Parental Leave / IDEO US
All IDEO US employees who are regular full-time employees, or regular part-time employees whose normal work schedule is at least 20 hours per week, are eligible for IDEO’s Paid Parental Leave policy (PPL) for the birth, adoption, or foster care placement of a child. The purpose of IDEO’s PPL is to provide paid leave for a portion of the birth bonding leave and additional protected leave beyond what is required under the Family Medical Leave Act (FMLA). PPL will run concurrently with FMLA and any other state family leave law including but not limited to the California Family Rights Act (CFRA), California Pregnancy Disability Leave (PDL), New York Paid Family Leave (PFL) Act, and the Massachusetts Paid Family Leave Act.
All parental caregivers will receive up to 18 weeks of paid PPL beginning on the day the child enters the employee’s life. Following this, employees are eligible for an additional eight weeks of unpaid leave (voluntary). To be eligible for the additional eight weeks of unpaid leave, the employee must provide at least 30 days prior written notice of intent to extend beyond the 18 week leave (barring any extenuating circumstances). Unlimited vacation may not be used or combined with time off under IDEO’s PPL, but employees may use up to seven calendar days of sick time.
During the entire period of leave (up to 26 weeks), employees and their families would continue to receive IDEO health benefits, provided they continue to pay their portion of the health benefit costs they paid before beginning leave. Employees will continue to receive benefit plans outside of IDEO’s group health plan, but this would be subject to the terms and limitations of the respective plans. If an employee does not return to work following the approved leave, IDEO may seek all premiums paid on the employee’s behalf for health coverage and any other IDEO-sponsored benefits during the leave.
In all cases, eligibility for PPL begins as of the date of birth, adoption or placement, and must be used within one year of birth, adoption, or placement.
These benefits can be used consecutively or intermittently, provided they are used in a minimum of one-week blocks.
The same amount of benefits will be received regardless of whether employees have one child joining the family, twins, or multiple adoptions at the same time.
The PPL benefit will be integrated with any state-provided leave payments (such as Paid Family Leave in California) or disability benefits. As such, PPL is equal to an employee's base salary, minus the amount of other benefits they are receiving.
Unused PPL will not be paid out at termination of employment to encourage employees to spend time with their new family member, during the time they are eligible.
Reinstatement & Return to Work
Employees on parental leave are asked to confirm their return date at least two (2) weeks before they return to work. Requests for additional leave should be made as soon as possible, as described above for parental leaves and family medical leaves. Employees on parental leave who do not return as scheduled and are not granted an extension, will be terminated as of the day the original leave expires unless otherwise provided by applicable law.
At the end of parental leave, IDEO will attempt to reinstate employees to their former position or one with equivalent pay, benefits, and other employment terms. Employees are entitled to reinstatement, however, only if they would have continued to be employed had parental leave not been taken. For example, employees are not entitled to reinstatement if, because of a layoff, restructure, reduction in force or other reason, they would not be employed at the time they seek to return to work. Further, if employees do not return to work at the end of the approved leave period, they will be considered to have voluntarily resigned, effective as of the day following the last day of their authorized leave period. All employees on parental leave are subject to personnel actions unrelated to their leave (e.g., termination due to position elimination or reduction in force).
Administration of this Policy
IDEO’s PPL was adopted to meet IDEO’s obligations in providing expanded new parent leave and is not intended to expand employees’ legal rights to time off. All other leaves and time-off not referenced in this policy shall run concurrently with this policy to the maximum extent permitted by applicable law. IDEO intends to administer the policy in accordance with applicable legal requirements.
The Talent team has more information about this policy including legal definitions of certain terms as well as information regarding state and city specific leave laws. California legal requirements are only guaranteed to California-based employees. Likewise, New York, Illinois, Massachusetts or other states’ rights only apply to employees working in that particular state. Any leave provided by IDEO that is not legally required is at the sole discretion of management and does not impose any legal duty upon IDEO.
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