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 14 weeks of maternity leave. During these first 14 weeks, the co-parent can take two consecutive weeks off as well. Afterwards, both parents are entitled to split 32 weeks of parental leave, which can be further extended by another 14 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 are entitled to is less than 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 reimbursed 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 maternity/parental leave at the company stops, the government benefits (the child’s BMI allotment, which starts at birth, plus up to 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.
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 be different 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.