Cocoon

Excited for this workshop from Bobbie, Chamber of Mothers, and LUMO! Grab your spot here: https://lnkd.in/evRG8EQ8

#PaidLeavePaysOff because offering paid leave improves retention (1). If you were a birthing parent in a state with no paid leave programs, would you want to stay at an employer that does nothing to help you? Don't get Marie-Kondo'ed out of your employee's lives—show up for them and support them when it matters. What's available to an employee in a state with paid leave programs vs. an employee in one without is...startling to say the least. Employers can bridge that gap by offering paid leave. Check it out for yourself with our employee leave planner and toggle between states to see job-protection and available pay:?https://lnkd.in/ga8jhf3r 1. https://lnkd.in/gb2x8BvQ

Everyone should have a little Frank Alvarez in their lives, so here's your daily dose. If you want the full answer, you can watch Frank's response here (jump to 50:32):?https://lnkd.in/gmJd5Sxn

Anyone who’s ever managed leave knows that people take leave in many different ways—and it’s often not in a single, continuous period. This is known as intermittent leave, a type of leave employers struggle to administer because of the complexity and special FMLA rules that apply. Navigating complexity is our middle name, so we’ve put together this guide to help you understand those rules?and?feel more empowered to manage these important leave cases:?https://lnkd.in/gkRYFn55

Without a federal paid leave program, an employee's access to paid leave is entirely dependent on which state they live in. For the visual learners out there, let's look at a scenario. Employee A is pregnant and lives in California—they're about to go on leave, which will be covered under California's multiple leave laws. Leading up to their leave they are a little concerned about only getting a certain percent of their paycheck, but at least they are getting something and they know their job is safe. Employee B is also pregnant and about to go on leave, but they live in Idaho. They have no paid family leave programs in their state, so leading up to their leave they are completely stressed about finances, job-security, and how quickly they can get back to work after giving birth to start getting paid again. These employees are going on leave at the same time, for the same reason, but their experiences will be wildly different. If their employer offered paid leave, the lack of a state program in Idaho wouldn't be a factor. And the programs in California would simply work together with the employer policy to make sure the employee is paid. Employers have the opportunity (and responsibility) to step up and offer paid leave policies so that *all* of their employees have equitable access. #PaidLeavePaysOff because when you show up for your employees, they show up for you.

"At the end of the day, any one of us may need to take a leave of absence. Knowing you're supported by a legitimate personal leave company policy, as well as a team who can carry it out in real life, offers an unparalleled piece of mind that few other perks or policies could." Read more from our Director of People, Amber Zeise, on why your company needs a personal leave policy: https://lnkd.in/gfuQJHX7 P.S. If you need help writing a #PersonalLeave policy, use our policy generator as a starting point, linked in the first comment ↓

We ?? Admin visibility! Our latest release solves one of the most common requests we've heard from People teams in recent months: visibility into emails and notices each employee receives throughout their leave. Cocoon Admins can now see the full details of each email we send employees in real-time right in the Cocoon Leave Log. One small step for our Admin Dashboard, one giant leap for easy leave management. Hear more from Grace Shu about the latest update: https://lnkd.in/gg9Qjizg (or click the link in first comment ↓ for an interactive walkthrough)

If you've ever wondered WHY we handle employee leave the way we do at Cocoon, we have just the event for you ?? Join us on October 22nd at 11:30am PST / 2:30pm EST, where Frank Alvarez will dive into how Cocoon's product philosophy combines automation *with* human expertise for a unique approach to employee leave. Grab your spot here: https://lnkd.in/gsUm3SdC

If you missed last week's compliance AMA we hope you have a really bad case of FOMO because we had a *great* time. But we'd never leave you hanging completely, so here's a peek at what you missed ↓ If you want the full answer, you can watch Frank Alvarez's response here (jump to 47:30): https://lnkd.in/gmJd5Sxn

The surgeon general issued an advisory report earlier this month that dives into the mental health of #Caregivers and #Parents in the workplace. It validates what many have been saying for a long time—it's time for change. Unsurprisingly, access to #PaidLeave is on the list of solutions the surgeon general discusses. Employers who offer paid leave are leading this change by supporting both employees and their families. Because life doesn't stop when an employee clocks in. This isn't something we'll shut up about anytime soon—the conversation around paid leave policies that support the well-being of *all* caregivers in the workforce is incredibly important. Improving the mental health of working parents and caregivers benefits everyone. When employers show up for their employees, their employees will show up for them. Read more in this month's edition of The Wrap Up ↓