Goldman Mill values family and wants every child born or adopted into our collective to receive the very best start. With that in mind, the State prioritizes the health, well-being, and bonding process of new parents and their children, and wishes to protect new parents who also are employees.
If you are pregnant, you can take four weeks off before the child is born as pregnancy leave; you do not lose vacation time. If you are adopting a child, you can also take off time before the child comes to live with you and you may even be entitled to additional time if you are adopting from overseas.
With regard to taking time off after the child arrives, mothers who have just given birth (or the primary caretaking parent) are entitled to take 12 weeks of new-parent leave. During these first 12 weeks, the co-parent can take four consecutive weeks off as well. Afterwards, both parents are entitled to split 28 weeks of parental leave if they wish, if necessary, that leave can be further extended by another eight weeks.
According to the law, parents can receive a total of 52 weeks of paid leave per child from the government. The amount that the parents can receive is up to 75% of the amount of a full salary. However, many companies are likely to have an employee agreement in place in which they pay your full salary for a period of time. Many private companies in The Mill have this kind of arrangement. In this situation, the amount paid by the government is distributed to the company, which in turn pays the parent’s full salary. At the point in which the employee’s right to full salary during parental leave from the company stops, the government benefits (75% pay for the first six months and half-pay for months six through 12 as a supplement to employer benefits; the total will not exceed the worker’s full-pay amount) are then paid directly to the employee. The new child’s BMI income starts at birth.
This right to full salary is determined completely by employer/employee agreements, much like some of the other Miller employee benefits (for example, the right to additional vacation), so it may differ from workplace to workplace.
At the end of leave, the worker will return to a job that is at least equivalent to the one previously held. However, it is important to also note that an employer can legally terminate the worker, as long as they can prove that the basis of your termination has absolutely nothing to do with pregnancy or leave, for example in the case of a major restructuring or economic downturn. The burden of proof in this situation is on the employer. In these rare instances, unemployment benefits protect the employee until they can find new work, up to a year.
Leave for a family member’s illness follows the same process.