Tidepool offers 8 weeks of new parent leave for all full-time employees from the moment of hire, regardless of gender or sexual identity, after the birth or adoption of a child. This time is for the new parent to welcome their newborn or newly adopted child or children into their family and have time to bond with them.
The leave may be taken at any point from two weeks prior to anticipated birth or adoption, to within one year after the birth or adoption of the child. Leave can either be taken all at once or split over the 54 week period.
Employees should give the rest of the team as much notice as possible before they take new parent leave, though there is no requirement for how far in advance notification needs to be given. Parenthood can be unexpected and the more that a team can anticipate the absence, the better positioned the team will be to accommodate the new parent’s leave.
Paid time off of any kind, including New Parent Leave, does not accrue.
In California, State Disability Insurance and new parent leave programs will pay part of an eligible employee’s salary who is unable to work due to pregnancy and childbirth. It is illegal for an employer to overpay an employee while they are using these programs, so Tidepool will supplement them to maintain the employee's salary instead of paying the full salary on top of these partial salary benefits from the State.
Other local jurisdictions may have additional requirements for parental leave. Your local jurisdiction laws always apply.
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