 per same or opposite sex couple for fertility, surrogacy, adoption, and egg freezing services
That is pretty amazing right there.
Posted on 4/15/16 at 10:33 am to Warfarer
quote:
It is a very unpopular opinion to have but I agree with you. I am a small business owner and only have one female employee in the office who is done with kids. But if I hired another woman when she retires to run the office and she needed 3 months off a few times over a five years, how am I supposed to deal with that? I know what they say I am supposed to do but I can't shut down my business for 3 months a year and it isn't fair to bring in someone to replace her and train them to do the job and then tell them to beat it when the original woman is ready to come back.
My wife interviewed temp replacements for her boss, selected and then trained that person herself so there wouldn't be a drop-off when she left. If you help your workers out they'll help you. Unfortunately my wife's boss isn't helping us out at all now.
Posted on 4/15/16 at 10:37 am to H.M. Murdock
quote:
Compassion and business are like oil and water. Business has no feelings, sympathy or emotion. You want to be paid, work.
You are a fricking moron
Posted on 4/15/16 at 10:38 am to cuyahoga tiger
I would fire her for missing 72 weeks (6 kids) at 100% pay...that's just driving up the cost for our clients
Posted on 4/15/16 at 10:47 am to FredsGotSlacks
We are having our first child in October. My wife works for a small time lawyer. Just her, one other girl and the boss.
She will get 6 weeks paid but the catch is she basically gets paid 4 days a week and no holiday, vacation or sick time to make up for it.
It sucks but it's better than nothing.
I don't get any time off at all except to use my remaining vacation days. Thought they would be nice enough to pay at least the day of birth but as much as they brag to be a family first company guess that a line of bs
She will get 6 weeks paid but the catch is she basically gets paid 4 days a week and no holiday, vacation or sick time to make up for it.
It sucks but it's better than nothing.
I don't get any time off at all except to use my remaining vacation days. Thought they would be nice enough to pay at least the day of birth but as much as they brag to be a family first company guess that a line of bs
Posted on 4/15/16 at 10:48 am to cuyahoga tiger
My company does 16 weeks full pay
Posted on 4/15/16 at 10:55 am to FredsGotSlacks
quote:
My wife interviewed temp replacements for her boss, selected and then trained that person herself so there wouldn't be a drop-off when she left. If you help your workers out they'll help you. Unfortunately my wife's boss isn't helping us out at all now.
training takes time and money that you can't recoup in my situation since I can't afford more than one in an office of a small business that employees 9 or 10. Then is it fair to hire in a replacement to come in to replace someone wanting 3 months off and then having to let them go when they come back?
Posted on 4/15/16 at 10:58 am to NYNolaguy1
What if the state offers benefits outside the company? I.e. paid family leave?
That absolutely should not be a function of government
That absolutely should not be a function of government
Posted on 4/15/16 at 11:02 am to cuyahoga tiger
quote:
12 weeks off, 100% pay. Seems very reasonable to me. Is this more or less than the standard in today's business climate?
If it were, the FMLA would not have been necessary.
Posted on 4/15/16 at 11:03 am to cuyahoga tiger
My wife took 12 weeks off, unpaid. This was after we found out of course that her employers insurance didn't cover maternity at all.
Posted on 4/15/16 at 11:10 am to lsupride87
quote:
Lets also assume you have 80 hours vacation
So first two weeks you get 100%
Next two weeks you get 100%
Next two weeks you get 80%
That is precisely what I said, except you're using 6 weeks of STD and I used 8 weeks, and you're grouping the 100% pay 5th week with the 60% pay 6th week and calling it 80% for that pay period. Not sure why you're saying my math is off, because it is not, we just are using different STD periods (6 or 8 weeks).
The waiting period is irrelevant when we're discussing maternity and FMLA. Wait two weeks or get it right away, you're still getting 60% pay for 6 or 8 weeks. I used 8 weeks because I forgot that it depends on the delivery type (my wife had a C-section), but 33% of deliveries in the US are C-sections, so it's not like 8 weeks is rare.
Posted on 4/15/16 at 11:11 am to cuyahoga tiger
quote:Definitely not the standard.
100% pay
Posted on 4/15/16 at 11:15 am to slackster
quote:Gotcha
That is precisely what I said, except you're using 6 weeks of STD and I used 8 weeks, and you're grouping the 100% pay 5th week with the 60% pay 6th week and calling it 80% for that pay period. Not sure why you're saying my math is off, because it is not, we just are using different STD periods (6 or 8 weeks).
The waiting period is irrelevant when we're discussing maternity and FMLA. Wait two weeks or get it right away, you're still getting 60% pay for 6 or 8 weeks. I used 8 weeks because I forgot that it depends on the delivery type (my wife had a C-section), but 33% of deliveries in the US are C-sections, so it's not like 8 weeks is rare.
I truly dont know how I feel about the maternity leave situation in this country. I dont like big govt. However, they have their place in the workforce where evreyone agrees: Child labor laws, they cant make people work absolute sweat shop hours etc etc. I guess the question is, do we think they should intervene regarding maternity leave. I admit, I am torn on whether or not it is an overreach.
However, what pissed me off is when people scream "keep govt out of business, PERIOD!!!!!"
So are those people cool with early 1900 working conditions before the govt intervened?
Posted on 4/15/16 at 11:21 am to lsupride87
quote:
I guess the question is, do we think they should intervene regarding maternity leave. I admit, I am torn on whether or not it is an overreach.
I'm 100% for maternity leave benefits, but I don't want the government mandating them. Let companies sink or swim on their own.
On a somewhat related topic, I find it weird that life insurance can be priced relative to the sex of the insured, but everything else has to ignore the sex. For instance, a woman is going to pay lower insurance premiums, all else being equal, than a male her same age due to her life expectancy. If that is allowed, why can't it play into wages and other forms of compensation/benefits? If you're going to mandate paid maternity leave then you should loosen the restrictions on equal pay. There is no denying a woman is going to be at "risk" of taking significantly more time off between 20-40 than a male counterpart, so shouldn't it hold that her pay reflects that risk?
I'm not trying to discriminate in the slightest, I'm just taking this stuff to its logical conclusion.
Posted on 4/15/16 at 11:24 am to cuyahoga tiger
Not pregnant, but my company changed our policy not too long ago.
Moms get 6-8 weeks of 100% paid medical maternity leave based on if the birth was vaginal or by c-section, plus 2 weeks 100% pay for "bonding time"
New fathers/adoptive parents also get 2 weeks 100% paid bonding time.
Moms get 6-8 weeks of 100% paid medical maternity leave based on if the birth was vaginal or by c-section, plus 2 weeks 100% pay for "bonding time"
New fathers/adoptive parents also get 2 weeks 100% paid bonding time.
Posted on 4/15/16 at 11:24 am to shawnlsu
quote:
That absolutely should not be a function of government
How so? Do you believe unemployment insurance, or workers comp are adequate functions of government?
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