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My company has a pretty good policy- we're under 50 so I guess the FMLA requirements aren't there, but they compensate for it. Our benefits provider pays something like 100% of the first month or two, then a percentage of the rest up to 3 months? So my company pays the difference to get to three fully compensated months. I like that they go above and beyond to compensate for the benefit provider's shortcomings- they don't have to, but they do. Is it still too short? Yes... but that's the way of the US.
Regarding SydneyK's comment, keeping people happy definitely matters. One cool bonus that my company does is give the new parents a month of meals through one of those delivery service places. Apparently the food is pretty good, and I know it is not cheap. The sentiment is great and I've heard that cooking is low on the priority list so it fills a major gap.
Of course, no women have actually been pregnant or had young children at my company- the industry we're in is not really conducive to it (stressful, intense, unpredictable, always moving from one thing to the next). So although the policies are pretty good, only the men have taken advantage of it. Thus other than the month of meals thing, it kind of doesn't matter.
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And in the years after, with tears or with laughter, we'll always remember our dear Kappa days.
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