Our Parental Leave Policy, which provides all eligible employees with up to 20 weeks of maternity and/or parental leave top-up to care for a newborn child, or a child that has been placed with the employee for adoption or foster care.

The eligible employee (as defined below), who will be the child’s Primary Caregiver during the period of leave, may take up to 20 weeks of leave paid at their current base salary. Such paid leave may begin up to two weeks prior to the expected delivery or placement date and must conclude within one year following the birth or placement of the child. Parental leave is typically taken over a continuous 20-week period. This leave may be taken, however, with manager approval, in shorter intervals of not less than one-week blocks of time.

The Eligible Employee who will be the child’s Secondary caregiver during the period of leave, will be eligible for up to four weeks paid leave.

Eligibility

Employees are eligible for Parental Leave if they:

(i)             Are regular (not temporary or contingent) employees of The Company, whether full-time or part-time, and

(ii)           Are on the Company’s Canadian payroll, and

(iii)         Must have worked a minimum of six months at realtor.com as of the first day of the leave, and

(iv)          Certify they are the Primary or Secondary Caregiver, as defined within this Policy, and

(v)           Comply with all other applicable provisions of this Policy.

Key Definitions

Primary Caregiver:  For the purposes of this Policy, the Primary Caregiver is defined as the person regularly providing the child with the majority of his or her care during the entire period of the Parental Leave. When requesting Parental Leave, the employee must certify that they will be the child’s Primary Caregiver in accordance with this definition. In the event that the Company learns that the employee was not the child’s Primary Caregiver, the employee will forfeit any entitlement to any further (or future) paid Parental Leave, be obligated to reimburse realtor.com for any pay already received, pursuant to this Policy, and be subject to disciplinary action up to and including termination of employment due to dishonesty.

Secondary Caregiver: For the purposes of this Policy, the Secondary Caregiver is defined as an eligible employee who will not be the child’s Primary Caregiver during the period of the leave. When requesting Parental Leave, the employee must certify that they will be the child’s Secondary Caregiver in accordance with this definition. This leave may commence at any point following the date of birth or placement of the child, provided such leave ends within one year of the child’s birth or placement, and may be taken, with manager’s approval, intermittently in blocks of time of not less than one week.

In the event a Secondary Caregiver becomes the child’s Primary Caregiver, the total duration of an employee’s Parental Leave for the birth or placement of a child cannot exceed 20 weeks.

If both parents are realtor.com employees, such employees may alternate acting as the Primary Caregiver and each take up to ten weeks of paid leave; however, the eligible leave period will still be limited to the one year period commencing two weeks prior to the date of birth or placement of the child.

For more information on taking a paid parental leave, please email HR Shared Services at askHR@move.com