Sustainable Agriculture Institute
Parental Leave Policy
Policy brief & purpose
SAI’s Parental Leave Policy outlines the company’s provisions for employees concerning their parenting status. The company will try to assist its employees to achieve a better work-life balance regarding their parental duties.
This policy applies to all prospective or current employees of the company, who are parents or will become parents in the near future.
Parental leave is designed to address every need associated with the expectancy or care of a child. It includes paternity leave, maternity leave, adoption leave, and any other leave that is needed to care for a child.
Parents who require time off to see to various needs regarding their children (which must be under eighteen years old) may also qualify for a certain amount of paid or unpaid parental leave under the law.
Such circumstances include but are not limited to:
- Taking a child to the hospital or a doctor’s appointment
- Caring for a sick child
- Visiting current or new schools
- Attending child counseling sessions
The company will comply with legal guidelines that may exist and will endeavor to support its employees as much as possible.
Maternity Leave is a temporary absence from an employee’s position and will be granted to support expectant mothers who require time off for pregnancy, childbirth recovery, and child care. Its length and compensation will differ depending on the country the employee resides in.
Paternity Leave is a temporary absence from an employee’s position and applies to fathers who require time for the care of an infant. It will be granted in an effort to allow both new parents to care for and bond with their newborn or adoptive child.
Adoption Leave is a temporary absence from an employee’s position (whether they are a man or a woman) that applies to those who have recently become legal guardians of a child of up to a specified age. The number of paid weeks off will refer to “bonding time” with that child and will be granted according to law requirements and the company’s judgment.
In some countries, parents may be allowed to share their leave (e.g. mothers can pass on the remainder of their leave to their partners) or take it consecutively instead of together. When such arrangements are possible or mandatory, the company will adhere to the law’s stipulations and try to assist its employees in the best way possible.
After the end of maternity or paternity leave, flexible work arrangements will be considered for employees who need them.
When an employee needs to request parental leave they must always give proper and timely notification to their supervisors and HR department. In cases of the expectancy of a child, proper documentation may be requested. When parental leave for other reasons is needed, the employee should state the reason and the date and length of the desired leave.
More specific guidelines may be found in the separate maternity or paternity leave policies of the company.
Employees can contact HR for information concerning the procedures or other queries.