Adoption Assistance

Margaret Morford

Can anyone tell me if you're doing adoption assistance? If so, what are you doing? Would anyone be willing to share their policy?
Thanks!

cedupree

[font size="1" color="#FF0000"]LAST EDITED ON 10-15-01 AT 09:02AM (CST)[/font][p]I guess there aren't any companies that have guidelines for employees that adopt. Adoption is becoming more common and not secretive as even as late as twenty years ago. I know I haven't received any responses from Tennessee (I presumed other states examples wouldn't have been applicable to TN due to possible state regulations)inquiring about an adoption leave policy or even maternity leave. We only have 17 full time employees so we obviously are not eligible to use the Maternity Leave or FMLA. If an employee isn't giving birth with complications, they aren't eligible for STD. Currently, if an employee is blessed with an adoption, they would have to use all their vacation and sick time, which would leave three weeks remaining of how to pay the employee. My boss is agreeable to eight weeks for those adopting. Maternity would be applicable to any complications deemed by the doctor (maximum of twelve weeks). After returning, what do you do for the employee if the child is sick or the employee is sick (time without pay is my guess)? My boss is more than agreeable to see what other companies do, but as I said no responses. Surely with your wealth of knowledge you could give me some suggestions.

Dianna

We don't have anything "special" in place regarding adoption assistance. I believe we would basically treat it like we would a birth, and advise them of their rights under FMLA. I don't believe our disability carrier covers adoptions, so if they wanted to take paid time off they would have to use their vacation/floating holidays. We do have a couple of foster parents on property, and I have seen one adoption of a foster child. As far as sick time (for child or spouse), the sick time that is accrued is currently used only for personal illness of the team member. However, we are looking into revising that to include illness of a child. Maximum number of sick days is 7 per year (56 hours), and if someone doesn't use all their time they are entitled to rollover 1/2 of it or get paid for 1/2 of it. That was put in place this past year in order to reward those who don't "abuse" the system and don't miss work.

I may post that question under another thread and see if there are companies out there that offer sick time for illness of a child. . . .

Dorie

I am attaching a copy of our policy. I'm not sure it will be of help as it outlines money which we contribute towards the cost. We have a maternity//paternity policy which allows one week off with pay for each year of service. This is owed back to the organization if the ee does not either return to work after the leave or voluntarily terms prior to one after their return. This is available for either birth or adoption, for the father or mother. We allow sick leave to be use to care for immediate family. You might consider having a leave policy specifically for birth/adoption but have it be unpaid. Hope this helps.

ADOPTION ASSISTANCE

The Company will contribute up to $3,000 (per child) toward legal costs of the adoption of a child or children by an employee, within six months after the adoption has been finalized. This benefit is payable only to actively employed full-time employees and would be considered taxable income on your year end wage statement (W-2). Please see Human Resources for more information.

cedupree

Dorie, could you email me over the maternity/paternity leave info. Do you have any extra info on the adoption assistance? Your notation said for further info to go to Human Resources. Also how many employees does your company have? My email address is [email]cindyd@chattanoogacvb.com[/email]