61–70 of 412 posts
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Except on a global scale.
In Germany we have 12 months parental leave and it seems the country is doing quite well.
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Absolutely. If they quit, of course you go through the long candidate search process and hire a replacement. If they get sick, many companies are on a timer. Specialist work backs up, projects get delayed, extensions are filed, and so on. If a sickness was expected to last a month or a year, I would expect non-trivial problems to arise.
If you absolutely need one for the business to function you need more than one person knowing how to do the job. Maybe not as good as the first guy but beeing so dependant on one person can put a company out of business. I thought that was basic knowledge espcially in tech.
The fact that after they backed off of the leave they are giving out a 20K bonus for child care is amazing in and of itself. I'm surprised that's not emphasized more. They probably also have very flexible work environment for parents so that when daycare's are closed and other issues crop up the parents can get back in there. I'm a dad of 2, 2 years and 5 year. I don't know if I'd want a year off to stay home with th…
I have to say, the first day at work after 9 months of parental leave is... sublime. To be able to go to the bathroom and close the door is a pleasure you don’t know until you have to go without. As an aside, what happens to children in the US between 1 month until they start kindergarten (and at what age)?
I am against one-year parental leaves. My wife and I want ten children. That means ten years off work? How can a company manage? What if I were a less moral man and got two women pregnant a year? I mean, it's not that difficult. Even for faithful men, we plan on trying again (last baby born in December) in a few months. Is it really fair to ask my company to pay for my sex life? More worryingly, what kind of incentiv…
> [heading] How do they manage in Canada? > In Canada, companies have had no option but to make 52-week parental leaves work, when requested, since 2000. The question Canadian companies ask isn’t “Can we do it?” but “How do we do it?” Okay, so... how do they do it? They never answer the question. If you have say, a CFO or a specialist mechanic (that you only need 1 of, but definitely need) and they take a year off, w…
I couldn't find exact figures, but it looks like the Canadian policy pays up to 55% of earnings, and usually closer to 33%. I couldn't find how much the Gates foundation pays.
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We hire interims or share responsibilities between other members of the team. It happens all the time and we rarely find an issue with this. If any company is run in such a way that bus-factor means the company can't thrive with one person gone you're simply doing it wrong.
This seems like the most obvious dodge. I know plenty of companies, especially small ones, where any person in the company is pretty much the bus factor. When they take vacation the company shuts its doors for a few weeks. This is obviously true for startups and small restaurants, especially ones without gobs of VC funding. Is the solution just to exclude companies that cannot get by without doing this? In other word…
> [heading] How do they manage in Canada? > In Canada, companies have had no option but to make 52-week parental leaves work, when requested, since 2000. The question Canadian companies ask isn’t “Can we do it?” but “How do we do it?” Okay, so... how do they do it? They never answer the question. If you have say, a CFO or a specialist mechanic (that you only need 1 of, but definitely need) and they take a year off, w…
While that probably happens, in Canada this is parental leave that either parent can take advantage of. I would imagine this decreases the amount of gender discrimination.
It also worked out really well for me. As a father I was able to take several months off after the birth of our twins to help care for them. My wife had quit her job earlier due to a toxic workplace and medical issues.
As a parent, I would much rather take that year and use it to shorten my normal working week for as long as possible. With 260 working days a year, you could work 4 days a week for the first five years of your child's life.
Why not just not work for five years, and have the other parent work?
“How do other countries do it?” Well it’s not an employer deciding whether it’s done so organizations just deal with it. And yes it does give effects that last years and disrupt organizations three layers deep. But it happens to all organizations, so it’s not a competitive disadvantage.
In reality its not that simple. Its often extra difficult for 30-35 year old women to find new jobs as employers are wary. Its also more difficult for women to return to work after taking longer off. Discrimination lawsuits are more common in Europe from what I've seen.
Women are usually away longer but it’s not uncommon in countries with long parental leaves to have some part (e.g 1/3) reserved for each parent.
Employers aren’t wary if a 30 year old man is as likely to leave for 6 months as a woman is to leave for 12. Orgs don’t avoid hiring all 30year olds out of fear they might become parents.
Other reforms such as free/subsidized daycare can be needed if you want to help parents return to work after the kid is 1-2 years.
> [heading] How do they manage in Canada? > In Canada, companies have had no option but to make 52-week parental leaves work, when requested, since 2000. The question Canadian companies ask isn’t “Can we do it?” but “How do we do it?” Okay, so... how do they do it? They never answer the question. If you have say, a CFO or a specialist mechanic (that you only need 1 of, but definitely need) and they take a year off, w…
Here's the question that answers all of your questions: What happens if that person quits?
And the answer is, the company either adapts, folds, or had plans in place to handle it. Either they were essential and irreplaceable or they weren't.