Family Leave and Child Care: Do Your Benefits Match Up?

By Stephen D. Bruce, PHR
Editor, HR Daily Advisor

The survey also found fewer companies are continuing company-funded benefits during unpaid, non-FMLA leaves BLR’s current survey results show that 58% of responding companies allow benefits to continue, a significant decrease from the 73% of respondents who had such a policy in late 2007.  This finding was not apparent in the continuation of seniority during unpaid non-FMLA leaves, as 56% of companies in the current survey reported this practice, down only slightly from 60% in 2007.

A quick review of the detailed responses below will let you know how your organization’s benefits compare with those of the approximately 950 employers who responded to the survey, which was conducted by BLR’s HR Daily Advisor in July-August 2010. It is one of a series of targeted benefits series BLR conducts each year.

Here are the detailed results:

Is the organization covered by federal FMLA?

	Number	Percent
Yes	844	89%
No	94	10%
Not sure	11	1%

Number weeks of PAID leave, other than sick leave, offered for care of a spouse:

	Number	Percent
Do not offer	702	81%
1-4 weeks	89	10%
5-8 weeks	17	2%
9-11 weeks	4	0%
12 weeks	48	6%
More than 12 weeks	8	1%

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Number of weeks of UNPAID leave, other than FMLA leave, offered for care of a spouse:

	Number	Percent
Do not offer	540	63%
1-4 weeks	94	11%
5-8 weeks	35	4%
9-11 weeks	3	0%
12 weeks	129	15%
More than 12 weeks	59	7%

 

Programs offered to assist with child care:

	Number	Percent
On-site child care facilities	37	4%
Payment of child care costs directly to an outside facility	5	1%
Full or partial reimbursement of expenses to employee	45	5%
Flextime	306	36%
Leaves of absence	310	36%
Job sharing	65	8%
Other	119	14%
Do not offer	328	38%

Number weeks of PAID leave, other than sick leave, offered for child care:

	Number	Percent
Do not offer	710	86%
1-4 weeks	67	8%
5-8 weeks	13	2%
9-11 weeks	2	0%
12 weeks	26	3%
More than 12 weeks	7	1%

Number of weeks of UNPAID leave, other than FMLA leave, offered for child care:

	Number	Percent
Do not offer	601	73%
1-4 weeks	82	10%
5-8 weeks	31	4%
9-11 weeks	5	1%
12 weeks	65	8%
More than 12 weeks	43	5%

Programs offered for assistance with elder care responsibilities:

	Number	Percent
Information referrals	258	31%
Reimbursement (full or partial)	13	2%
Flextime	271	33%
Leaves of absence	354	43%
Job sharing	41	5%
Other	81	10%
Do not offer	268	32%

Number weeks of PAID leave, other than sick leave, offered for elder care:

	Number	Percent
Do not offer	716	89%
1-4 weeks	46	6%
5-8 weeks	10	1%
9-11 weeks	0	0%
12 weeks	26	3%
More than 12 weeks	6	1%

Number of weeks of UNPAID leave, other than FMLA leave, offered for elder care:

	Number	Percent
Do not offer	582	72%
1-4 weeks	79	10%
5-8 weeks	27	3%
9-11 weeks	2	0%
12 weeks	70	9%
More than 12 weeks	44	5%

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See what everyone’s talking about! Check out BLR’s remarkable everything-you-need-for-HR website, HR.BLR.com, at no cost or risk, and get a complimentary special report! Get more info.

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Company-funded benefits continue during unpaid leaves other than FMLA leave:

	Number	Percent
Yes	457	58%
No	329	42%

Seniority accrues during unpaid leaves other than FMLA:

	Number	Percent
Yes	437	56%
No	343	44%

Employees may use sick leave to care for a sick spouse:

	Number	Percent
Yes	597	76%
No	185	24%

Employees may use sick leave to care for sick children:

	Number	Percent
Yes	608	78%
No	175	22%

Employees may use sick leave to care for a sick parent:

	Number	Percent
Yes	572	73%
No	211	27%

What should our next benefits survey topic be? Let me know at sbruce@blr.com.

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