At Intapp, we hire the best and brightest talent and we want to recognise our internal family has an external family to care for at home. Our Parental Leave Program is in place to allow our employees to care for and celebrate their new family member(s), and to enable our employees to take time off when their new family member(s) join their home. Consistent with this approach, Intapp encourages eligible employees to take time off to care for their new family member(s). This Program will be in effect for births, adoptions, or placements of foster children occurring on or after July 1, 2019.
The Parental Leave Program is a paid leave benefit provided by the Company for the birth of an employee’s own child or the placement of a child with the employee in connection with adoption or foster care. The amount of paid leave an employee is eligible to take is sixteen (16) weeks for a primary caregiver or eight (8) weeks for a secondary caregiver. Both primary (birth parent) and secondary (non-birth parent) caregiver leaves are referred to collectively as “parental leave.”
Each week of parental leave is compensated at 100% of the employee’s regular base pay. Parental leave will be paid on the Company’s normal payroll cycle and is subject to all usual deductions (taxes, enrolled benefits, etc.).
Effective July 1, 2019, employees may take an approved parental leave at any time during the 12-month period immediately following the birth, adoption, or foster placement of a child with the employee. Parental leave must be completed within one year following the birth or placement giving rise to the leave.
Parental leave may be taken intermittently (in increments of no shorter than two weeks) and shall not exceed sixteen (16) weeks in the case of a primary caregiver or eight (8) weeks in the case of a secondary caregiver during a 12-month period, as measured backwards, on a rolling basis, based on the date the parental leave commences.
To be eligible for the Parental Leave Program, an employee must be a full-time, regular employee, work 30 hours or more per week, and have been employed with Intapp for at least six months before the start of parental leave.
Compassionate Leave Policy: The primary purpose of compassionate leave is to help employees to come to terms with the death of a loved one, a serious illness or injury involving a loved one, or serious personal relationship problems. Where an employee is entitled to take time off under the statutory right to time off for dependants, any time off granted as compassionate leave is in addition to the time off available under the statutory right.