WTOK-TV on LinkedIn: #localnews (2024)

jobless with a new bornwhen my first son was born, my wife had just been laid off from a recruiting role at a Fortune 500. i was leading sales at a technology company and making solid money. little did we know, i would be fired about a week into my 10 business day “paternity leave”. it wasn’t paternity leave - i was just using all my pto at once to take care of my wife (recovering from emergency C Section) and baby boy. the next 6 weeks were spent with both of us applying and feverishly interviewing for new jobs. as we prepare for the birth of our 2nd (and last 😂) child, anxiety has started to creep in on both of us. a few weeks out, we’ve both hit our sales and recruiting numbers and are set to take every little bit of parental leave offered by our companies. CTA?companies: take care of your people or prepare to losepeople: take the leave and prioritize your family#employeebenefits #humanresources #parentalleave

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In 2008, I stepped away from TV news for what was intended to be a year after having two babies 11 months apart. At the time, daycare costs for two would have nearly exceeded my monthly paycheck so it seemed like the only option we had. We moved closer to family, adjusted our lifestyle and made it work on one income. But one intended year would become five. As the gap in my resume widened and the professional relationships I had built over the years began to deteriorate, I remember so vividly that sense of panic that leaving the workplace was a mistake. But I didn’t feel I had a choice with an industry culture that was not understanding and accommodating to a new mom. Fast forward to 2022 when I have another baby and I am shocked things are still so difficult - still no paid family leave and an even higher cost of childcare. Thankfully, this time, my employer is more flexible and understanding about family commitments. Believe me, it makes all the difference. I tell this story because I know my experience is not unique. I also recognize I have been more fortunate than many others in navigating a situation that majority of women in the labor force will eventually find themselves faced with. I think it would be wonderful if local chambers (Thank you, Worthington Area Chamber !) could offer career advice and help connect SAHMs to employers. Anyone who does that work - and trust me, it IS work - has skills transferable to the workplace. Often times, people just need a road map and a few encouraging words. A resume gap is not a red flag. Caregiving is not a career break. HIRE THE MOMS!

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Asking about a company’s paid parental leave scheme during a job interview can feel a little taboo. Candidates avoid asking it as it can feel like it might jeopardise their chances of getting the role.It’s time to be transparent about paid parental leave in our industry. That’s why we’re putting together a paid parental leave guide for the marketing, creative and tech industry. There’ll be no opinions, just facts.So if your business works in this space, we need your help! We’ve put together a short survey - it’ll take no more than 5 mins, promise! - to collect information about your company’s policy. ⏰ Survey in the comments - 5 mins#parentalleave #maternityleave #survey

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Offering a competitive parental leave policy is important in today's talent market. If yours needs some tending to, here's some advice from Cocoon on how to create the best-possible policy:⭐️ Know why you're doing it⭐️ Define exactly who is eligible for what⭐️ Make sure your policy aligns with your other company policies and benefits⭐️ Map out stakeholders and their responsibilities⭐️ Get a legal reviewAs a recruiter at Benchmark Search, it's not my place to give legal or even HR advice, but I can certainly tell you that having the right benefits in place is a major lever in attracting better talent. #HiringAdvice

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#LeavePolicyUpdate: Now companies have to add "Garmiyon ki Chuttiyan" in their leave policies. 1 week would also do 👉🏾👈🏾P.S.- I hope they turn this lie into a truth 😬#summerholidays#job#leaves#copied

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Offering a competitive parental leave policy is important in today's talent market. If yours needs some tending to, here's some advice from Cocoon on how to create the best-possible policy:⭐️ Know why you're doing it⭐️ Define exactly who is eligible for what⭐️ Make sure your policy aligns with your other company policies and benefits⭐️ Map out stakeholders and their responsibilities⭐️ Get a legal reviewAs a recruiter at The Grady Group, it's not my place to give legal or even HR advice, but I can certainly tell you that having the right benefits in place is a major lever in attracting better talent. Plus, it's just the right thing to do!#HiringAdvice

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Employers 👋: Want to attract the cream of the crop when it comes to hiring? Well, offer them some perks and benefits that they can’t refuse, like one or two of the below:🔹Remote or flexible work schedules🔹Training programs🔹Performance bonuses🔹Stock options🔹Generous parental leave🔹Relocation assistance#hiringtrends #nowhiring #recruiting #recruitment #retention

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#LeavePolicyUpdate: Now companies have to add "Garmiyon ki Chuttiyan" in their leave policies. 1 week would also do 👉🏾👈🏾P.S.- I hope they turn this lie into a truth 😬#summerholidays #job #leaves #copied

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Is my job protected while I am on parental leave? Wes Jamieson explores this question in his article originally published by The Hamilton Spectator here: https://lnkd.in/gn3RdmvJIn Ontario, parental leave protections are strong under the Employment Standards Act (ESA) and the Human Rights Code. Parents have the right to return to their actual position or a comparable one if theirs is eliminated. However, layoffs during leave may lead to lawful termination if no comparable job exists.Employers must justify job cuts fairly, and if a termination is lawful, it can still be harsh for the employee. Finding new work after leave can be challenging, and once parental leave EI benefits end, obtaining regular EI benefits can be difficult.If you or someone you know has questions about mat leave or parental leave, or a termination, please feel free to contact Wes at wjamieson@rossmcbride.com or his direct line: 905-572-5806.#ParentalLeave #EmploymentStandardsAct #HumanRightsCode #WesJamieson

Let's do this. Let’s start being transparent about paid parental leave 👶 It's something we get asked FREQUENTLY by candidates when they are going for a role. We’re putting together a paid parental leave guide for the marketing, creative and tech industry so candidates don’t feel awkward asking about it throughout the interview process 😅 In the guide, we’ll just share the specifics of a company’s paid parental leave policy. There’ll be no opinions, just the facts.So if your business works in this space, we need your help! We’ve put together a short survey - it’ll take no more than 5 mins, promise! - to collect information about your company’s policy. Just check with your HR/management team that you can share this information with us for publication, fill out the survey and you’re done! Link below in the comments!!#parentalleave #pr #comms #creativenatives

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