Parental Leave Policy
IT IS THE POLICY OF DIFFERENTIAL TO PROVIDE UP TO 26 WEEKS OF PARENTAL LEAVE TO ELIGIBLE EMPLOYEES, WITH THE GOAL OF REINFORCING THE FREEDOM AND FLEXIBILITY OF DIFFERENTIAL.
Background: The purpose of this Policy is to give parents the needed flexibility and time to bond with their new child and adjust to their new family situation. At Differential, we believe in family over work and know that flexibility and family-friendly policies are essential to cultivating an atmosphere where employees can thrive professionally with relatively minimum sacrifice to family life.
Who's Eligible: Full-time employees of Differential who have been employed at least six months. The employee must meet one of the following criteria:
- Have given birth to a child
- Are a spouse or committed partner of a woman who has given birth to a child (inclusive of children born to surrogate mothers)
- Have adopted a child who is 17 years old or younger (does not apply to the adoption of a stepchild by a stepparent)
- Have become a foster parent to a child who is 17 years old or younger
Contractors and Interns/Apprentices are not eligible.
Amount and Provisions: Eligible employees may take up to 26 weeks of Parental Leave in total. For women who have given birth, the first six weeks will be compensated at 100 percent of the employee's regular pay with an additional 20 weeks available, unpaid. For everyone else, the first three weeks will be compensated at 100% of the employee's salary with an additional 23 weeks available, unpaid.
If the employee is enrolled in the ZaneHealth plan, the benefits will remain the same while an employee is on Parental Leave. If the employee is contributing to a 401k through Guideline, the contribution amount while on Parental Leave is up to the employee’s discretion.
All Parental Leave described in this Policy is available for a 12-month period following the birth, adoption or placement of a foster child.
Multiple births, complications, adoptions or foster placements and anything else not mentioned here do not automatically increase the length of Parental Leave, but if there is a need/issue, let's talk – chances are we'll be glad to work with you. If an employee leaves Differential, they are not eligible for payment of unused Parental Leave. Parental Leave can not be used for purposes other than those described in this Policy.
Notice: As with all Company Policies, Differential reserves the right to modify this Policy.