Check out this growing list of Jewish non profits that have adopted healthy work life policies.
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JDC employees may take 12 weeks of leave following the birth, adoption, or foster placement of a child. Employees who have supported JDC for less than 1 year receive unpaid leave once the employee gas exhausted vacation, sick and short term disability. Employees who have been employed for more than 1 year will receive the difference between their salary and short term disability for 4 weeks. If short term disability is not available JDC will pay full salary for 4 weeks. After the 4 weeks, accrued paid time off can be used. Employees who have been part of JDC for 2 or more years will receive the difference between their salary and short term disability for 8 weeks. When shot term disability is completed JDC will pay full salary for the remaining period of leave. If short term disability is not available, JDC will pay 8 weeks of salary, with the employee using accrued paid leave for the remainder of the leave. Employees who have supported JDC for 3 or more years will receive full salary for 12 weeks.
Contact: www.jdc.org, Robin Salsberg, Director of Human Resources, robin.salsberg@jdcny.org
Paid Family Care Leave
AJWS offers a paid Family Care Leave benefit to eligible employees, which will run concurrently while on an approved leave of absence. Eligible employees who utilize this paid leave may not take more than 12 weeks, or any longer period as required by law.
Family Care Leave is provided for the following specific purposes:
• Care of a newborn or adopted child or placement of a foster child with the employee up to one year after birth, adoption or placement;
• Care of a seriously ill member of an employee’s immediate family including spouse, domestic partner, parent or step-parent, children or step-children;
• An employee’s own serious health condition that makes the employee unable to perform the essential functions of their job.
Eligible employees must give at least twelve weeks’ advance written notice to the employee’s supervisor indicating the anticipated date of departure, the length of their leave and their intention to return to full-time employment after leave. If twelve weeks of advance notice is not possible, notice must be given as soon as practicable. The return date may be adjusted, based on employee availability or manager approval.
All Regular full-time employees and Regular part-time employees who have been employed at AJWS for at least twelve consecutive months are eligible to request leave. Eligible employees are entitled to paid leave based on years of completed service at the time leave begins. Employees who are rehired following a break in service, other than approved leave of absence, will be considered new employees from effective date of re-employment. Paid leave eligibility is as follows:
Completed Full Years of Service Paid Leave
Less than 1 year No paid leave
1-3 years Six weeks paid leave
3-5 years Eight weeks paid leave
5+ years Twelve weeks paid leave
In addition, eligible employees may apply vacation time and all but 80 hours (10 days) of their unused sick time to the unpaid portion of their leave.
Any leave under this policy will run concurrently with any medical leave to which the employee is entitled under the Family Care, Medical, and Military Family Leave Policy, as well as any leave to which the employee is entitled under any state or local law and any disability benefits to which the employee may be eligible. Disability benefits are decided by the plan carrier, not AJWS. At no time shall an employee receive a greater total compensation than their regular pay while on leave.
Eligible employees will continue to accrue vacation and sick time during periods of paid leave, but not during periods of unpaid leave. During both paid and unpaid periods of leave, employee health and dental benefits remain in effect.
During periods of paid leave payroll deductions for benefits, including 403(b), will continue. The employee must continue to pay their share of the health insurance premiums during leave and the employee must make arrangements with Human Resources for payment of premiums during periods of unpaid leave.
AJWS will endeavor to reinstate the employee to the same position or an equivalent position if the employee returns to work after leave by the agreed-upon date, and as consistent with applicable law. However, the grant of approved leave does not alter AJWS’s right to restructure, reorganize, or eliminate any position at AJWS at any time and for any reason.
Employees may request an accommodation to assist with their transition back to work following their leave. If an employee is requesting a return to work accommodation the employee and supervisor must speak with Human Resources and complete a return to work agreement to be signed by all parties. The accommodation may include a reduced work schedule and/or telecommuting on a regular basis for a fixed period of time. An accommodation request is subject to manager and Human Resources approval.
Employees should contact someone in Human Resources with any questions regarding the Family Care Leave Policy and/or its implementation.
The Andrea and Charles Bronfman Philanthropies’ parental leave policy, after one year of employment and within three months of the birth, adoption, or foster care placement of a child, ACBP provides paid leave from accrued benefits including parental leave, sick and disability leave, vacation benefits, etc. up to a period of three months.
The Andrea and Charles Bronfman Philanthropies (ACBP) offers limited flexible hours. In certain circumstances the schedule of hours worked may be modified with the approval of the employee’s supervisor.
Upon the birth or adoption of a staff member’s dependent child(ren), an employee is entitled to paid parental leave according to the following schedule:
Length of Service Paid Parental Leave
1 to < 2 years 5 days (One Week)
2 to <5 years 20 days (Four Weeks)
5 to < 6 years 25 days (Five Weeks)
6+ years 30 days (Six Weeks)
ADL allows parents to use the above-referenced paid parental leave in a flexible fashion. That is, an employee may use the paid parental leave all at once, spread out over time, or on an as-needed. In the event that a staff member is pregnant, ADL will grant a leave of absence for up to six months, inclusive of accrued sick leave and vacation pay, upon the request of the staff member. ADL’s sick time policy includes a “kin care” provision that allows an employee to use sick leave for the care of a child. ADL sick leave also allows ADL employees to use sick time in connection with their own or their spouse’s pregnancy or post-partum care. ADL allows employees to gather up to 55 days of unused sick time into a “sick bank,” which provides for paid time off in connection with pregnancy and delivery. This has served as a key additional benefit for pregnant employees.
ADL has a formal flex time and telecommuting policy which expressly contemplates use for child care-related reasons.
Contact: http://www.adl.org, Mr. Steven Sheinberg, General Counsel, ssheinberg@adl.org
All ARK employees who have been employed for a year are eligible for 12 weeks of leave. Female employees who have worked between 1 to 2 years are given 2 weeks paid leave; employees who have worked between 2 to 3 years are given 4 weeks paid leave; and employees who have worked for more than 3 years are granted 6 weeks paid leave. Men are eligible for 5 days of paid leave during this 12 week period. Employees may apply accrued vacation pay against their unpaid leave.
Contact: www.arkchicago.org, Dr. Marc Swatez, Executive Director, mswatez@arkchicago.org
The Associated full-time employees are eligible to request a flexible work schedule. The business hours of the office are between 8:30 am and 5 pm, but flextime allows employees to create their own schedule of 37.5 hours per week. There is also the possibility of job sharing, where two people voluntarily share the duties and responsibilities of one full time person. Telecommuting is an option and allows an employee to carry out some of their assigned duties in another location. The employee must remain accessible during business hours. The Associated also provides a gradual return to work or part-time option for those returning to work from a maternity, paternity or disability leave.
The AVI CHAI Foundation employees, who have worked for at least 1 year, are eligible for 12 weeks paid “childcare leave.” The employee is eligible if he/she has no spouse, or if the employee’s partner works at least 35 hours per week or is enrolled as a full-time student.
Contact: www.avichai.org
Avoda Arts provides full-time employees, who have worked for at least 2 years, 8 weeks of paid leave following the birth or adoption of a child.
Contact: www.avodaarts.org, Deb Krivoy, Director, dkrivoy@avodaarts.org
AVODAH provides employees paid leave upon the birth, adoption or foster placement of a child. Employees who have worked with AVODAH for more than 1 year may receive 6 weeks of paid leave. AVODAH grants those who have not worked the required amount 2 weeks paid leave. The leave, in combination with any disability leave or paid time off, may not exceed 12 weeks in any 24-month period. Parental leave runs concurrently with sick days, medical leave and family and medical leave.
Contact: www.avodah.net, Sue Carduner, Director of Finance & Operations, scarduner@avodah.net
Bend the Arc employees who have worked for at least a year are eligible for 12 weeks of parental leave.
Paid Leave is provided for the following specific purposes:
An employee will be eligible for paid leave at full salary based on the number of years of completed service at the time leave begins, according to the schedule below.
Completed Full Years of Service Paid Leave
Under one year None
One year Three weeks
Two years Six weeks
Three years Nine weeks
Four or more years Twelve weeks
Flexible hours or an alternative schedule is possible with supervisor approval when compatible with the employee’s job responsibilities.
Contact: www.bendthearc.us, Amanda Gilmore, HR Director and Office Manager, agilmore@bendthearc.us
A full-time employee may request a Family and Medical Leave of absence not to exceed thirty (30) workdays. A full-time employee who has worked at Beth El for twelve (12) consecutive months is eligible for fifteen (15) workdays of this benefit; a full-time employee who has worked at Beth El for twenty four (24) consecutive months is eligible for thirty (30) workdays. Paid Family and Medical Leave cannot be taken within 24 months of a previous paid Family and Medical Leave.
Contact: www.betheldurham.org, Casey Baker, Executive Director, casey@betheldurham.org
Contact: www.BigTentJudaism.org, Rabbi Kerry Olitzky, Executive Director, KOlitzky@bigtentjudaism.org
Bikkurim grants eligible employees a maximum of 24 weeks of parental leave for: the birth of a child; the adoption of a minor child; or the foster placement of a child in an employee’s home. This entitlement expires at the end of the 12 month period beginning on the date of such birth or placement. The first 12 weeks of parental leave are paid. Employees may elect to take a maximum of another 12 additional weeks of unpaid parental leave. Employees may opt to use accrued sick and/or vacation days as part of those additional 12 weeks.
Bikkurim employees are eligible for flexible work. The supervisor and each employee will jointly establish the specific hours and days that constitute a regular work week with specific day requirements.
Contact: www.bikkurim.org, Aliza Mazor, Executive Director, amazor@bikkurim.org
Birthright Israel Foundation employees who have worked for at least a year are eligible for 12 weeks of parental leave. Paid maternity leave is provided at a rate of 2 weeks for those who have worked less than a year, and 6 weeks for those with one or more years of service. Paid paternity leave for up to 2 weeks is also provided. Employees who received paid paternity or maternity leave and do not return to work must reimburse 50% of their leave pay.
Birthright Israel Foundation employees are eligible for a flextime schedule, i.e., working 8 am to 4 pm rather than 9 am – 5 pm; while still completing a 40 hour work week. There are restrictions on starting and end times set by each department.
Contact: www.birthrightisrael.com, Aidel Miller, Director of Human Resources, aidel.miller@birthrightisrael.org
Birthright Israel North America employees who have worked for at least a year are eligible for 12 weeks of parental leave. Paid maternity leave is provided at a rate of 2 weeks for those who have worked less than a year, and 6 weeks for those with one or more years of service. Paid paternity leave for up to 2 weeks is also provided. Employees who received paid paternity or maternity leave and do not return to work must reimburse 50% of their leave pay.
Birthright Israel North America employees are eligible for a flextime schedule, i.e., working 8 am to 4 pm rather than 9 am – 5 pm; while still completing a 40 hour work week. There are restrictions on starting and end times set by each department.
Contact: www.birthrightisrael.com, Aidel Miller, Director of Human Resources, aidel.miller@birthrightisrael.org
The Center for Jewish Life -Hillel at Princeton University employees who have worked for at least a year are eligible for up to 120 days (4 months) of leave, upon the birth or adoption of a child. A woman who has given birth is eligible for up to 3 weeks paid leave prior to the birth and 10 weeks of paid leave following the birth. The Center for Jewish Life will pay the difference between the employee’s full-time salary and the New Jersey State Disability benefit. Following the 10 paid weeks, she may use up to 30 days of unused accrued sick leave and 30 days of vacation time to add to the period of paid leave. When that time has been used, she may have unpaid leave for the remainder of the 120 days. Employees other than the birth mother who become parents are entitled to 10 days of paid leave, after which they may use up to 10 days of accrued sick leave and vacation. When no vacation leave remains, employees will have unpaid leave for the remainder of the 120 days.
Contact: www.princeton.edu/hillel, Rabbi Julie Roth, Executive Director
CCAR provides four weeks of paid maternity leave after a two years of tenure at the organization.
Full-time employees of Central Synagogue who have been employed for more than one year are eligible for paid parental leave. After 1 year but less than 3, employees are eligible for 4 weeks paid leave. After 3 years of employment, but less than 10, employees are eligible for 6 weeks paid leave. After 10 years employment at Central Synagogue, employees are eligible for 12 weeks paid leave.
Contact: www.centralsynagogue.org
Clal employees are eligible for up to 26 weeks of New York State Disability with Clal paying the difference in salary for up to 4 weeks of this period. Employees are then able to supplement with accrued sick leave.
Contact: www.clal.org, Rabbi Rebecca W. Sirbu, rsirbu@clal.org
Full-time employees of over 1 year receive 12 weeks paid maternity leave.
Contact: http://www.cojeco.org, Roman Shmulenson, Executive Director, RomanS@cojeco.org
CJP’s normal business hours are Monday through Friday, 9:00 a.m. – 5:00 p.m. The normal work day is seven (7) hours and the normal work week is 35 hours. Staff on flexible work hours, work 35 hours a week with individualized starting and ending times that are the same throughout the week or a varying daily schedule that starts or ends at different times each day. The primary criterion for determining approval for flexible work hours at CJP is whether a flexible work arrangement meets the business needs of an employee’s workplace. Eligibility for participation in a flexible work arrangement will depend on an assessment by the department head that the employee’s proposed work schedule will enable the employee to fully meet job responsibilities and performance expectations.
Paid Parental Leave
Employees who have at least one (1) year of service and generally work at least 20 hours per week are eligible for paid parental leave in accordance with this policy. Eligible employees who are the parents of a newborn baby, newly adopted baby or child under the age of eighteen (18), a newly adopted child under the age of twenty-three (23) if the child is mentally or physically disabled, or a child placed with the employee pursuant to a court order are eligible to receive pay during a parental leave of absence equal to three (3) weeks after one (1) year of service and six (6) weeks after two (2) years of service.
Paid Parental Leave does not extend the period of unpaid leave under the FMLA or MPLA, but, rather, runs concurrently with both, if applicable.
Paid Parental Leave may be used on an intermittent basis, but must be used within six (6) months of the birth or adoption of the child. Unused paid parental leave will be forfeited.
Contact: www.cjp.org, Laura Desrosier, Senior Human Resources Generalist, laurad@cjp.org
Congregation Beth Elohim provides full-time employees 6 weeks of paid parental leave and up to an additional 6 weeks of unpaid leave following the birth or adoption of a child.
Contact: www.congregationbethelohim.org, Shelley Klein, Executive Director
Eden Village Camp employees who are primary care takers, including adoptive parents, may take up to 4 months off with their job secure; 4 weeks of this is paid, with one additional paid week added for each year that they have been employed by Eden Village, up to a maximum of 2 months paid. Non-primary caretakers may take 1 week paid, and have the ability to take up to 1 month off. 1 additional week paid is added for each year of employment up to a maximum of 3 weeks. Employees may use their vacation days to take additional time, or to supplement their income during their unpaid weeks off.
Contact: www.edenvillagecamp.org, Yoni Stadlin, Executive Director, yoni@edenvillagecamp.org
Educational Alliance employees may take up to 12 weeks of parental leave uponnthe birth or adoption of a child. Employees who have been employed for at least a year are entitled to 4 weeks of paid leave; employees who have completed 2 years are entitled to 6 weeks of paid leave; employees who have completed 3 or more years are entitled to 8 weeks of paid leave immediately upon the birth or placement of a child. If an employee is entitled to short-term disability benefits, Educational Alliance will pay the difference between their full salary and the disability benefit. Employees may apply accrued vacation or personal days to the unpaid portion of their leave. This leave will run concurrently with Family and Medical Leave if the employee is also eligible for FMLA leave at the same time.
Returning parents may discuss a flex-time schedule as they return to work, providing that the nature of their job allows for flexible work options. Applications for an alternative work schedule is considered on a case-by- case basis, where alternative work schedules can meet the operating needs of the department.
Encounter employees who have worked for at least a year are eligible for 12 weeks of parental leave. Full-time employees who have worked at the organization for between 1 and 2 years receive 6 weeks of paid leave, between 2 and 3 years receive 8 weeks of paid leave, and 3 or more years receive 12 weeks of paid leave.
Contact: www.encounterprograms.org, Yona Shem-Tov, Executive Director
Birth mothers at Footsteps are entitled to four weeks of paid leave and up to eight weeks of unpaid leave within their first two years. Employees who have completed two years of employment are entitled to eight weeks of paid maternity leave and up to four weeks of unpaid maternity leave. Employees who have completed three years of employment are entitled to twelve weeks of paid maternity leave. Fathers, partners and adoptive parents are entitled to two weeks of paid leave. Footsteps aspires to promote family bonding, gender equity and shared parenting responsibilities. Footsteps may consider increased leave for a non-birth parent should the employee express interest in this option.
Footsteps strongly considers the use of flextime as a new parent transitions back to work. Footsteps may also consider flexible work arrangements for other employees under special circumstances; consideration will be given to individual circumstances and the needs of the position. Flexible work arrangements must be approved by the Executive Director.
Contact: www.footstepsorg.org, Lani Santo, Executive Director, info@footstepsorg.org
Forward Association employees who have worked for at least a year are eligible for 12 weeks of parental leave, with 4 weeks paid.
Contact: www.forward.com, Janet Lessin Heiser, Assistant Executive Director, heiser@forward.com
Foundation for Jewish Camp (FJC) employees who have worked 90 days or more are eligible for 2 weeks of paid parental leave. Those who have been employed for 1 year or longer are eligible for 6 weeks of paid leave, with FJC supplementing what employees receive from the New York State short-term disability program. Employees are eligible to take an additional 6 weeks of leave, using vacation time and sick days to extend the paid period of leave.
FJC offers a flextime policy for eligible employees. With supervisory approval, an employee may select a starting time between 7:00 a.m. and 9:30 a.m. FJC requires that employees still work a full day and take at least a 30-minute lunch break. Full-time regular employees may also request a schedule that differs from the standard Monday through Friday workweek. In certain circumstances, full-time and part-time regular employees may be able to work from home on a scheduled basis. To be considered for this option, the employee must have a computer with Internet access and a quiet, designated work space at his/her home location. Employees interested in an alternate work arrangement must submit a written request to his/her supervisor as well as the Chief Executive Officer of FJC.
Contact: www.jewishcamp.org, Laurie Stone, Director, Finance & Administration, hr@jewishcamp.org
Full-time G-dcast employees are entitled to 3 months paid parental leave after one full year of employment. Some employees agree to work flexibly 25% time in the second month and 50% time in the third month, depending on position.
Contact: www.g-dcast.com
The Greater Miami Jewish Federation offers flextime for employees who have worked for more than 6 months. By making arrangements with individual supervisors and receiving approval of the Executive Vice President or his/her designee, employees may request alternative work schedules. Full-time employees must be scheduled for a 37.5-hour workweek and may not eliminate or reduce the length of their lunch period to fulfill this obligation. Flextime is not a permanent arrangement and must be for a specific agreed upon amount of time.
Contact: www.gmjf.org
H23 (comprised of the organizations GW Hillel & Gather the Jews) full-time employees with 2+ years of service are eligible for an additional week of paid family leave (totaling five weeks); employees with 3+ years of services are eligible for an additional two weeks of paid family leave (totaling six weeks).
Contact: www.gwhillel.org, Adena Kirstein, Director, GW Hillel adena@gwhillel.org
The Harry and Jeanette Weinberg Foundation offers flextime to provide employees greater flexibility in creating work schedules that reflect their personal needs and work patterns. Full time employees may arrive between 8:30 am and 9:30 am, and leave between 5:00 pm and 6:00 pm as long as they are working 7.5 hours/day (on average), 37.5 hours/week and work during the core hours of 10:00 am to 3:00 pm.
Hazon employees who are primary caregivers to a newborn or adopted child under six months of age, or to a seriously ill immediate family member, are eligible for three months of leave, after completing 9 months of full or part time employment. Employees who have worked for at least 2 full years will be compensated fully for 4 weeks; employees earn one additional week of paid leave for each additional year they have worked with a maximum of 12 weeks paid. Employees who are secondary caregivers are eligible for 6 weeks of leave after completing 9 months of full or part time employment. Those who have worked for at least 2 full years will be compensated fully for 1 week; employees earn half a week of paid leave for each additional year they have worked at Hazon with a maximum of 6 weeks paid.
Contact: www.hazon.org, Cheryl Cook, Chief Operating Officer, cheryl.cook@hazon.org
HIAS provides family and parental leaves of absence with or without pay to Regular Full-Time and Regular Part-Time employees who wish to take time off from work duties to fulfill family obligations relating directly to care for a child, spouse or parent with a serious health condition or to employees who wish to take time off from work duties to fulfill obligations relating directly to the birth of a child, or the adoption or placement of a foster child of three (3) years of age or less.
Eligible employees may request family or parental leave only after having completed twelve (12) months of service and must have worked at least 1250 hours during the 12-month period preceding the leave. Eligible employees may request up to a maximum of twenty-six (26) weeks of family leave within any twelve (12) month period.
During this time, the employee will be paid for a portion of this leave as follows:
After one (1) year of service – 2 weeks of paid leave
After two (2) years of service – 4 weeks of paid leave
After three (3) years of service – 5 weeks of paid leave
After four (4) years of service – 6 weeks of paid leave
After five (5) years of service – 7 weeks of paid leave
After six (6) or more years of service – 8 weeks of paid leave
Contact: http://www.hias.org, Ms. Francine Stein, Senior Advisor, francine.stein@hias.org
Upon childbirth, a woman who has given birth and who has completed one (1) year of service may take leave to a maximum of one hundred and twenty (120) calendar days. Such a staff person shall be entitled to twenty (20) business days of paid family leave, then she shall use up to thirty (30) days of unused, accrued medical leave, without having to provide medical documentation. When the staff person no longer needs to take medical leave or when she has exhausted her accrued medical leave, she will use her unused, accrued Annual Leave. When her Annual Leave leave balance is exhausted, she will go on leave without pay for the remainder of the one hundred and twenty (120) calendar days.
All staff persons who become a parent by birth or adoption, other than women who give birth, and who have completed one (1) year of service, may take leave to a maximum of one hundred and twenty (120) calendar days. Such a staff person shall be entitled to (20) business days of paid family leave, then she/he may use up to ten (10) days of unused, accrued medical leave (see above section, Medical Leave), at which point he/she will use unused, accrued Annual Leave. When no Annual Leave remains,the employee will go on leave without pay for the remainder of the one hundred and twenty (120) calendar days. All policies must follow state and local laws.
Contact: http://www.hillel.org, Ms. Jamie Schiffman, Interim Chief Talent Officer and Director of Professional Development, jschiffman@hillel.org
IKAR allows its eligible employees to take up to 10 weeks of paid leave to bond with a newborn child, newly-adopted child, or child that has just been place in foster care, under the assumption that the employee is planning on returning to her/ his job after the Leave. The amounts paid during this leave period by IKAR will be offset by any payments made to the eligible employees under any state or private disability insurance plan. To be eligible for this Leave, you must: (1) have worked for IKAR for at least 12 months and (2) have worked at least 1,250 hours in the last 12 months. The amount of Leave to which employees are entitled depends on their length of active service: 4 weeks for employees with 1-2 years of service; 8 weeks for 2-3 years of service; 12 weeks for 3 or more years of service. This Leave runs concurrently with any other leave for which the employee is eligible.
Full-time employees may take up to three months of paid maternity leave.
Contact: www.immersenyc.org, Rabbi Sara Luria, Executive Director, sara@immersenyc.org
Parental Leave up to 12 weeks is granted for the care of a newborn or adopted child. Employees may supplement this leave with accrued sick leave and vacation; however, the total time absent from the office must not exceed three months. An employee will be granted leave at full salary and medical benefits based on the number of years of service. Employees who have worked for less than one year are eligible for two weeks of parental leave. Employees who have worked less than two years are eligible for 6 weeks of paid leave. Employees who have worked more than two years are eligible for 12 weeks of paid leave.
Contact: www.jewishspirituality.org
JCC Manhattan employees who have worked for more than 1 year are eligible for 60 days of leave, with 30 days paid. Those who have worked for the JCC for 6 months to one year are eligible for 15 days of unpaid leave and 15 days of paid leave. For all employees all available vacation and sick days must be used to offset the unpaid leave.
The JCC Manhattan full-time employees are eligible to request flextime from the department supervisor. There are four flextime options: 1) employee may expand the full-time work schedule so that there is no specific start and end time, as long as the required number of hours are worked; 2) core hours are set by a department, the employee must be present at work during that designated time frame, and can be flexible before or after core hours; 3) variable flextime honors core hours, but these hours are not the same every day of the week; 4) a customized, daily schedule. Requests to begin or end flextime must be given at least 30 days in advance.
Contact: www.jccmanhattan.org, Diane Zultowsky, Director of Human Resources, dzultowsky@jccmanhattan.org
Jewish Agency for Israel employees are eligible for 4-12 weeks of paid maternity leave and 2-6 weeks of paid parental leave based on longevity with the Agency. This leave is not charged against the employee’s leave credits. Maternity leave eligibility begins after one full year of employment at which point employees are eligible for 4 weeks paid leave. This increases to 8 weeks after 3 years of employment, and 12 weeks after 5 years of employment. Parental leave eligibility also begins after one full year of employment at which point employees are eligible for 2 weeks paid leave. This increases to 4 weeks after 3 years of employment, and 6 weeks after 5 years of employment.
Contact: www.Jafi.org, Janet Halpern, Vice President of Administration, JanetH@Jafi.org.
Jewish Communal Fund employees are eligible for 1 month of paid maternity/paternity leave.
Contact: www.jcfny.org, Beth Wohlgelernter, Senior Vice President, beth@jcfny.org
Jewish Community Federation employees who have been employed for at least one year receive up to 12 weeks of paid parental leave which must be taken within the first 12 months of the birth of an employee’s child or the placement of a child with an employee for adoption or foster care. An employee returning from Parental Leave will be reinstated to his/her former position or an equivalent position without loss of seniority and at the same rate of pay. Employees employed for less than 1 year will be on an unpaid leave once short-term state disability benefits, where applicable, or accrued vacation and sick time have been exhausted. If both parents are employees, they will be entitled to a total of 12 weeks of paid Parental Leave, which may be used by one or the other parent or divided among them.
Employees employed for 1 year, but less than 2, will receive the difference between their full salary and short-term disability benefits, where applicable, for 1 month. Employees employed for 2 consecutive years, but less than 3, will receive the difference between their full salary and short-term disability, where applicable, for a period of 2 months. Employees employed for 3 or more consecutive years will receive the difference between their full salary and short-term disability, where applicable, for a period of 3 months. Thereafter, an employee must use his/her accrued sick or vacation leave. Where short-term disability is not available, JDC will pay 3 months of salary.
Contact: jewishfed.org, Steve Leibman, Chief Human Resources Officer, stevel@sfjcf.org
Flextime
Flextime is an arrangement that may include a consistent daily schedule with individualized
starting and ending times that are the same throughout the week or a varying daily schedule that
starts or ends at different times each day. This is a system wherein employees choose their
starting and departure times from a range of available hours. These periods are usually at either
the start or end of a core time during which most of JCRC-NY’s organizational activity takes place. Full time employment is 35 hours and Flextime does not alter the total number of hours or days worked in a week.
Telecommuting
Telecommuting is a work arrangement (which may be temporary) in which employees carry out some of their assigned duties at home or at another location. Job characteristics of a position suited for telecommuting typically require minimum supervision and minimum face-to-face contact. Supervisors are responsible for determining in advance which assignments or tasks are appropriate for telecommuting. Telecommuting employees are responsible for maintaining availability, levels of productivity and quality of work at the expected standard while telecommuting. Inadequate availability, reduced work production and/or quality may be cause for modifications or termination of an employee’s participation in telecommuting.
Flexible Reduced Schedules
Such an option involves fewer hours than full-time and must have a reasonably predictable schedule. These arrangements will affect salary and could terminate or affect some benefits, which will need to be adjusted.
1. Part Time – A part-time option means working fewer than 35 hours per week.
2. Gradual Return to Work – This provides an employee the opportunity to gradually begin working during a Family Care or Disability Leave, by working part-time and easing back in. This is not to extend any leave, but rather enable an employee and JCRC-NY to work out a balance of needs and capacity.
3. Partial Retirement – This allows employees nearing retirement to continue working on a
part-time basis, with no established end date.
Contact: www.jcrcby.org, Marci Eisenberg, General Counsel, eisenbergm@jcrcny.org
An employee who has been with the JCPA for more than 36 months may take up to 6 weeks of paid newborn leave (maternity/paternity/newborn adoption). An employee who has been with the agency more than 24 months but less than 36 months may take up to 4 weeks of paid newborn leave. An employee who has been with the office more than 12 months but less than 24 months may take up to 3 weeks of paid newborn leave. Those who have worked more than 3 months but less than 12 months are eligible for 1 week of paid newborn leave. Employees may apply vacation and sick days to their leave, but leave in total should not exceed 6 months.
Contact: www.engage.jewishpublicaffairs.org, Rabbi Steve Gutow, President and CEO, hluftig@thejcpa.org
The Jewish Education Project employees may take up to 12 weeks of parental leave. If a female employee has worked for 1 year, she is entitled to 4 weeks of paid leave; if she has worked for 2 years, she is entitled to 8 weeks of paid leave; if she has worked for 3 or more years, she is entitled to a full 12 weeks of paid leave. The Jewish Education Project offers a “gradual return to work” from maternity leave.
Contact: www.thejewisheducationproject.org, Jennifer Weitzman, Controller, weitzmanj@bjeny.org
JFC will provide up to four consecutive weeks of paid parental leave to the eligible parent serving as the primary caregiver following the birth or adoption of a child. The amount of the benefit will be base salary determined by regularly scheduled hours of work. The staff member may use any or all of their accrued sick leave or vacation, or be unpaid, to extend their time off up to a maximum of 12 weeks. In addition, JFC will provide one (1) week of paid parental leave to an eligible parent who will not be serving as the primary caregiver following the birth or adoption of a child. In, addition a non-primary caregiver may choose to take paid additional time off, accrued vacation time must be used. JFC staff regularly working 32 or more hours per week who have been employed for the previous twenty-four (24) months are eligible to apply for the Paid Parental Leave.
Contact: www.jewishcincinnati.org, Amy Zemberi, HR Director, azemberi@jfedcin.org
Jewish Federation of Cleveland employees who have worked full-time for 1 year are eligible for 12 weeks of unpaid leave. Women employed for 1 year or more are eligible for a total of 12 weeks of leave with 6 weeks paid. Other parents are eligible for 12 weeks of leave, of which 1 is paid.
Contact: www.jewishcleveland.org, Tami Caplan, Vice President of Operations, tcaplan@jcfcleve.org
Employees of Jewish Federation of Greater Dallas are eligible for flexible scheduling, or flextime, in some cases to allow employees to vary their starting and ending work times within established limits. Flextime may be possible if a mutually workable schedule can be negotiated with the supervisor involved. Such issues as staffing needs, the employee’s performance, workload, and the nature of the job are considered before approval of flextime. Employees consult with their supervisor and/or HR to request flextime.
Contact: www.jewishdallas.org, Cindy Mannes, HR Manager, cmannes@jfgd.org
Four weeks paid maternity leave is offered to full-time employees. Employees may extend their paid time by up to twelve weeks off by using accrued sick leave.
Flexible work hours are offered to all employees requesting this if due to a family or health or child related situation.
Contact: www.jewishnola.com, Michael Weil, Executive Director, michael@jewishnola.com
Employees of Jewish Federation of Greater Philadelphia are entitled to flexible work arrangements after 6 months of employment. By making arrangements with their managers and receiving approval of the Director of Human Resources, employees may request work schedules that begin as early as 7:30 am or go as late as 6:30 pm. Full-time employees must be scheduled for a 35 hour work week and may not eliminate or reduce the length of their lunch period to fulfill this obligation. Flextime does not restrict exempt employees from working more than their scheduled flextime hours. Individual schedules will be subject to manager’s approval based on business needs. Some departments may be unable to offer flexible hours for some positions and/or during certain times of the year.
Contact: www.jewishphilly.org
For birth mothers, the primary caregiver of an adopted child, or an infant conceived through a surrogate, Federation provides a maximum of 12 weeks of paid leave: 4 weeks (at least 1 year of employment), 8 weeks (at least 2 years of employment), and 12 weeks (at least 3 year3 of employment).
For fathers or non-primary caregivers of a (1) natural-born infant, (2) adopted child or (3) infant conceived through a surrogate, Federation provides 2 weeks paid leave to be taken within the first six months of the birth of an employee’s child or the placement of a child with an employee for adoption. Entitlement to this benefit requires a minimum of one year of service with Federation.
Contact: www.jfedpgh.org, Milo Averbach, CFO, maverbach@jfedpgh.org
Jewish Federation of St. Louis employees are eligible for up to 60 days of paid leave. Employees accrue 4 days of sick leave each year which may be applied to leave.
Jewish Federation of St. Louis employees are eligible to work outside an 8 am to 5 pm schedule, but within the hours of building operation. Eligibility is dependent on department or supervisor approval.
Contact: www.jfedstl.org, Pam Olivastro, Interim Director of Human Resources, hr@jfedstl.org
Employees of the Jewish Federation of the Bluegrass who have been employed for at least 1 year are provided with 6 weeks fully-paid maternity benefits. The organization will also pay an additional 1 week of salary for each year the employee has worked for the Federation, up to 12 weeks total.
Contact: www.jewishlexington.org, Judy Wortman, Executive Director, jfb@jewishlexington.org
JFNA provides 4 weeks paid maternity leave to female employees who have completed 1 year of service, 8 weeks of paid leave to employees who have worked for 2 years and 12 weeks for those who have worked for 3 or more years. JFNA provides 20 days (4 weeks) of paid paternity leave.
JFNA employees are eligible for flextime in which they choose their start and end time but fulfill a required 35 hour work week. Employees may request a flexible reduced schedule where options involve fewer hours than full-time ordinary hours and will affect salary and benefits. These include part-time work and telecommuting. Telecommuting requires the employee to be on-site as necessary for meetings and must be accessible during regular work hours.
Contact: www.jewishfederations.org, Gloria Nilsen, Director, Human Resources
Employees who are primary caregivers to a newborn or adopted child under six months of age, or to a seriously ill immediate family member, are eligible for three months of leave. Employees who have worked at Jewish Funders Network for 1 or 2 years will be compensated fully for 4 weeks; employees who have worked for 3 years or longer will be compensated for 6 weeks. Employees may supplement the paid portion of their leave by using accrued vacation or sick days.
JOFA employees who have worked for at least 12 months or longer are eligible for 12 weeks of leave following the birth or adoption of a child. The first 8 weeks of parental leave are paid at the employees’ current salary. The remaining 4 weeks can be paid using banked vacation or sick days. JOFA will continue contributing to the cost of health insurance and disability insurance while an employee is on parental leave.
Contact: www.jofa.org, Dr. Elana Sztokman, Executive Director, jofa@jofa.org
Paid parental leave applies in cases of birth, adoption and foster care when the JTS employee will be the sole primary caregiver. Any benefits eligible JTS employee who has completed 1-3 years of service is eligible for six weeks of paid parental leave. Benefits eligible employees who have completed more than 3 years of service are eligible for eight weeks of paid parental leave. This paid parental leave policy applies only to benefits-eligible employees and employees who have been employed at JTS for one full year (12 months). All employees who have worked at JTS for at least 12 months, and have worked at least 1,250 hours during the 12 months prior to the start of their requested leave are eligible for 12 weeks of unpaid leave under the Family Medical Leave Act (FMLA). The paid parental leave and the FMLA leave will run concurrently. After completing the paid portion of the leave, employees are able to use vacation and sick time to apply to the remainder of their 12 weeks. After they have exhausted those days they may take the remainder of the time unpaid. Paid parental leave must be taken within one year from the date of birth, adoption or foster care commencement. New parents who are not the primary caregiver, but are benefits-eligible and have served at JTS for more than one year, may take two weeks of paid bonding leave.
Contact: www.jtsa.edu, Diana Torres-Petrilli, Director of Human Resources, dipetrilli@jtsa.edu
Employees with at least two years of service are eligible for paid parental leave, up to six weeks of paid leave depending on years of service to “primary care” parents for the birth or adoption of a child (2-4 years of service receives 4 weeks; 4 or more years receives 6 weeks). Up to two weeks of paid leave is given to “non-primary care” parents who have been with the organization for at least 2 years.
Contact: http://www.juf.org, Rabbi Louis Lazovsky, Vice President, Human Resources, louisLazovsky@juf.org
Jewish Women International employees are eligible for 12 weeks of leave; up to 8 weeks paid.
Jewish Women’s Archive full-time employees, who have worked for at least 1 year, are eligible for 12 weeks of leave; 8 weeks are fully paid and the remaining weeks may be paid by unused vacation time or banked sick days. Part-time employees are eligible for pro-rated parental leave.
Contact: www.jwa.org, Dr. Gail Reimer, Executive Director, greimer@jwa.org
Full time Jewish Women’s Foundation of New York employees employed for 1 or more consecutive years, who goes on maternity leave shall be paid her full salary for a period of 1 month and then receive New York State Disability for the remainder of the leave. A full time employee employed for 2 or more consecutive years, shall be paid her full salary for a period of 2 months. An employee employed for 3 or more consecutive years, shall be paid her full salary for a period of 3 months. If the employee does not return to work for at least 6 months upon completion of her maternity leave, she will have to reimburse the organization for the maternity leave pay. An employee may apply any accrued vacation days to her maternity leave. Employees are allowed to return from a maternity, paternity, or disability leave gradually, by working part time and easing back in. The expectation is that the employee returns to their regular work arrangement within six weeks of returning from a leave.
Contact: www.jwfny.org, Joy Sisisky, Executive Director, joy@jewishwomenny.org
Jewish Women’s Foundation of the Greater Palm Beaches (JWF) offers 4 weeks paid maternity leave to staff that are employed more than two years. JWF will consider flexible work arrangements, if approved by a supervisor and pre-arranged.
Contact: www.jwfpalmbeach.org, Tami Baldinger, CEO, tami@jwfpalmbeach.org
JFREJ employees receive 4 weeks paid and 8 weeks unpaid parental leave, regardless of the nature and form of their parenting, provided it is taken within one year of the birth, adoption or placement (for foster care) of the child. These benefits are offered to full-time employees after 1 year of employment, and part-time employees on a pro-rated basis.
Contact: www.jfrej.org, Marjorie Dove Kent, Executive Director, marjorie@jfrej.org.
Employees whose tenure with Jews United for Justice is one year or longer are eligible for 12 weeks total parental leave following the birth or adoption of a child. Employees will receive two weeks of paid parental leave for the each year they have worked at JUFJ, for a maximum of 6 paid weeks. Employees must use all available vacation and comp days, and all but 5 sick days before they can begin using paid parental leave.
Contact: www.jufj.org, Jacob Feinspan, Executive Director
JOIN for Justice full-time employees receive 12 weeks of leave following the birth or adoption of a child. Employees are entitled up to 6 weeks of paid parental leave, based on years of service (1 year completed – 4 weeks, 2 years completed – 5 weeks, 3 or more years completed – 6 weeks). Additionally, employees may use accumulated sick and vacation time. JOIN also carries short term disability, which must be used prior to any paid leave.
Full-Time employees are allowed to work flexible hours with reasonable notice and approval of the employee’s supervisor.
Contact: www.joinforjustice.org, Sarah Resnick, Operations Manager and Executive Associate, sresnick@joinforjustice.org
Full-time employees of Joseph and Harvey Meyerhoff Family Charitable Funds are entitled to 12 weeks paid maternity leave.
Contact: www.meyerhoffcharitablefunds.org
Joshua Venture Group provides 12 weeks of leave to employees of one year or more: 4 weeks paid parental leave to employees who have completed 1 year of service, 8 weeks paid leave to employees who have worked for 2 years, and 12 weeks paid leave to those who have worked for 3 or more years. Any remaining unpaid period may be supplemented by vacation and sick days.
Contact: www.joshuaventuregroup.org, Jenny Kibrit Smith, Program and Operations Officer, llepson@joshuaventuregroup.org
Employees may take up to a total of 12 weeks of leave within the first year after the birth or adoption of a child under 3 years of age. The balance of paid vs. unpaid leave depends on the length of tenure at the organization (minimum 2 weeks paid for first six months, rising by one week per quarter to 12 weeks paid after 3 years).
Employees may take up to a maximum of 10 consecutive days of bereavement/care giving leave immediately following the death of a first-degree family member (paid leave) or second-degree family member (unpaid and/or earned vacation/sick leave).
Contact: www.jewishjumpstart.org, Shawn Landres, Co-founder & CEO, info411@jewishjumpstart.org
Full-time employees of The Kavana Cooperative are entitled to a total of three months of paid parental leave, to be taken prior to and/or following the birth or adoption of a child. Kavana supports a “gradual return to work” from maternity leave.
The Kavana Cooperative employees are eligible to request a flexible work plan (which features flex-hours and/or the ability to work from home), provided that all job responsibilities can be met within this format. Details are worked out on a case-by-case basis with a supervisor.
Contact: www.kavana.org, Rachel Nussbaum, Executive Director, info@kavana.org
Keshet employees are granted 3 months of paid leave.
Contact: www.keshetonline.org, Idit Klein, Executive Director, info@keshetonline.org
Contact: www.matankids.org Dori Frumin Kirschner, Executive Director
Mayyim Hayyim provides employees who have worked for at least one year with 12 weeks of parental leave. Employees are eligible for paid parental leave based on time worked: 4 weeks of paid leave after 1 year worked; 8 weeks of paid leave after 2 years or more.
Contact: www.mayyimhayyim.org, Carrie Bornstein, Executive Director, carrieb@mayyimhayyim.org
Mechon Hadar provides up to 16 weeks of parental leave following the birth or adoption of a child. Employees will receive 4 weeks of paid leave for each year they have worked with the organization, for a maximum of 16 paid weeks. At the discretion of the Executive Director, employees may be able to return from parental leave on a part-time basis as a transition back to full-time work.
Contact: www.mechonhadar.org, Rabbi Elie Kaunfer, Executive Director, info@mechonhadar.org
The maximum amount of time this leave will pay to full time employees at full pay is dependent upon your length of service with MJF as follows:
After one full year of service—full pay for two weeks
After two full years of service—full pay for four weeks
Contact: http://www.milwaukeejewish.org/, Tom Lindow, CFO, cmannes@jfgd.org
Moving Traditions provides parental leave following the birth or adoption of a child to employees who have been working for at least 12 continuous months. Eligible employees may take up to 16 weeks of parental leave in any 12-month period, measured backward from the date of any leave usage. Moving Traditions will pay full time employees four weeks of parental leave, per full year of employment, up to 16 weeks paid. Paid parental leave benefits will be reduced by any short-term disability benefits received by the employee.
Contact: www.movingtraditions.org, Robin Cohen, Director of Finance and Operations, rcohen@movingtraditions.org
MyJewishLearning employees are eligible for 12 weeks of leave. 1 month of paid maternity leave is offered to employees who have worked for 1 to 2 years; for the second month, the employee has the option of working from home half-time and receiving a full salary, or not working and receiving one-half of her salary. 2 months of paid maternity leave are offered to those who have been employed for 3 years or more; for the third month, the employee has the option of working from home half-time and receiving a full salary, or not working and receiving 50% of his or her salary.
3 weeks of paid paternity leave is offered to employees who have worked for more than 1 year. It is an option to substitute an employee’s unpaid leave or half paid leave with up to half of his or her accrued unused paid time off.
Contact: www.myjewishlearning.com, Meredith Lewis, Director of Operations, meredith@myjewishlearning.com
NCJW employees who have worked for 18 months or more are eligible for 12 weeks of leave, 6 of those weeks will be partially compensated: employees who worked from 18 months to 2 years will be paid 50% of their salary, those who worked more than 2 years but less than 4 will be compensated at 60% of their salary, and those who worked 4 years or more will be paid at 80% of their salary. Employees may supplement vacation and sick time for the remainder of their leave.
Contact: www.ncjw.org, Nancy Kaufman, CEO
NIF employees are eligible for 12 weeks of leave following the birth or adoption of a child. Those who have worked from 6 months to 3 years are eligible for 4 weeks of paid leave. Those employees with 4 or more years of service are eligible for 6 weeks of paid leave with an additional week of paid leave for each consecutive year after, but no more than 12 weeks total. It is not necessary to take this time consecutively, only within a 12 month period from the initial day.
Contact: www.nif.org, Rabbi David Rosenn,CEO, david@nif.org
Nextbook, Inc. employees may take up to 12 weeks of paid parental leave.This benefit is available to those who have worked for at least 1 year and those who are single parents or whose spouses or domestic partners are working or studying full-time during the period of leave. An employee who does not qualify for 12 weeks paid leave is eligible to 10 days paid parental leave.
Contact: www.tabletmag.com/nextbook-inc, Morton Landowne, Executive Director
After the first year of employment, OneTable employees are granted leave of up to twelve weeks for the birth or adoption of a child, or the placement of a foster child. Employees who have completed one year of employment are entitled to four weeks of paid leave and up to eight weeks of unpaid leave; employees who have completed two years of employment are entitled to eight weeks of paid leave and up to four weeks of unpaid leave; and employees who have completed three years of employment are entitled to twelve weeks of paid leave. Employees who have worked at OneTable for less than a year are entitled to one week of unpaid leave per month worked. In extraordinary situations, the Executive Director may allow an employee in this situation to borrow vacation or sick time to extend this leave period. Secondary caregivers are entitled to up to two-weeks paid leave.
OneTable employees are eligible for flexible work arrangements, based on the approval of their supervisor. Flexible work arrangements may include flextime, working remotely, part-time work, compressed workweek (minimum requirement of 35 hours), compensatory time off, and job sharing.
Contact: www.onetable.org, Aliza Kline, Executive Director, welcome@onetable.org
Female employees are permitted to take six weeks of paid maternity leave upon the birth or adoption of
a child. Male employees are permitted to take off one week of paid paternity leave upon the birth or
adoption of a child. Female employees may request a flexible return option upon the conclusion of
maternity leave, to be approved at the discretion of the Executive Director.
Contact: www.getORA.org,
Full-time employees on approved FMLA leave or Personal leave for maternity or paternity reasons who have completed one year of service, are eligible to receive the following income replacement during such leave:
Pardes Institute of Jewish Studies, North America employees that have worked for at least 1 year are eligible for 12 weeks of Family Leave. Those that have worked for 1 year receive 3 weeks of paid leave; those who have served for 2 years are given 5 weeks of paid leave; and those who have worked for more than 3 years are given 6 weeks of paid leave.
Family Leave may be requested for a continuous time period, intermittently, or on a reduced-hour basis. This means that it may be possible for an employee to extend her or his leave over a period longer than 12 weeks, by working part-time for some or all of the Leave, or by working for short periods that fall within the Leave period. The Leave must be used within a 12-month period.
Contact: www.pardes.org.il, Deborah Shapira, Board Vice President, dshapira@mac.com
RAVSAK employees are entitled to up to 3 months paid leave.
RAVSAK employees are eligible for flextime, according to an agreement between each employee and his or her supervisor.
Contact: www.ravsak.org, Marc Kramer, Executive Director, mkramer@ravsak.org
Reconstructionist Rabbinical College (RRC) provides 4 weeks of paid leave at full pay and benefits to those employees who have been with RRC for at least 2 years. After 3 years of employment, employees may apply for up to a year’s leave without pay.
Contact: www.rrc.edu, Jennifer Abraham, Vice President for Administration, jabraham@rrc.edu
All regular full-time and regular part-time employees who have completed at least one year of employment are eligible for parental leave. The Organization grants eligible employees with less than two years of service five weeks of paid parental leave. Employees with two or more years of service with the Organization are granted seven weeks of paid parental leave.
Contact: www.werepair.org, Sharon Pollack, CFO and VP Operations
Employees who are regularly scheduled to work 20 or more hours per week and who have worked more than 1 year at the time of the birth or adoption of their child shall receive up to 20 paid days of parental leave at full pay. Part-time employee use of this benefit will be pro-rated.
Contact: www.shalom-bayit.org, Naomi Tucker, Executive Director, Naomi@shalom-bayit.org
Shalom Hartman employees are eligible for a leave of 12 weeks after the birth or adoption of a child. New employees who have worked for less than 6 months are given 2 weeks paid leave. Employees who have worked from 6 to 12 months are given 3 weeks paid leave. Those who have worked for 12 to 24 months are given 4 weeks paid leave and employees who have worked for Shalom Hartman longer than 24 months are given 6 weeks paid leave.
Contact: http://www.hartman.org.il, Stacey Prenner, Executive Director, stacey@shalomhartman.org
Shefa grants all employees twelve 12 weeks of childcare leave which must be taken within the first twelve (12) months of the birth of an employee’s child or the placement of a child with an employee for adoption or foster care. Employees employed with Shefa for one (1) or more consecutive year will receive the difference between their full salary and short-term disability benefits, where applicable, for a period of one (1) month. Employees employed with Shefa for three (3) or more consecutive years will receive the difference between their full salary and short-term disability benefits, where applicable, for a period of two (2) months. Thereafter, an employee must use his/her accrued paid time off or take unpaid leave.
Contact: www.shefaschool.org, Ilana Ruskay-Kidd, Head of School, Ilana@shefaschool.org
Full-time employees of Sixth & I are eligible for 3 months paid maternity leave after two years of employment.
Contact: www.sixthandi.org, Esther Foer, CEO, efoer@sixthandi.org
FLEX: Slingshot employees are eligible for telecommuting, i.e., employees may carry out their work at a location other than the office. A contract between the supervisor and employee is signed regarding agreed upon hours as well as regularly scheduled check in meetings to assess the employee’s progress.
Contact: www.slingshotfund.org, Will Schneider, Executive Director, will@slingshotfund.org
T’ruah employees may take up to 12 weeks of leave following the birth or adoption of a child, or the placement of a foster child. Employees who have completed one year of employment are eligible for 4 paid weeks and 8 unpaid weeks of leave. T’ruah employees who have completed two years of employment are eligible for 8 paid weeks and 4 unpaid weeks of leave. Employees who have completed 3 or more years of employment are eligible for 12 paid weeks of leave.
T’ruah full-time employees on flextime may elect to regularly begin their workday any time between 8:00am and 10:00am and end their regular workday eight hours later, between 4:00pm and 6:00pm. All employees are expected to be present during the core work period, from 10:00am to 4:00pm. Full-time regular employees are entitled to select a compressed workweek schedule. Employees choosing compressed work weeks may work hours that do not adhere to the traditional work schedule, but that average out to at least thirty-five hours per week. Permanent exempt employees required to work on evenings, weekends, and holidays may be permitted to take compensatory time during the workweek, to be determined in consultation with the Executive Director. Travel nights and working late are not considered eligible for compensatory time.
Contact: www.truah.org, Ilana Clay, Director of Operations, office@truah.org
UJA-Federation of NY employees may take up to 12 weeks of maternity or adoption leave. If a female employee has worked for 1 year, she is entitled to 4 weeks of paid leave; if she has worked for 2 years, she is entitled to 8 weeks of paid leave; if she has worked for 3 or more years, she is entitled to a full 12 weeks of paid leave. UJA-Federation of NY offers a “gradual return to work” from maternity leave.
UJA-Federation of NY employees will be considered for flextime on a case-by-case basis, where alternative work schedules have been shown to meet the operating needs of the department. UJA-Federation of NY offers telecommuting, where an employee works remotely at another location, provided that the employee is onsite for all mandatory meetings. UJA-Federation of NY also provides flexible reduced schedules where employees are able to work part-time and gradually return to a full-time schedule.
Contact: www.ujafedny.org Sari Ferro, VP for Human Resources
Union for Reform Judaism (URJ) employees who have been employed for at least one year and have worked no less than 1,250 hours per year upon birth or adoption of a child are eligible for a total of 12 weeks FMLA leave which includes 4 weeks paid Childcare Leave. Available vacation and sick days may be used to supplement the remaining unpaid time.
Contact: www.urj.org, Stefani Jarrett, Director, Human Resources
UpStart Bay Area provides 3 months paid maternity leave, with 6 weeks covered by California State Disability and use of any accrued vacation and the remaining period paid by UpStart Bay Area.
Contact: www.upstartbayarea.org, Toby Rubin, CEO, toby@upstartbayarea.org
Female employees who have worked with the organization full-time for one year or more may take 12 weeks of leave following the birth or adoption of a child. Those who have worked for less than 2 years are eligible for 4 weeks of paid leave and 8 weeks of unpaid leave. Those who have worked for 2 years or longer are eligible for 6 weeks of paid leave and 6 weeks of unpaid leave. Male employees are eligible for 2 paid weeks of paternity leave if they have been employed for one year or longer.
Yeshivat Maharat offers 6 weeks paid maternity leave and a commitment to hold the job for 12 weeks.
Contact: www.yeshivatmaharat.org