Parental Leave Policy.

Brand New Box is excited about families. We want to make sure that when you add a child to your family, we can support you. This policy outlines our parental leave benefits. If you have questions, talk to us!

Eligible employees are entitled to paid parental leave following the birth, adoption or foster care placement of a child. To be eligible for paid parental leave, you must have been employed by the Company as a full-time employee for three (3) Months when the parental leave period begins. The amount of paid parental leave available for eligible employees will be determined as follows:

• Primary caregiver if you are the full-time primary care parent during the period of the leave, you will be eligible for up to twelve (12) weeks of leave at base pay;
• Secondary caregiver if you are the non-primary care parent, you will be eligible for up to four (4) weeks of leave at base pay.

Parental leave must be taken within the first twelve (12) weeks after the birth or adoption of a child. Eligible employees must apply for short-term disability benefits as a condition of receiving the salary continuation provided under this policy. Short-term disability benefits will offset, and are not in addition to, the salary continuation provided under this policy.

In addition to the period of paid parental leave, the primary caregiver may request up to an additional twelve (12) weeks of parental leave without pay, subject to the approval of your manager. The non-primary caregiver may not extend parental leave beyond the paid leave period. Part-time employees are not eligible for paid parental leave.

While on paid parental leave you will continue to receive all employee benefits previously provided on the same terms as an active employee and will remain eligible for salary increases and bonuses.

In general, the period of paid and unpaid parental leave should not extend beyond six (6) months for the primary caregiver. When you are ready to return from parental leave, the Company will attempt to reinstate you to your former position or one with equivalent pay, benefits, and other employment terms. You are entitled to reinstatement, however, only if you would have continued to be employed had parental leave not been taken. For example, you are not entitled to reinstatement if, because of a layoff, reduction in force or other reason, you would not be employed at the time you seek to return to work. Further, if you fail to return to work at the end of the approved leave period, you will be considered to have voluntarily resigned, effective as of the day following the last day of the authorized leave period.