Earlier this year, we wrote a column on a gloomy state of paid parental leave in a United States, that trails many of a world.

At a time, we combined a giant chart that highlights a several  policies during some of a largest American employers. Since we’d like to enhance a draft over time —  so that it becomes a repository of sorts, highlighting a many and slightest inexhaustible policies — we asked readers to contention their possess employers’ rules.

Nearly 175 people responded, and I’m still operative my approach down a list.

But one of a many absurd policies came from an worker during Fitch Ratings, who easily gives a employers “honeymoon leave” of 5 days off in a year they get married. But during a same time, fathers usually get 3 days off when they move home a baby child. Adoptive relatives also usually get 3 paid days, yet birth fathers and relatives adopting children can take delinquent leave as partial of a Family Medical and Leave Act: it requires incomparable employers and open agencies to yield adult to 12 weeks of delinquent leave for a birth or adoption of a child (or to caring for yourself, an opposite-sex spouse, primogenitor or child who has depressed ill).

Birth mothers, meanwhile, are authorised for 6 to 8 weeks of short-term incapacity during full compensate after a birth (or longer if medically necessary), a Fitch orator said.

All of a new sum can be found during a bottom of the chart, though here are a few some-more additions:

At Disney, birth mothers accept full pay, as partial of a “short-term illness benefits,” for adult to 3 months, or longer when it is concurrent with state incapacity word advantages in areas where that is applicable. Then, a worker can use ill compensate or vacation time that they have accrued to extend paid maternity leave over a 12-week period. For hourly employees, short-term incapacity advantages yield 60 percent of compensate adult to $200 a week (or some-more if worker elects supplemental, contributory coverage) for adult to 26 weeks.

Fathers and adoptive relatives can use accessible paid time off, including floating holidays, vacation, and, in California, a apportionment of ill pay.

ExxonMobil declined to yield specifics on a policy. It would usually contend that a “benefits programs are designed to be manageable to a needs of employees via a career and into retirement.  They also support ExxonMobil in attracting and maintaining a many competent employees.”

But if that’s a case, I’m not certain because they wish to keep those policies a secret.

Berkshire Hathaway did not lapse calls, while Chevron and Wal-Mart were still operative on a ask during a time of announcement (details will be combined to a draft later).

If we wish your association combined to a list, greatfully fill out a form next or write in your employer’s process in a criticism territory below.