Paid parental leave benefits everyone

As a woman-owned business, inclusion has always been a priority at Sullivan. I founded this company with the promise that men and women would truly be equal, with the same opportunities to advance their careers. Today I’m proud that 55% of our leadership team are women. As Sullivan evolves, we are constantly looking for new ways to empower our employees.

Last year, we defined our diversity and inclusion goals in an allyship manifesto and we’ve been working towards them ever since. Our commitment to allyship means fostering a workplace that is inclusive of all people at all stages of their lives, including when they become parents. That’s why we’re proud to join the Pledge Parental Leave movement and guarantee all of our employees:

• 3 months paid parental leave for primary caregiver / 4 weeks paid parental leave for secondary caregiver
• 3 months uninterrupted medical insurance
• 6 months job security

With this step, we are better supporting our team members—both professionally and personally—so they can bring their best selves to work. Sullivan strives to be a place where talented, entrepreneurial, curious people can build their careers alongside their personal lives. This is one of many steps we are taking to encourage diversity and progress towards our allyship goals each and every day.

Our full parental leave policy is detailed below.

Our Parental Leave Policy

The Company will provide eligible employees with paid parental leave following the birth of their child, adoption by them of a child, or placement of a child with them for foster care, in accordance with this policy. To be eligible for paid parental leave, you must have been employed by the Company for 12 months when the parental leave period begins. 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 up to twelve (12) weeks of leave at base pay.
• Secondary caregiver: If you are the non–primary care parent, you will be eligible for up to four (4) weeks of leave at base pay.

Parental leave must be taken within the first twelve (12) weeks after the birth, adoption, or placement of a child. Eligible employees must apply for all government and insurance benefits to which they are entitled during a parental leave (such as short–term disability or paid family leave benefits) as a condition of receiving the salary continuation provided under this policy. Such benefits will offset, and are not in addition to, the salary continuation provided under this policy so that no employee will receive more than 100% of their base pay during a parental leave.

In addition to the period of paid parental leave, a primary caregiver may request up to an additional twelve (12) weeks of parental leave without pay. The non–primary caregiver may not extend parental leave beyond the paid leave period, unless eligible for additional leave under applicable law.

While on paid parental leave, you will continue to receive your existing health care coverage on the same terms as an active employee. While on leave, you will not accrue personal time off. If you remain on approved leave beyond the paid parental leave period, your eligibility for benefits during your unpaid leave will be determined in accordance with the company’s policy for other types of unpaid leave, except that you will remain eligible to participate in the company’s health plans, subject to your timely election of COBRA continuation coverage and your payment of the full cost of such coverage for the duration of your leave.

In general, the period of paid and unpaid parental leave should not extend beyond six (6) months for the primary caregiver. When you are ready to return from parental leave, the Company will attempt to reinstate you to your former position or one 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, reduction in force or other reason, you would not be employed at the time you seek to return to work. Further, if you fail to return to work at the end of the approved leave period, you will be considered to have voluntarily resigned, effective as of the day following the last day of the authorized leave period.

All parental leave under this policy will run concurrently with any other leave to which an employee may be entitled under any applicable law, such as leave pursuant to the PFL.