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Benefit showers for Intel mothers
HRK News Bureau | New Delhi | Thursday, 27 August 2015

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The company has showered new and soon-to-be-mothers at all stages with several benefits—from pre-delivery, post-delivery until return to work.

Intel India has joined the list of companies that have recently altered their paternity policies to be more accommodating towards their employees — both men and women.

Of late, India Inc. seems to have become more considerate towards new parents than ever before. Vodafone, Accenture, Citibank, Mondelez and Flipkart have extended maternity benefits for their women employees.

The company has showered several benefits for new and soon-to-be-mothers at all stages -- from pre-delivery, post-delivery until return to work.

It has extended the duration of maternity leave from the existing 84 days to 150 days. In addition, the new mother will get the benefit of working part time for one month post the maternity leave and that too on full salary.

For new fathers, the paternity leave has been doubled from 5 to 10 days.

The same benefit applies to non-biological parents as well who opt for the adoption route. Women employees will get 150 days of leave and men will get 10 days of paternity leave.

These benefits will be effective from September 1, 2015 onwards.

Preethi Madappa

Kumud Srinivasan, president, Intel India, says, “This will lead to a work environment where every employee feels productive, valued, motivated and committed to do their very best.”

Preethi Madappa, director – HR, Intel South Asia, adds, “Maternity is an important life-event and through our benefits, we want to support our women employees in managing their personal and professional life during this juncture, and making a smooth transition back to work.”

Intel plans to continue to seek feedback from employees and explore further enhancements to the benefit offerings.

Intel India’s other family-friendly benefits include day care discounts, maternity hospitalisation coverage, bereavement leave, short-term sick leave that can also be used to take care of ailing dependents, life and accident insurance cover, medical insurance programmes that also cover parents/in-laws, Health For Life programme, interest-free salary advance for personal emergencies, and free counselling sessions for both employees and their dependents through the Employee Assistance Programme (EAP).

 

© 2016 HR Katha
Last modified on Thursday, 27 August 2015

1 comment

  • Comment Link aarpita Tuesday, 01 September 2015 posted by aarpita

    A great move towards employee welfare.

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