After a lot of hard work and dedication put into updating our Employee Handbook, we are excited to publicly share T3’s upgraded parental leave policy below:
We support your needs during life milestones
Life is a rollercoaster and we want to help and support you along the ride, whether you are planning for a new addition to your family, serving our country, or needing to take time to care for yourself or a loved one.
PAID PARENTAL LEAVE
At T3, we are dedicated to supporting working families and helping them make a smooth transition to a new phase of their lives. We encourage parents-to-be to inform ID as soon as you’re comfortable so that we can begin helping you plan for your new family member. We’ll do our best to arm you with parental leave and insurance information so you’re as prepared as possible for your baby’s arrival.
We’re a proud partner of Pledge Parental Leave (http://www.pledgepl.org/).
Eligible employees are entitled to paid parental leave following the birth, adoption or fostercare placement of a child. To be eligible, you must have been employed by T3 for six (6) months when the parental leave period begins, unless otherwise approved by Head of People and Culture. Eligible employees must use short-term disability benefits as a condition of receiving the salary continuation provided under this policy. Short term disability will be used in conjunction, not in addition to the salary continuation provided.
The amount of paid parental leave available for eligible employees will be determined as follows:
- Primary caregiver: if you are the full-time primary care parent during the period of the leave, you will be eligible for twelve (12) weeks of leave at full pay in conjunction with short term disability.
- Secondary caregiver: if you are the non-primary care parent, you will be eligible for four (4) weeks of leave at full pay, to be used either consecutively or intermittently within the first six (6) months of a child’s date of birth or placement.
Eligible employees may also request up to twelve (12) weeks of additional unpaid time off for a total of six (6) months of job-protected leave. If you choose to use additional unpaid time off, you must notify your manager at least eight (8) weeks prior to your initial scheduled return. The length of paid and unpaid parental leave should not extend beyond six (6) months. Vacation hours cannot be used to extend paid parental leave.
While on paid parental leave you will continue to receive health care coverage like an active employee. If you remain on approved leave beyond the paid parental leave period, you will remain eligible to participate in health care coverage through timely election of COBRA and your payment of full cost of coverage for the duration of your leave. Your eligibility for benefits during unpaid leave will be consistent with T3’s unpaid leave policy.
When you rejoin us from parental leave, T3 will attempt to return you to your former role or a role with equivalent pay, benefits, and other employment terms. You are entitled to reinstatement, however, only if you would have continued to be employed had parental leave not been taken. For example, you are not entitled to reinstatement if, because of a layoff or other reason, you would not be employed at the time you’re ready to return to work. Further, if you don’t return to work on the agreed upon return date, you will be considered to have voluntarily resigned, effective on the agreed upon return date.
T3 & UNDER
Through T3 & Under we show our continued support of families transitioning back to work. Giving T3ers the opportunity to bring their babies to the office alleviates some of the stress and anxiety associated with being a new working parent.
The program isn’t one-size-fits-all and we work with each individual parent to find the best support possible for them. We are happy to be able to offer this benefit to T3 parents, but we understand that the program may not be a match for everyone based on the needs of their baby and the requirements of their role at T3.
The T3 & Under program allows you to have your infant at the office with you either part- or full-time. While you are participating in the program you are still expected to take care of your job responsibilities. If both parents are currently employed at T3, you must agree upon a program participation schedule with your managers. At six months of age, T3 & Under babies are required to make the transition to full-time child care outside of T3.
Typically, you would begin T3 & Under when your baby is around 3 months old. You would take advantage of the designated suite, bringing your child to the office everyday until 6 months of age.
You must have a backup plan for full-time childcare in the event the program does not work for you. T3 has the right to ask you to discontinue using the program.
T3 is designated by the Texas Department of State Health Services as a Texas Mother-Friendly Worksite.
T3 respects the decision to breastfeed, and we aim to provide an environment that encourages and supports the practice of worksite breastfeeding and/or expression of mother’s milk.
If you choose to breastfeed, work schedule and workload flexibility will be provided to accommodate a reasonable break time for you to express breastmilk for up to one year after your child’s birth.
T3 provides a private space, other than a bathroom, within the T3 & Under suite, that is shielded from view and free from intrusion from coworkers and the public, for the purpose of expressing breastmilk. A clean, safe water source and sink is available both in the bathroom across from the suite and in the client kitchen next door. Breastmilk can be stored in the T3 & Under fridge within the suite, and any necessary equipment can be cleaned in the bathroom or client kitchen based on your preference. Clients and other approved T3 visitors are also permitted to use the T3 & Under suite for these needs.
Discrimination and harassment of breastfeeding mothers in any form is unacceptable and will not be tolerated at T3.