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IBM produced and distributed the CD Talking to Children About Work, a collection of stories and conversations with kids and their parents about work pressures. The CD offers advice on how to be a good parent even when you're stressed. 14.8 Johnson & Johnson J&J has six company-sponsored day-care centres, all of which provide full-time care and some of which also offer part-time and back-up care, summer programmes and school holiday care. Employee surveys that touch on work/life issues are conducted every 18 months, and the results are used to help evaluate ways for workers to find balance at work and at home. All new fathers and adoptive parents now get one week of paid leave. New mothers receive three weeks at full pay and at least three weeks at partial pay. All new parents with at least one year of service, including adoptive parents, are entitled to 52 weeks of job-guaranteed time off. 14.9 Lincoln Financial Group Lincoln employees can also take advantage of flexible scheduling options. New mothers receive six weeks of fully paid leave, and, as of last year, fathers can take three paid weeks anytime within the child's first year. 14.10 Marriott International Inc. Marriott has a wide array of generous flex options, such as reduced-work schedules that allow employees to scale down their hours to accommodate their lives. And at many of the global hotel company's locations, a flexible holiday programme lets staffers substitute a day of their choice, such as a child's birthday, for one of the company's seven holidays. About ten locations have access to on- or near-site childcare centres, and for employees at other offices there are discounts that average about 10% at childcare centres nationwide. 14.11 Merck & Co. Inc. Merck offers four on-site childcare centres offering full-time, part-time, summer and holiday care for kids 6 weeks old through kindergarten age, as well as music, cooking, science and Spanish classes. To promote flexibility, Merck introduced work/life training for 540 new “people managers” last year and asked that employees' requests for alternative work arrangements be honoured with at least a trial. 14.12 Patagonia The company's philosophy is that a career can co-exist with a healthy, balanced life, and employees use flexitime, telecommuting and other options to help them achieve that goal. Patagonia managers, trusting that employees know how to get their jobs done, have no problem with occasional extended lunches to visit a child at day care, go for a run or even catch some waves. New fathers and adoptive parents get eight weeks' paid leave, and as of 2004 adoptive parents receive a $5,000 subsidy toward adoption-related expenses. Mothers at the Ventura headquarters can visit their children at the on-site Child Development Centre and nurse in one of two lactation rooms. To show its commitment to employee family time, the centre closes sharply at 5:15 p.m. every day. 14.13 The Procter & Gamble Company Taking a year off from work to care for a new baby isn't just a dream for mothers at Procter & Gamble. The household products maker offers new mothers and fathers, including adoptive parents, 52 weeks of job-guaranteed leave, 40 weeks beyond the legislated 12. Mothers can take two weeks of their paid leave before the due date and six weeks after. To help parents who work the night shift on production lines, P&G opened its first 24/7 on-site child development centre at its plant in Albany, GA, last year and is using the centre as a three-year global test. If it's successful, the model will be exported to other sites around the world. 14.14 Prudential Financial The more than 22,000 U.S.-based employees of Prudential Financial know they'll be heard when they speak up about their most pressing family needs. A 2004 work/life survey, which included a separate questionnaire on benefits preferences, led to the increase of affiliated childcare centres page 42
last year to a whopping 4,000 from 200 nationwide. More childcare centres means that most employees have access to closer facilities. The company also increased the options parents can tap to access at-home back-up care for those times when a child is sick or when regular care falls through. 14.15 S.C. Johnson & Son Inc The Childcare Learning Centre at headquarters offers full-time, part-time and before- and after-school care for more than 350 kids. In 2003, the company completed a $4.5 million expansion that includes a gym, an aquatic centre and the Kiddie Corral, which offers weekend care so that parents can take yoga classes. page 43
Page 1: Supporting Employers Supporting Chi
Page 5: Table of Contents 1 Executive Summa
Page 8 and 9: The legislation covers all pregnant
Page 10 and 11: 3 Employer Childcare Options 3.1 In
Page 12 and 13: The employees get to spend quality
Page 14 and 15: Market Feasibility This includes a
Page 16 and 17: 4 Grants 4.1 Equal Opportunity Chil
Page 18 and 19: employees is exempt from Employer's
Page 20 and 21: 6 Case Studies (Large) 6.1 Northbro
Page 22 and 23: 6.3.2 Measures Penguin measures to
Page 24 and 25: • Lactation support network • P
Page 26 and 27: 7 Case Studies (Medium) 7.1 Botanic
Page 28 and 29: 8 Case Studies (Small) 8.1 Calor Ga
Page 31 and 32: 9 Appendices APPENDIX 1 28 Childca
Page 33 and 34: at least four weeks before the day
Page 35 and 36: 10.8 Disputes Under the Acts Disput
Page 37 and 38: 11.6 Force Majeure Leave All employ
Page 39 and 40: Contact Details for County and City
Page 41 and 42: 12.1 Other Useful Contacts Contact
Page 43 and 44: c.Child #3 ❑ Under 1 Year ❑ 1 -
Page 45: 14 Appendix 5: Examples from Best U

Image Border - Irish Business and employers confederation

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