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.
Scheduling Adoption Leave
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 work load does not unreasonably restrict you from taking Adoption Leave.
To take advantage of the right to the Adoption Leave and related payment provided by this Regulation, an employee needs to comply with certain notification requirements. Specifically, an employee must provide to the HR Source EMEA team and the Company:
– a copy of a child’s adoption certificate; and
– an application on the Adoption Leave in hard copy specifying the date since employee intends to start his/her Adoption Leave.
Please note: This information is an overview of Adoption Leave. Refer to the Russia Paid Family Leave Policy [VMware network access required] for detailed information.
For additional support and resources to consider with the addition of a child to your family, see the Birth or Adoption life event page.
FEEDBACK: Was this information useful?
Last Updated: 15 Mar 2022, 12:02 AM