Size of Company: 11-49 employees
Length of Policy: 11-16 weeks
Rocket Code believes unequivocally that what is good for its employees and their families is also good for business. Therefore, Rocket Code proudly offers a progressive gender-neutral parental leave policy of up to twelve (12) weeks paid leave (“Parental Leave”) to all of its eligible employees. This policy exceeds any legal requirement as at this time there is no legal statute for an employer to provide any paid Parental Leave to its employees. The purpose of this policy is to afford parents the quality time and flexibility they need to bond with their new child, adjust to new family situations and schedules, and otherwise do what is necessary on the home front so that when the time comes to return to work the employee is rested, energized, focused, and prepared. Such family-friendly policies are consistent with and promote Rocket Code’s core values, and, thus, are essential to cultivating an atmosphere where employees can thrive professionally without sacrificing important family obligations and moments. Furthermore, this policy is an affirmation of Rocket Code’s recognition of, respect of, and advocacy for evolving family norms, gender equality everywhere, caregiving fathers, and family values that matter in the lives of children. Eligible employees may only take Parental Leave in connection with the birth of an employee’s child or the placement of an adopted child within an employee’s home. Employees gain eligibility for Parental Leave by meeting all of the following conditions: The employee must be classified as an exempt full-time or part-time employee pursuant to the definitions in Section 4—Employment Classifications. The employee must have been employed by the company for at least six (6) months before the birth or adoption of a child. The employee must have given birth to a child, be a spouse or domestic partner of a women who has given birth to a child, or adopted a child who is 17 years old or younger. Eligible employees who have been employed for at least six (6) months may take up to six (6) weeks of Parental Leave immediately following the birth or adoption of a child, and thereafter may take up to an additional three (3) weeks of Parental Leave sometime within the first eighteen (18) months of the child’s birth or adoption. Eligible employees who have been employed for at least one (1) year may take up to six (6) weeks of Parental Leave immediately following the birth or adoption of a child, and thereafter may take up to an additional six (6) weeks of Parental Leave sometime within the first eighteen (18) months of the child’s birth or adoption. Parental Leave is further defined and limited by the following terms and conditions: The birth or adoption of twins or multiples does not increase the length of Parental Leave; such a birth or adoption shall be considered a single qualifying event. The adoption of a stepchild by a stepparent does not meet Rocket Code’s definition of a qualifying event for Parental Leave. Eligible employees forfeit any unused Parental Leave following the first eighteen (18) months of the child’s birth or adoption. Eligible employees may, in their sole discretion, choose to extend their Parental Leave by using any available PTO. Benefits will remain the same while an employee is on Paternal Leave. Upon termination of employment, an employee will not be eligible for payment of any unused Parental Leave. Parental Leave will run concurrently with FMLA leave, described in Section 6.6—Family and Medical Leave Act, if the eligible employee meets the eligibility requirements of the FMLA. The concurrent use of Parental Leave and FMLA leave will decrease, in whole or in part, the amount of FMLA leave available to an eligible employee. Eligible employees are required to notify their supervisor of the need for Parental Leave along with the estimated timing and duration of such leave at least 60 calendar days in advance of the need for Parental Leave. If the need for Parental Leave is not foreseeable, the eligible employee must give notice of the need to his or her supervisor as soon as the need is identified. Rocket Code may take disciplinary action, up to and including termination, against an employee who uses Parental Leave for purposes other than those described in this policy.