Maternity 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.
Maternity Leave may begin any time from:
- four (4) weeks before the expected date of your child’s birth unless otherwise agreed with the Company; or
- on a date from which a certified medical practitioner or a midwife certifies that it is necessary
VMware will supplement any statutory Maternity benefit you may be entitled to from the Unemployment Insurance Fund (“UIF”), so that the combined total equates to your full base salary in respect of your Maternity Leave. Please note that where you are eligible for UIF Statutory Maternity Benefit, you are required to obtain this from the UIF. You must confirm as soon as possible, to HR Source [VMware network access required], what Statutory Maternity Benefit you are entitled to receive from the UIF. VMware will then calculate the difference between your most recent base salary and any such allowances and pay this to you. Where the UIF contribution is not confirmed to VMware before your period of leave, VMware will pay your salary on an estimated basis and adjust, if required, once we have received a valid receipt from the UIF, confirming the UIF contributions that have been made to you.
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 Maternity Leave
- You should inform your Manager and HR Source EMEA [VMware network access required] of your pregnancy as soon as reasonably possible or within a minimum of 4 weeks prior to commencing your leave, so that proper arrangements can be made prior to your leave period.
- Once agreed with your Manager, please then contact HR Source EMEA [VMware network access required]. HR Source EMEA [VMware network access required] will support you with queries on the benefit and will work with the responsible teams to ensure your Maternity Leave is tracked correctly.
- Before the Company can arrange your Maternity Leave and pay, you will also need to provide HR Source EMEA [VMware network access required] with a copy of your medical certificate from your doctor, indicating your child’s expected due date.
- Where you are eligible for UIF Statutory Maternity Benefit, you are required to obtain this from the UIF. You must confirm as soon as possible, to HR Source [VMware network access required], what Statutory Maternity Benefit you are entitled to receive from the UIF.
Returning to Work
- While on Maternity Leave you should maintain open communication with your manager and HR Source EMEA [VMware network access required]. VMware will assume that you wish to return to work at the end of your Maternity Leave period however; you should contact HR Source EMEA [VMware network access required] towards the end of your scheduled Maternity Leave to confirm and arrange your return to work.
- Please contact your doctor and ask whether you need to provide VMware with any notification documents after your return from maternity leave.
- In addition, you will need to provide any UIF payment receipts.
- Please note that you cannot return to work for six (6) weeks after the birth of your child, unless a medical practitioner or midwife certifies that this is acceptable.
For additional support and resources to consider with the addition of a child to your family, see the Birth or Adoption life event page.
Please note: This information is an overview of Maternity Leave only. To check any other eligible leave entitlement please refer to the South Africa Family Leave Policy [VMware network access required] for detailed information.
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Last Updated: 20 Jun 2022, 4:12 PM