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@Mrs. Lemon-Lime: you can only accrue so many sick days and then after that, if you haven't used them, you can donate to the sick fund. (Or you could donate even if you haven't maxed out your accrual). Then employees can use it with approval for any long term leave.
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@Foodnerd81: that was exactly what I had asked our HR representative when I broached the question of the repayment. It would have to be at least on a case by case basis, because you're absolutely correct in that even if you do plan to come back, it might not be possible, for a lot of different reasons.
As for having to earn your maternity leave, I still stand behind that. It is like an annual bonus, when you get that paid out to you, if you quit the day after it is deposited into your bank account, you don't have to pay it back. You might burn a bridge, yes, but that's the risk you take. I think everyone deserves the same base level leave after a year of service, 6 weeks, 3 months, whatever, and then, as you have more seniority, then it is up to the company to add more leave as they see fit.
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There was a similar situation at my H's work though with regular PTO. His office granted all PTO at the beginning of the year, so H's coworker purposely waited to quit until Jan. 1 so they would have to pay him the three weeks of his PTO. They paid out, but after they changed the policy to make people have to earn it gradually. I'm sort of torn on the mat leave thing. On one hand I can see why companies would want to make people pay it back if it's something they see as encouraging retention, or something you sort of earn retroactively (like you take the time and then "earn" it by returning for a certain amount of time.) On the other hand it does seem like it could also be looked at as a benefit to draw top talent to your company and if some people use it then leave, oh well, it's a risk you take. I do think this is a perfect example of why mat leave, like healthcare, shouldn't be tied to your employer. It would be so much easier if it were handled by the government and everyone had the same clear set of rules.
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I am in Canada as well, and I get topped up to 80% of my regular pay by my company ( top up of the 55% that EI pays). I have to return to work for 1 year after my mat/pat leave or I have to pay it back. That is pretty standard. It is not seen as PTO, sick leave etc. I know the states is very different in their mat leaves. We don
t have to pay back the EI, just the top up. I completely agree with the policy, or why would anyone who was planning to stay at home quit before the baby came? It is a huge chunk of money that companies pay out, and they dont have to do it. They do it so that employees come back. My SIL owed 2 years for each of her mat leaves. Her last mat leave she did not take the top up as she didn`t know if she was going to go back. -
If you used donated time I can see how that would leave a sour taste in their mouth. You earned your vacation and sick time, but coworkers donated those extra hours out of the donation bank to help a coworker in a time of need, so those weren't earned. I'd be upset if someone used PTO donations with intent to get paid for not working and then not come back. Those hours could have been saved for someone else who might have a medical emergency and is planning to stay with the company however now those hours are gone.
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