1Choice Hotels International announces new parental leave benefits, which it says places it in a leadership position in the lodging industry.
“We know how difficult it can be to achieve work/life balance and we are committed to providing our valued employees with the support they need,” said chief executive officer Steve Joyce.
“The time we each have to spend with our loved ones is never enough, and I’m proud that our company plans to give us all a little more of it. By enhancing our benefits we hope to attract and retain the top talent in the industry.”
Highlights of the new policy include:
- Parental leave:
– Up to four weeks leave for paternal, adoptive, and domestic partner parents at full pay, to be taken within the first six months after birth to bond with a new child.
– Up to 12 weeks leave for new mothers at full pay, inclusive of approved short-term disability benefits.
– Up to four weeks return to work transition time for the primary caregiver, providing full pay for a reduced work schedule. - Caregiver leave: four weeks of intermittent paid leave per year for employees who are taking care of eligible family members, including child, spouse or parent.
- Back-up care support: back-up care available in home or at a facility, includes care for children, specialized care for disabled children or adults, and elder care.
These new benefits are in addition to several already existing offerings such as financial support for adoption, surrogacy and other infertility treatments.
Patrick Cimerola, chief human resources officer, said: “Here at Choice Hotels, our people are our greatest asset. We realise that our people come to work each day with a personal life, family, friends, hopes and dreams.
“That is why our Total Rewards Suite reflects the needs of our diverse workforce and takes a holistic perspective on work/life balance.
“The expanded family leave program exemplifies this philosophy and will benefit the families of Choice Hotels’ employees now and in the future.”
These new leave programmes are in addition to current vacation and sick pay and are effective from October 1, 2016.
