Maternity Leave is part of the Global Paid Parental Leave Policy “GPPL”
VMware recognizes the importance and value of its employees’ family lives and seeks to provide a family-friendly environment that is supportive of working parents.
The Global Paid Parental Leave Program (“Program”) is intended to:
- provide minimum leave and payment benefits for new parents employed by VMware; and
- support all eligible employees to take time off from work for pre-natal periods subject to applicable local law, childbirth, placement of a child for adoption, and/or to spend time with their new child.
A copy of the full GPPL policy is here
A copy of the FAQ’s is here
This Program applies to all full-time and part-time permanent employees (“Employees” or “Employee”) directly employed by VMware. Subject to applicable law, contractors and non-employees are not eligible to participate in this Program. All active employees whose child is born on or after March 1 2022 are eligible for the leave entitlement detailed below. If your child was born prior to March 1 2022, please note that the previous leave policy applies. To understand your entitlements under the previous leave policy please contact HR Source.
Employees are entitled to receive up to eighteen (18) weeks of leave, paid at their base salary rate (subject to applicable law) or, for commissioned employees, on target earnings (OTE), where they seek time off from work for pre-natal periods subject to applicable local law, childbirth, placement of a child for adoption, and/or to spend time with their new child.
To the extent possible under local law, all GPPL will run concurrently with any other Local Benefits and/or any applicable contractual terms.
Employees who are the legal parent of the new child have twelve (12) months to avail of GPPL from the date of their new child’s birth or from the official legal adoption placement date or from an earlier date, if provided for by Local Benefits. GPPL can be used all at once or divided into a maximum of three separate blocks of time, which do not have to be equal lengths of time off. For the avoidance of doubt, any Local Benefits already availed will be set off against GPPL.
In observance of the local Labor Law, you can take up to 4 weeks Maternity Leave entitlement before your child’s due date, subject to giving your manager and HR Source EMEA [VMware network access required] 15 days’ notice prior to going on leave. Also, you must take at least 6 uninterrupted full working weeks of Maternity Leave immediately after your child’s birth. For the remaining weeks of Maternity Leave, you can choose to take this on either a full-time or a part-time basis. If you choose to take your remaining leave on a part-time basis:
- the part-time basis must constitute at least 50% of your regular working hours; and
- be agreed with your manager; and
- be notified to HR Source EMEA[VMware network access required] with 15 days’ advance notice.
You can also choose to have gaps in between periods of leave for your remaining entitlement. For example, you could return to work for 2 weeks, then take 2 weeks off, then repeat this pattern until your Maternity Leave entitlement is exhausted. If you choose to take intermittent periods of leave in this way, you must give your manager and HR Source EMEA [VMware network access required] 15 days’ advance notice.
The local regulations provide thirteen (13) additional weeks, over the sixteen (16) provided locally, in case of premature birth and hospitalization of the baby for more than seven (7) days immediately following the childbirth.
All benefits will continue to be provided and subject to the terms and conditions of the benefit plan in force at that time. Vacation continues to accrue whilst on leave of absence.
Scheduling Maternity Leave
- You should inform your Manager and HR Source EMEA[VMware network access required] of your pregnancy as soon as reasonably possible, so that proper arrangements can be made prior to your leave period.
- Once agreed with your Manager, please then contact HR Source EMEA[VMware network access required]. HR Source EMEA [VMware network access required] will support you with queries on the benefit and will work with the responsible teams to ensure your Maternity Leave is tracked correctly.
- You must provide a copy of your medical certificate (obtained from your primary care doctor) indicating the expected date of birth to HR Source EMEA.
- You will need to contact the Social Security Office to officially apply for the local “Maternity Benefit Payment”.
Returning to Work
While on Maternity Leave you should maintain open communication with your manager and HR Source EMEA [VMware network access required]. VMware will assume that you wish to return to work at the end of your Maternity Leave period however; you should contact HR Source EMEA [VMware network access required] towards the end of your scheduled Maternity Leave to confirm and arrange your return to work.
For additional support and resources to consider with the addition of a child to your family, see the Birth or Adoption life event page.
Note: This information is an overview of Maternity Leave, for further information, please contact HR Source EMEA [VMware network access required]
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Last Updated: 28 Jun 2022, 1:31 PM