Family Matters at Dot

Written by Lori Eder, Marketing Communications Specialist, Branding & Creative Services

At Dot, we understand the significance of focusing on quality time during the first days, weeks, and months with a new family member. We want to ensure our employees have adequate time to bond with their child and experience the wonders of parenthood. 

Dot supports this major milestone by offering employees a robust parental leave package. This includes paid time off for both mothers and fathers upon the birth or adoption of their child, gradual return to work for birth mothers, nursing breaks, and supplemental resources offered through Dot’s health plan.

Paid Time Off

New parents, whether through birth or adoption, are eligible to take up to 12 weeks off work through the Family Medical Leave Act (FMLA). This leave coincides with the arrival of their child. In addition, Dot offers one week of paid time off for all mothers and fathers at the company’s expense.

Dot’s paternity leave was so nice. It was a great help to my spouse, and very much appreciated. The best part of being a parent is watching them grow and learn. The hardest part is getting past the baby stage so I can do things around the house on my days off alone with him,” attests Shawn Caughill, New York Warehouse Trainer.

Gradual Return to Work

Dot’s gradual return to work schedule for birth mothers allows full-time employees who work 40 hours a week to work reduced hours during their first three weeks back from maternity leave. Birth mothers work 16 hours during their first week back, 24 hours during their second week, and 32 hours during their third week. Hours worked during these three weeks are flexible. Employees get paid for 40 hours for all three transition weeks. 

Gradual Return to Work

Dot’s gradual return to work schedule for birth mothers allows full-time employees who work 40 hours a week to work reduced hours during their first three weeks back from maternity leave. Birth mothers work 16 hours during their first week back, 24 hours during their second week, and 32 hours during their third week. Hours worked during these three weeks are flexible. Employees get paid for 40 hours for all three transition weeks. 

 

Nursing Breaks

Dot recognizes the importance of breastfeeding for both mother and infant. We support any employee who chooses to express breast milk for her nursing child while back at work. For up to one year after the child’s birth, any employee who is breastfeeding her child will be provided reasonable break time and a private space to express breast milk for her baby. The break time may run concurrently with any break time already provided to the employee. Dot will provide paid reasonable break time as needed by the employee. 

Supplemental Resources

Whether you are preparing for the arrival of your first or fifth child, Dot fully supports you in this journey. As a member of the Dot family, we strongly encourage you to take advantage of the extensive services and resources available as you embark on this special occasion.

Employee Assistance Program

Since parenting can bring a lot of surprises—and a ton of questions—Dot provides its employees with free services through the Employee Assistance Program (EAP). The EAP offers over-the-phone parenting consultations with professionals in childhood development, speech, language, and education. From sleep issues to temper tantrums, the EAP is available to answer all your burning questions as you maneuver through the complex stages of your child’s life. Call 800-356-0845 for a parenting consultation.

Maternity Support Through Special Beginnings

Employees who are enrolled in Dot’s health insurance can reap the benefits of Special Beginnings. Special Beginnings is a free and confidential maternity resource that supports mothers from early pregnancy until six weeks after delivery. An experienced Blue Cross Blue Shield of Illinois (BCBSIL) staff member will be available to answer questions to help plan the child’s care with their doctor. These representatives can also help manage high-risk conditions such as gestational diabetes and preeclampsia. To access the site, employees should log into Blue Access for Members (BAM) by visiting bcbsil.com and clicking the “My Health” tab.

Breast Pump & Accessories Through BCBSIL

Under the Affordable Care Act, employees are also eligible for a free breast pump and applicable accessories through BCBSIL. A full list of providers and locations can be found at bcbsil.com. A doctor’s prescription is required to order a breast pump.

Employees can access complete information about parental leave through the New Additions Resource Guide on The Compass.

From the beginning, the focus has been on YOU and the way YOU deserve to be treated. Ready to learn more?

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