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Wednesday, September 15, 2010

Family Leave and Child Care: Do Your Benefits Match Up?

Seventy-eight percent of employers allow sick leave to be used to care for sick children, while 62 percent of employers report offering at least one form of assistance for child care to employees, according to a recent survey of Family Leave Practices by BLR®.

The survey also found fewer companies are continuing company-funded benefits during unpaid, non-FMLA leaves BLR’s current survey results show that 58% of responding companies allow benefits to continue, a significant decrease from the 73% of respondents who had such a policy in late 2007. This finding was not apparent in the continuation of seniority during unpaid non-FMLA leaves, as 56% of companies in the current survey reported this practice, down only slightly from 60% in 2007.
A quick review of the detailed responses below will let you know how your organization's benefits compare with those of the approximately 950 employers who responded to the survey, which was conducted by BLR's HR Daily Advisor in July-August 2010. It is one of a series of targeted benefits series BLR conducts each year.
Here are the detailed results:
Is the organization covered by federal FMLA?


Number
Percent
Yes
844
89%
No
94
10%
Not sure
11
1%


Number weeks of PAID leave, other than sick leave, offered for care of a spouse:


Number
Percent
Do not offer
702
81%
1-4 weeks
89
10%
5-8 weeks
17
2%
9-11 weeks
4
0%
12 weeks
48
6%
More than 12 weeks
8
1%

Number of weeks of UNPAID leave, other than FMLA leave, offered for care of a spouse:


Number
Percent
Do not offer
540
63%
1-4 weeks
94
11%
5-8 weeks
35
4%
9-11 weeks
3
0%
12 weeks
129
15%
More than 12 weeks
59
7%
Programs offered to assist with child care:


Number
Percent
On-site child care facilities
37
4%
Payment of child care costs directly to an outside facility
5
1%
Full or partial reimbursement of expenses to employee
45
5%
Flextime
306
36%
Leaves of absence
310
36%
Job sharing
65
8%
Other
119
14%
Do not offer
328
38%
Number weeks of PAID leave, other than sick leave, offered for child care:


Number
Percent
Do not offer
710
86%
1-4 weeks
67
8%
5-8 weeks
13
2%
9-11 weeks
2
0%
12 weeks
26
3%
More than 12 weeks
7
1%
Number of weeks of UNPAID leave, other than FMLA leave, offered for child care:


Number
Percent
Do not offer
601
73%
1-4 weeks
82
10%
5-8 weeks
31
4%
9-11 weeks
5
1%
12 weeks
65
8%
More than 12 weeks
43
5%
Programs offered for assistance with elder care responsibilities:


Number
Percent
Information referrals
258
31%
Reimbursement (full or partial)
13
2%
Flextime
271
33%
Leaves of absence
354
43%
Job sharing
41
5%
Other
81
10%
Do not offer
268
32%
Number weeks of PAID leave, other than sick leave, offered for elder care:


Number
Percent
Do not offer
716
89%
1-4 weeks
46
6%
5-8 weeks
10
1%
9-11 weeks
0
0%
12 weeks
26
3%
More than 12 weeks
6
1%
Number of weeks of UNPAID leave, other than FMLA leave, offered for elder care:


Number
Percent
Do not offer
582
72%
1-4 weeks
79
10%
5-8 weeks
27
3%
9-11 weeks
2
0%
12 weeks
70
9%
More than 12 weeks
44
5%

Company-funded benefits continue during unpaid leaves other than FMLA leave:


Number
Percent
Yes
457
58%
No
329
42%
Seniority accrues during unpaid leaves other than FMLA:


Number
Percent
Yes
437
56%
No
343
44%
Employees may use sick leave to care for a sick spouse:


Number
Percent
Yes
597
76%
No
185
24%
Employees may use sick leave to care for sick children:


Number
Percent
Yes
608
78%
No
175
22%
Employees may use sick leave to care for a sick parent:


Number
Percent
Yes
572
73%
No
211
27%
  1. Great thoughts you got there, believe I may possibly try just some of it throughout my daily life.


    Child Care Services

    ReplyDelete

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