Paternity Leave

Paternity 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

Eligibility

Paternity Leave as defined herein is comprised of Birth/Placement for Adoption Leave, and Paternity and Infant Welcome Leave.

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.

To be eligible for Paternity Leave you must be the biological/adoptive father of the child or the mother’s husband or partner (linked by a civil partnership (“PACS”) or common-law spouse).

You may be eligible for other leaves in addition to Paternity Leave. Review the Parental Leave page for more information.

Entitlement

Employees are entitled to receive up to eighteen (18) weeks of leave, paid at their base salary rate (subject   to applicable law, inclusive of any statutory or CBA pay and daily social security indemnities) 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.

In observance of the local Labor Law, some GPPL days must be taken within the first 6 months of the child’s birth date/legal placement of the child into your home, as follows:

  • Birth/Placement for Adoption Leave: Three (3) paid workable days Birth/Placement for Adoption Leave should be taken either on the day of the child’s birth/placement for adoption or on the first working day following the birth/placement for adoption of the child.
  • Paternity and Infant Welcome Leave/Adoption Leave:
    • Single Births: Twenty-Five (25) calendar days Paternity and Infant Welcome Leave/Adoption Leave must be taken within six (6) months of the date of birth/legal placement of the child. Four (4) calendar days must be taken consecutively and immediately after the 3 days Birth/Placement for Adoption Leave. The remaining Twenty-One (21) days may be taken consecutively on the date of your choice or can be split into two periods of at least 5 days each. They may end beyond the 6-month limit.
    • Multiple Births: Thirty-Two (32) calendar days Paternity and Infant Welcome Leave/Adoption Leave must be taken within 6 months of the date of birth/legal placement of the child. Four (4) days must be taken consecutively and immediately after the 3 days Birth/Placement for Adoption Leave. The remaining Twenty-Eight (28) days may be taken consecutively on the date of your choice or can be split into two periods of at least 5 days each. They may end beyond the 6-month limit. The Company will top up your Paternity and Infant Welcome Leave/Adoption Leave Benefit Payment so that you receive your full base salary for the first 25 days. If you have more than 2 years of salary at VMware, the company will also top up your Paternity and Infant Welcome Leave/Adoption Leave Benefit Payment so that you receive your full base salary for the entire duration of the Paternity and Infant Welcome Leave/Adoption Leave (32 days).

For the rest of GPPL days, not subjected to statutory regulations, 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 (including the statutory ones), 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.

Benefits

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 Paternity Leave

  • Birth/Placement for Adoption Leave
    • Please email your manager as soon as reasonably possible with your wish to take Birth/Placement for Adoption Leave and the expected date in which you intend for it to start.
    • You must submit a leave request through the ADP/Kiosque RH for the three (3) days Birth/Placement for Adoption Leave and then contact HR Source [VMware network access required].
    • HR Source [VMware network access required] will support you with queries on the benefit and will work with the responsible teams to ensure your Birth/Placement for Adoption Leave is tracked correctly.
  • Paternity and Infant Welcome Leave/Adoption Leave
    • Please email your manager with your wish to take Paternity and Infant Welcome Leave/Adoption Leave at least one (1) month before the period (or periods if splitting into two periods as mentioned above), to agree on dates and then contact HR Source [VMware network access required].
    • HR Source [VMware network access required] will support you with queries on the benefit and will work with the responsible teams to ensure your Paternity and Infant Welcome Leave/Adoption Leave is tracked correctly.
    • You must send one of the following documents to the French public health insurance body (CPAM) as statement of proof of your child’s birth (or stillbirth):
      • A full copy of the child’s birth certificate
      • A copy of the updated family record book («livret de famille»)
      • A copy of the act of recognition of the child (if the child is stillborn)
      • A copy of the certificate of stillborn child and a medical certificate of delivery of a stillborn child
    • If you are not the child’s father, you must provide proof of your domestic partnership with the child’s mother by providing one of the following documents:
      • A copy of a marriage certificate
      • A copy of a civil solidarity pact (“PACS”)
      • A certificate of cohabitation (“concubinage”) dated less than one year or, failing that, a certificate of marital life co-signed with the mother of the child

You will need to comply with applicable statutory and CBA rules for informing VMware about Birth/Placement for Adoption Leave and Paternity and Infant Welcome Leave and the French Administration in case of Paternity Leave.

For additional support and resources to consider with the addition of a child to your family, see the Birth or Adoption page.

Note: This information is an overview of Paternity Leave, for detailed information, please contact HR Source [VMware network access required]

 

Contact Us

Contact HR Source [VMware network access required]
ASK HR [VMware network access required]
Phone: (+33) 147627907

Last Updated: 28 Jun 2022, 1:31 PM