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
A copy of the full GPPL policy is available here
A copy of the FAQ’s is here
This Program applies to all full-time and part-time employees permanent (“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.
The table below illustrates the general scheme for family benefits following the National Insurance Act. The scheme can be divided in three parts: i) the maternal quota (in Norwegian: mødrekvoten), ii) the paternal quota (in Norwegian: fedrekvoten) and the Shared Period (in Norwegian: fellesperioden). The VMware GPPL program runs concurrently with the below therefore where the benefits are less than 100% of salary (including OTE for commissions) then VMware will top up the difference for the first 18 weeks. Thereafter the below benefits apply for the remaining period of leave
|Total Parental Benefit including
the Company enhancement
|100% pay (up to 10 G) for the duration of 49 weeks
(Inclusive of the statutory 6G payment)
|80% pay (up to 10 G) for the duration of 59 weeks
(Inclusive of the statutory 6G payment)
|49 weeks in total, divided into:
||59 weeks in total, divided into:
Scheduling Adoption Leave
Paid Adoption Leave may be taken from the earlier of the following:
- the date on which the adoption order is granted; or
- from the date your child is placed in your care as a prospective adoptive parent by a court, pending the finalisation of an adoption order.
You should inform your manager and HR Source of your Adoption Leave as soon as reasonably possible, so that proper arrangements can be made prior to your leave period. While business requirements must be taken into consideration your manager will work with you to ensure that workload does not unreasonably restrict you from taking Adoption Leave.
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: 15 Mar 2022, 12:02 AM