Page 6 - InteractiveBrokers | Family Building

Review Your Policies
We know preparing for new family members can be both exciting and overwhelming, so IBKR provides our employees with opportunities to balance family matters with work. In addition to
the benefits we provide, the federal government and certain state governments require leaves of absence and accommodation benefits for employees in various situations that you might qualify for based on your child care needs.
We wanted to take a moment to break down these benefits— those covered by IBKR and the government—so you can easily understand and utilize your options when your little bundle arrives.
IBKR Provided Parental Leave Highlights
• Primary Caregiver: IBKR provides salary continuance to our employees to bond with a new baby or newly-adopted child. The parental leave provides up to 16 weeks of paid parental leave to primary caregiver employees immediately following childbirth or the placement of a child(ren) with an employee in connection with adoption.
• Non-Primary Caregiver: IBKR provides
up to 2 weeks of paid bonding leave to new parents who qualify as non-primary caregiver and are not eligible for the above parental leave such as spouse/partner
and parent to the child(ren). The bonding leave can only be utilized as a single 2-week leave period in the first 6 months following the birth of the child(ren) or the placement of a child(ren) with an employee in connection with adoption.
To process a request for leave, simply call Matrix Absence Management at (877) 202- 0055 at least 30 days prior to your intended leave commencement date. Please contact HR for additional information.
Am I Eligible?
To qualify for either leave, employees must:
• Have been employed with the company for at least 12 consecutive months prior to the birth or adoption of the child.
• Have worked at least 1,250 hours during the 12 consecutive months preceding the date the leave would begin.
• Be a full-time, regular employee (part-time, temporary employees, and interns are not eligible for this benefit) for at least 12 consecutive months prior to birth or adoption of the child.
To qualify for parental leave*, employee must meet one of the following criteria:
• Has given birth to a child(ren).
• Has become a parent through surrogacy or through adoption (the child(ren) must be age 17 or younger) and has self-designated as primary caregiver to the child(ren).
To qualify for bonding leave*, employee must meet one of the following criteria:
• Be a spouse or committed partner of a person who has given birth to a child(ren).
• Has become a parent through surrogacy or through adoption (the child(ren) must be age 17 or younger) and has self-designated as non-primary caregiver to the child(ren).
*The adoption of a new spouse’s child(ren) is excluded from this policy.
The above is not intended to include all situations, individual eligibility for the policy will be determined by HR.
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