AMERICAN COMPANIES DOING THEIR BEST FOR FAMILIES
The Clarke Family
Nathan Wallis.
March 2020 – Several studies conducted over the last two decades all conclude the more time parents spend with their child in the formative years, the better.
Neuroscience Educator Nathan Wallis says next to food, water and oxygen, quality time at home is the single most important thing for a baby, particularly in the first 12 months.
“There’s nothing in the research that indicates more benefits than this. The more time a baby has with both parents in the early stages, the better the outcomes.”
Mr. Wallis says in an ideal world, one parent would remain at home for a year, while the secondary parent would take three months (or more) off work also.
For many American families this isn’t possible, as the federal law guaranteeing maternity leave in the U.S. is unpaid — and only applies to some employees.
Most women rely on the Family and Medical Leave Act (FMLA), which protects a woman’s job for up to 12 weeks post birth. The law doesn’t however mean a woman will be paid during this time, just that her job will be waiting for her when she returns, and she won’t be penalized for taking the time off.
The FMLA doesn’t cover everyone either, only those who’ve been working in their job for a year and for a company that has more than 50 employees.
Several states do have their own laws that extend the amount of leave (unpaid) employers must offer, and some states including California, New Jersey, New York, and Rhode Island offer partially paid leave as well.
Overall, it’s not a lot for people to fall back on, so typically families try to save their vacation and sick time to use once the baby is born.
Thankfully though, there are some companies who’re making it their mission to go above and beyond for their staff.
Juniper Networks – the $6.4 billion dollar IT business has introduced one of the country’s most generous schemes, offering its female staff up to 20 weeks of fully paid time off (four weeks pre-birth plus 16 weeks post birth), and male employees can receive a minimum of 16 weeks off, also at full pay.
Tom Castillo, Director, Global Benefits for Juniper says supporting working parents is no longer just, ‘the nice thing to do,’ but an imperative if the company wants to recruit and retain a talented workforce.
“Improving the employee experience is now more than just a competitive medical, dental and vision plan. Instead, it’s about doing everything we can so our employees can meet their obligations at home, while also being able to keep them engaged and committed when it’s time to return to work.”
Mr. Castillo says in 2019 the company adopted an external digital platform called CLEO, which provides a support system for Juniper’s working parents.
“CLEO offers assistance from the first trimester right through to the baby’s first birthday. It covers a wide range of topics, from general parenting, emotional well being or nutritional advice, to very specific guidance including birth plans and lactation consulting, among others.”
Deloitte is another big business taking parental leave seriously. The company – who provide audit, consulting, tax and advisory services to many of the world’s most admired brands – gives both a man or a woman 16 weeks of fully paid ‘family leave,’ which covers those who have a newborn.
In a statement, Deloitte’s chief executive officer Cathy Engelbert said, “Deloitte’s family leave program provides our people with the time they need to focus on their families in important times of need.”
“Leaders often discuss how they can become more innovative, and one of the things that makes a big difference is to focus beyond business products and services and think about their people and the fabric of organisational culture,” says Engelbert.
Also of note, under Deloitte’s family leave program mothers who give birth are eligible for up to six months of paid time off when factoring in short-term disability for childbirth.
And it’s not just the massive companies who’re flying the flag for parents, there are smaller businesses doing their bit too.
Cadenshae – the global leaders in activewear for pregnant and breastfeeding moms – are doing their best by offering flexible hours whether that be in the office, or at home.
In addition, the New Zealand based company has an ‘open kid’ policy, meaning children can be brought to work. The office space includes a games room, gated outdoor area, a cot and beds to accommodate children of all ages.
Owner Nikki Clarke – who’s pregnant with her fifth child – says it’s important businesses in the US and worldwide do their utmost with what they have.
“We’re a small business, but that doesn’t mean we shouldn’t try help out our staff more during the most incredible time of their lives.”
“We do the best we can within our capabilities.”
Clarke says Cadenshae has made their parental policies a top priority for the future.
“Eventually we’ll help with daycare costs to make the transition back to work a little easier. We also plan on giving our male employees more than two weeks at home with their bubbas.”
“We aren’t a $100 million business who can give our employees absolutely everything, but we do what we can.”
“It would be amazing if more companies could do the same. Make families a priority…we’ll all benefit in the long run,” says Clarke.
Wallis says although it’s encouraging to see businesses stepping up, America’s overall parental coverage is no-where near adequate.
“What we should be aspiring to are the Scandinavian models where we pay mom 80% of her salary to stay at home for a full year, and then dad also has paternity leave in the early stages.”
“Sweden, Norway, Denmark do this because it’s the number one thing the research tells us we can do to improve a human being’s outcomes.”
Thank you,
Glenda, Charlie and David Cates
