Commissioning and Surrogacy Leave
Commissioning and Surrogacy 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, that are commissioning parent in a surrogate motherhood agreement (in accordance with provisions of the relevant legislation ). 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.
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
Taking commissioning & surrogacy leave
You should contact your manager and HR Source [VMware network access required] to apply and arrange for this leave. You should inform your manager and HR Source [VMware network access required] of your intended Paid Commissioning/surrogacy Leave as soon as you reasonably can and no less than 1 (one) month before the commencement of your leave. HR Source [VMware network access required] will support you with queries on this policy and will work with the responsible teams to ensure your leave is tracked correctly. While business requirements must be taken into consideration when planning leave periods, management and staff will work together on reasonable measures to ensure that workload does not unreasonably restrict you taking this leave.
For more information, please see the applicable South Africa Paid Family Leave policy [VMware network access required].
 The Children’s Act, 2005
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Last Updated: 20 Jun 2022, 4:20 PM