Adoption 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.
Scheduling Adoption Leave
If you are adopting a new-born baby or young child(ren), you should follow the same application process as outlined in the Maternity and Paternity leave process. This means you will need to provide a minimum of 6 weeks’ notice prior to the baby due date.
If you are adopting older child(ren) older you will this leave may be taken from the earlier of the following:
• the date in which the adoption/guardianship order is granted; or
• from the date your child is placed in your care as a prospective adoptive parent or legal guardian by a court, pending the finalization of an adoption order.
• where possible, you should provide the Company with a copy of the final decision / certificate of adoption issued by the relevant adoption agency as proof of your adoption.
You should contact your manager and HR Source to apply and arrange for this leave. Please ensure that this is done as soon as reasonably possible and no less than 1 month before the commencement of your leave. Once approved, please contact HR Source by clicking on ‘AskHR’ icon on the HR Source homepage. The HR Source team will support you with queries on this Policy and will work with the responsible teams to ensure your leave is tracked correctly.
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.
For additional support and resources to consider with the addition of a child to your family, see the Birth or Adoption life event page.
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Last Updated: 8 Jul 2022, 3:51 PM