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  • FAQ – AWP
    presenters or writers Let s break this cycle When we rely on the same speakers time after time we send the message that there s nothing new under the sun Identifying women scholars intellectuals rabbis and leaders will bring a fresh point of view perhaps less familiar but equally expert in the matter at hand How do we change the criteria to add more women to public panels Be creative Ask the male expert Who else can contribute to this dialogue or Who might bring a new perspective Express your desire to make the panel more inclusive and your hope that future events will reflect the organization s values and goals How do we include women when the topic concerns institutional issues where no women serve as leaders e g seminary presidents Must the CEO or President be the only organizational representative For the seminary panel ask the Provost Dean or top professor here you are likely to find a qualified woman If your criteria results in an all male line up expand the criteria or category Adding diverse perspectives including women younger people and a range of leadership roles makes the conversation richer and more interesting Why doesn t AWP start a speakers bureau of women experts We have learned that personal recommendations have more credibility than AWP presenting a binder full of women The man who is invited to speak is in the best position to recommend female colleagues to editors and convenors What else can men do as allies Think strategically As in most professions top jobs in the Jewish community are filled via networking and personal recommendations Suggest a woman for a job opening Be attentive to gender dynamics on search committees Share the spotlight Bring a female colleague to a high level meeting or event

    Original URL path: http://advancingwomen.org/pages/mobilize/men-as-allies/faq (2016-04-30)
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  • Get Started on Research – AWP
    the News Get Started on Research Research Get Started on Research Make the Case Experiment Run Your Own Experiment Level the Playing Field Negotiate Related Resources Report Creating Gender Equity and Organizational Effectiveness in the Jewish Federation System A Research and Action Project Article How Research Fuels Change How To Gender Assessment Tool Get started on research Research is the first step in designing a change scenario We use numbers and patterns all the time to track progress drive decisions and ensure accountability This is also true for gender equity In the corporate sector law medicine and academia factual data created momentum for change Unlike individual complaints or a petition objective data is a more neutral instrument But be prepared for pushback Some people resist change in the status quo They will avoid data collection and uncomfortable questions You may need to negotiate the focus of your research and how the results will be delivered Start counting and look for patterns Dig into the facts Is your organization a true meritocracy How do you know Who s on the leadership roster Who sits at decision making tables Has the gender salary gap been closed Look for patterns How are women and men promoted How are people tapped for committees stretch assignments leadership development and speaking engagements How does work life policy intersect with career pathways These patterns surface subtle factors that affect gender equity and women s advancement Your analysis supported by numbers and patterns conveys a compelling message We are going to make real change pegged to measurable goals Start the conversation When the time comes to report show trend lines over time highlight signs of progress and point to possible solutions Encourage a spirit of learning How do these findings square with our assumptions What opportunities might we

    Original URL path: http://advancingwomen.org/pages/learn/research/get-started-on-research (2016-04-30)
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  • Run Your Own Experiment – AWP
    leadership toolkit our best practices for change agents Adaptive Leadership Toolkit Get on the balcony To understand trends take the long view This is hard in mission driven organizations where we often get stuck on the dance floor caught up in the day to day From the balcony you can look for clues and ask the big questions Think politically Moving from diagnosis to intervention will call upon all your relationship skills Who has the most to gain or lose if this experiment is successful Who are your potential allies Who says they re with you but never steps up What incentive will get these people to take the leap Determine your time horizon Gender initiatives push against the status quo So be prepared for incremental change Having an image of success early and long term will focus your strategy and tactics Orchestrate the conflict To launch this experiment you ll need to facilitate uncomfortable conversations about gender equity and what might be sacrificed on its behalf The organization may try to reduce the tension Keep the issue alive so people face the tension and work it through Practice the art of compromise If you understand your environment you can decide when to make an agreement that falls short of your highest hopes Can you separate what s essential from what s negotiable so you can insist on the former and bend on the latter Deal with the resistance People may try to derail your efforts for example by not coming to meetings or insisting on delays Resistance is a sign that you re making headway Take small steps but keep pushing the work back so people struggle with their choices and pursue an intervention Separate role from self You may be criticized for being aggressive or taking the agency

    Original URL path: http://advancingwomen.org/pages/learn/experiments/run-your-own-experiments (2016-04-30)
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  • Participants – AWP
    Our Houses of Faith First The Huffington Post 1 18 15 Rabbi Faith Joy Dantowitz Smart technology makes firearms safer New Jersey Jewish News 6 3 2015 Suzanne Feinspan Deepening Our Days of Service Zeek 1 16 15 Andrea Flynn Gun Lobby Guns Make Women Safer Salon com 2 4 2013 To Protect Women s Health And Drastically Reduce Abortion There Is Only One Choice The National Memo 11 4 2012 Rabbi Lori Forman Jacobi Mommy I Want A Day Off The Jewish Week 2 10 15 Rabbi Robyn Fryer Bodzin On the Need for Hakarat Ha Tov in the Jewish Community E Jewish Philanthropy 6 15 2013 The Changing Modern Jewish Family E Jewish Philanthropy 2 10 2012 Rabbi Rachel Gartner Leave Newsweek s Top 50 Rabbis List in Mitzrayim Huffington Post 4 12 2012 This Passover We re Standing at an Unparted Sea of Reeds On Faith 4 14 2014 Who Will Retell An Interfaith Miracle Huffington Post 12 25 2012 Rabbi Lisa Gelber Taking Time to Be There Jewish Theological Seminary of America 2 6 2013 Rabbi Dr Laura Gold Rabbis Can Watch Out For Trouble By Looking Inward The Jewish Week 6 2 2015 Rabbi Rachel Goldenberg Living Our Values E Jewish Philanthropy 2 29 2012 Shayna Goodman Privilege Day School and the Lure of the 80 Hoodie The Forward 4 7 15 Sara Rose Gorfinkel Engaging Female Donors Learning from Jewish Women s Foundations E Jewish Philanthropy 3 12 2013 with co authors Emily Sweet Slingshot Thoughts E Jewish Philanthropy 11 1 2013 Cindy Greenberg The Power of Service Can Transform Community When Rooted in Strong Partnerships Zeek 1 15 15 Rabbi Heidi Hoover Israel Doesn t Want Me The Jewish Week 2 26 2013 Rabba Sara Hurwitz Behind the Veil of Tzniyut Using Religious Modesty to Block Women as Ritual Leaders Morethedoxy 2 1 2012 Stephanie Ives Why New Israel Fund Is Marching For Israel The Jewish Week 4 11 2014 Rachel Jacoby Rosenfeld How Jewish Workplaces Can Right Gender Disparities The Forward 12 17 2010 with co authors Renanit Levy Chavie Kahn To Feel More Connected Get Physically Closer to the Torah MyJewishLearning 8 8 15 To Thrive Day Schools Need to Make Parents Feel Heard eJewish Philanthropy 3 3 15 Mamie Kanfer Stewart No Conversion Required Shma 4 13 2013 Gilah Kletenik Gender Disparity in the Clergy Breaking the Stained Glass Ceiling Huffington Post 3 5 2012 Rabbi Ashira Konigsburg Forever Young Community Relegates Adults to Kids Table The Jewish Week 1 29 2013 Tikkun Olam Ethical Mitzvot are Mitzvot algemeiner org 6 7 2013 Rabbi Lauren Kurland Human Trafficking and the Lessons of Passover jewdub org 3 17 2013 Naomi Less Gender Balance in the Jewish Spotlight E Jewish Philanthropy 3 1 2011 Arielle Levites Purim Pew and Other Godless Tales Jewish Exponent 3 12 2014 Renanit Levy How Jewish Workplaces Can Right Gender Disparities The Forward 12 17 2010 with co authors Rachel Jacoby Rosenfeld Making Room for Ima on

    Original URL path: http://advancingwomen.org/pages/mobilize/op-ed-project/participants (2016-04-30)
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  • Conference Resources – AWP
    inclusiveness for women Jews of color and LGBT Jews Download program and agenda Impact and Influence 2003 Co sponsored by Ma yan 90 influential women volunteer leaders came together to strengthen their leadership in the Jewish community Work life issues Better Work Better Life Campaign The 100 NYC TBD 2014 AWP will host a celebration to honor the first 100 Jewish organizations that adopt formal flexibility and or paid parental leave Work Life Fit A Candid Conversation 2013 Nearly 100 professionals and volunteer leaders got started on policies for formal flexibility and paid parental leave supported by AWP the Wiener Educational Center of UJA Federation of New York and the Jewish Community Centers Association Anne Weisberg co author of the best selling book Mass Career Customization Aligning the Workplace with Today s Nontraditional Workforce was the lead speaker Download program and agenda Working Together for Work Life Balance A Candid Conversation with Funders and Nonprofits 2012 Professionals and funders explored the benefits of formal flexibility This AWP gathering co sponsored with the Jewish Funders Network featured talks by Yossi Prager Executive Director and Deena Fuchs Director of Strategic Partnerships both at the Avi Chai Foundation and by Rachel Monroe CEO of the Harry and Jeannette Weinberg Foundation Download agenda Better Work Life Policies NYC 2011 Sari Ferro HR Director of UJA Federation NY and Gloria Nilson HR Director of Jewish Federations of North America shared their strategies for implementing formal flexibility Cali Williams Yost corporate work life expert and Fast Company author was the featured speaker Download program and agenda 24 7 Is It Time to Change the Way We Work NYC 2005 was a first in the Jewish community bringing together more than 100 professionals and volunteers from diverse organizations to explore these issues Network building and skill development

    Original URL path: http://advancingwomen.org/pages/mobilize/conferences/conference-details (2016-04-30)
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  • Recommendations – AWP
    Human Rights Parental Leave Sample Policy UJA Federation of New York Parental Leave Policy Sample Policy Tru ah Rabbis for Human Rights Flexible Work Arrangements Meet our standards for paid parental leave and formal flexibility AWP recommends minimum standards for paid maternity leave and formal flexibility If your organization meets these standards join the the Better Work Better Life Campaign Our Gold Standard level is reserved for those organizations that exceed minimum requirements Search enlisted organizations to find out which organizations are leading the way Minimim requirements Paid Maternity Leave four 4 weeks of paid leave which can be linked to minimum tenure of two 2 years This does not include accrued vacation or sick days however employees can apply short term disability insurance to cover a percentage of salary AND OR Formal Flexibility consistent transparent guidelines for gaining and retaining these privileges Gold standard Formal Flexibility consistent transparent guidelines for gaining and retaining these privileges Paid Maternity Leave twelve 12 weeks of paid leave which can be linked to tenure generally one month of paid leave per year Paid Parental Leave six 6 weeks of paid leave to all fathers partners and adoptive parents which can be linked to

    Original URL path: http://advancingwomen.org/pages/mobilize/better-work-better-life/recommendations (2016-04-30)
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  • Enlisted Organizations – AWP
    or more years are entitled to 8 weeks of paid leave immediately upon the birth or placement of a child If an employee is entitled to short term disability benefits Educational Alliance will pay the difference between their full salary and the disability benefit Employees may apply accrued vacation or personal days to the unpaid portion of their leave This leave will run concurrently with Family and Medical Leave if the employee is also eligible for FMLA leave at the same time Returning parents may discuss a flex time schedule as they return to work providing that the nature of their job allows for flexible work options Applications for an alternative work schedule is considered on a case by case basis where alternative work schedules can meet the operating needs of the department Encounter Sectors Education Size Less than 25 Employees Budget Less than 1M Encounter employees who have worked for at least a year are eligible for 12 weeks of parental leave Full time employees who have worked at the organization for between 1 and 2 years receive 6 weeks of paid leave between 2 and 3 years receive 8 weeks of paid leave and 3 or more years receive 12 weeks of paid leave Contact www encounterprograms org Yona Shem Tov Executive Director Footsteps Sectors Federations Social Services Social Justice Other Size Less than 25 Employees Budget Less than 1M Birth mothers at Footsteps are entitled to four weeks of paid leave and up to eight weeks of unpaid leave within their first two years Employees who have completed two years of employment are entitled to eight weeks of paid maternity leave and up to four weeks of unpaid maternity leave Employees who have completed three years of employment are entitled to twelve weeks of paid maternity leave Fathers partners and adoptive parents are entitled to two weeks of paid leave Footsteps aspires to promote family bonding gender equity and shared parenting responsibilities Footsteps may consider increased leave for a non birth parent should the employee express interest in this option Footsteps strongly considers the use of flextime as a new parent transitions back to work Footsteps may also consider flexible work arrangements for other employees under special circumstances consideration will be given to individual circumstances and the needs of the position Flexible work arrangements must be approved by the Executive Director Contact www footstepsorg org Lani Santo Executive Director info footstepsorg org Forward Association Sectors Other Size 50 100 Employees Budget More than 5M Forward Association employees who have worked for at least a year are eligible for 12 weeks of parental leave with 4 weeks paid Contact www forward com Janet Lessin Heiser Assistant Executive Director heiser forward com Foundation for Jewish Camp Sectors Education Engagement Training Other Size Less than 25 Employees Budget More than 5M Foundation for Jewish Camp FJC employees who have worked 90 days or more are eligible for 2 weeks of paid parental leave Those who have been employed for 1 year or longer are eligible for 6 weeks of paid leave with FJC supplementing what employees receive from the New York State short term disability program Employees are eligible to take an additional 6 weeks of leave using vacation time and sick days to extend the paid period of leave FJC offers a flextime policy for eligible employees With supervisory approval an employee may select a starting time between 7 00 a m and 9 30 a m FJC requires that employees still work a full day and take at least a 30 minute lunch break Full time regular employees may also request a schedule that differs from the standard Monday through Friday workweek In certain circumstances full time and part time regular employees may be able to work from home on a scheduled basis To be considered for this option the employee must have a computer with Internet access and a quiet designated work space at his her home location Employees interested in an alternate work arrangement must submit a written request to his her supervisor as well as the Chief Executive Officer of FJC Contact www jewishcamp org Laurie Stone Director Finance Administration hr jewishcamp org G dcast Sectors Engagement Training Size No staff Employees Budget 2 6M 5M Full time G dcast employees are entitled to 3 months paid parental leave after one full year of employment Some employees agree to work flexibly 25 time in the second month and 50 time in the third month depending on position Contact www g dcast com Greater Miami Jewish Federation Sectors Federations Social Services Size More than 100 Employees Budget More than 5M The Greater Miami Jewish Federation offers flextime for employees who have worked for more than 6 months By making arrangements with individual supervisors and receiving approval of the Executive Vice President or his her designee employees may request alternative work schedules Full time employees must be scheduled for a 37 5 hour workweek and may not eliminate or reduce the length of their lunch period to fulfill this obligation Flextime is not a permanent arrangement and must be for a specific agreed upon amount of time Contact www gmjf org H23 GW Hillel Gather the Jews Sectors Engagement Training Size Less than 25 Employees Budget 1M 2 5M H23 comprised of the organizations GW Hillel Gather the Jews full time employees with 2 years of service are eligible for an additional week of paid family leave totaling five weeks employees with 3 years of services are eligible for an additional two weeks of paid family leave totaling six weeks Contact www gwhillel org Adena Kirstein Director GW Hillel adena gwhillel org Harry and Jeannette Weinberg Foundation The Sectors Philanthropy Size Less than 25 Employees Budget More than 5M The Harry and Jeanette Weinberg Foundation offers flextime to provide employees greater flexibility in creating work schedules that reflect their personal needs and work patterns Full time employees may arrive between 8 30 am and 9 30 am and leave between 5 00 pm and 6 00 pm as long as they are working 7 5 hours day on average 37 5 hours week and work during the core hours of 10 00 am to 3 00 pm Hazon Sectors Social Justice Size 25 49 Employees Budget 2 6M 5M Hazon employees who are primary caregivers to a newborn or adopted child under six months of age or to a seriously ill immediate family member are eligible for three months of leave after completing 9 months of full or part time employment Employees who have worked for at least 2 full years will be compensated fully for 4 weeks employees earn one additional week of paid leave for each additional year they have worked with a maximum of 12 weeks paid Employees who are secondary caregivers are eligible for 6 weeks of leave after completing 9 months of full or part time employment Those who have worked for at least 2 full years will be compensated fully for 1 week employees earn half a week of paid leave for each additional year they have worked at Hazon with a maximum of 6 weeks paid Contact www hazon org Cheryl Cook Chief Operating Officer cheryl cook hazon org Hebrew Free Loan Society Sectors Federations Social Services Philanthropy Size 50 100 Employees Budget More than 5M HIAS Sectors Social Justice Size 50 100 Employees Budget More than 5M HIAS provides family and parental leaves of absence with or without pay to Regular Full Time and Regular Part Time employees who wish to take time off from work duties to fulfill family obligations relating directly to care for a child spouse or parent with a serious health condition or to employees who wish to take time off from work duties to fulfill obligations relating directly to the birth of a child or the adoption or placement of a foster child of three 3 years of age or less Eligible employees may request family or parental leave only after having completed twelve 12 months of service and must have worked at least 1250 hours during the 12 month period preceding the leave Eligible employees may request up to a maximum of twenty six 26 weeks of family leave within any twelve 12 month period During this time the employee will be paid for a portion of this leave as follows After one 1 year of service 2 weeks of paid leave After two 2 years of service 4 weeks of paid leave After three 3 years of service 5 weeks of paid leave After four 4 years of service 6 weeks of paid leave After five 5 years of service 7 weeks of paid leave After six 6 or more years of service 8 weeks of paid leave Contact http www hias org Ms Francine Stein Senior Advisor francine stein hias org Hillel International Sectors Education Size More than 100 Employees Budget More than 5M Upon childbirth a woman who has given birth and who has completed one 1 year of service may take leave to a maximum of one hundred and twenty 120 calendar days Such a staff person shall be entitled to twenty 20 business days of paid family leave then she shall use up to thirty 30 days of unused accrued medical leave without having to provide medical documentation When the staff person no longer needs to take medical leave or when she has exhausted her accrued medical leave she will use her unused accrued Annual Leave When her Annual Leave leave balance is exhausted she will go on leave without pay for the remainder of the one hundred and twenty 120 calendar days All staff persons who become a parent by birth or adoption other than women who give birth and who have completed one 1 year of service may take leave to a maximum of one hundred and twenty 120 calendar days Such a staff person shall be entitled to 20 business days of paid family leave then she he may use up to ten 10 days of unused accrued medical leave see above section Medical Leave at which point he she will use unused accrued Annual Leave When no Annual Leave remains the employee will go on leave without pay for the remainder of the one hundred and twenty 120 calendar days All policies must follow state and local laws Contact http www hillel org Ms Jamie Schiffman Interim Chief Talent Officer and Director of Professional Development jschiffman hillel org IKAR Los Angeles CA Sectors JCCs Synagogues Social Justice Size 25 49 Employees Budget 2 6M 5M IKAR allows its eligible employees to take up to 10 weeks of paid leave to bond with a newborn child newly adopted child or child that has just been place in foster care under the assumption that the employee is planning on returning to her his job after the Leave The amounts paid during this leave period by IKAR will be offset by any payments made to the eligible employees under any state or private disability insurance plan To be eligible for this Leave you must 1 have worked for IKAR for at least 12 months and 2 have worked at least 1 250 hours in the last 12 months The amount of Leave to which employees are entitled depends on their length of active service 4 weeks for employees with 1 2 years of service 8 weeks for 2 3 years of service 12 weeks for 3 or more years of service This Leave runs concurrently with any other leave for which the employee is eligible ImmerseNYC Sectors Other Size Less than 25 Employees Budget Less than 1M Full time employees may take up to three months of paid maternity leave Contact www immersenyc org Rabbi Sara Luria Executive Director sara immersenyc org Institute for Jewish Spirituality Sectors Education Size Less than 25 Employees Budget 1M 2 5M Parental Leave up to 12 weeks is granted for the care of a newborn or adopted child Employees may supplement this leave with accrued sick leave and vacation however the total time absent from the office must not exceed three months An employee will be granted leave at full salary and medical benefits based on the number of years of service Employees who have worked for less than one year are eligible for two weeks of parental leave Employees who have worked less than two years are eligible for 6 weeks of paid leave Employees who have worked more than two years are eligible for 12 weeks of paid leave Contact www jewishspirituality org JCC Manhattan Sectors JCCs Synagogues Size More than 100 Employees Budget More than 5M JCC Manhattan employees who have worked for more than 1 year are eligible for 60 days of leave with 30 days paid Those who have worked for the JCC for 6 months to one year are eligible for 15 days of unpaid leave and 15 days of paid leave For all employees all available vacation and sick days must be used to offset the unpaid leave The JCC Manhattan full time employees are eligible to request flextime from the department supervisor There are four flextime options 1 employee may expand the full time work schedule so that there is no specific start and end time as long as the required number of hours are worked 2 core hours are set by a department the employee must be present at work during that designated time frame and can be flexible before or after core hours 3 variable flextime honors core hours but these hours are not the same every day of the week 4 a customized daily schedule Requests to begin or end flextime must be given at least 30 days in advance Contact www jccmanhattan org Diane Zultowsky Director of Human Resources dzultowsky jccmanhattan org Jewish Agency for Israel Sectors Philanthropy Size 25 49 Employees Budget More than 5M Jewish Agency for Israel employees are eligible for 4 12 weeks of paid maternity leave and 2 6 weeks of paid parental leave based on longevity with the Agency This leave is not charged against the employee s leave credits Maternity leave eligibility begins after one full year of employment at which point employees are eligible for 4 weeks paid leave This increases to 8 weeks after 3 years of employment and 12 weeks after 5 years of employment Parental leave eligibility also begins after one full year of employment at which point employees are eligible for 2 weeks paid leave This increases to 4 weeks after 3 years of employment and 6 weeks after 5 years of employment Contact www Jafi org Janet Halpern Vice President of Administration JanetH Jafi org Jewish Board of Family and Children s Services JBFCS The Sectors Federations Social Services Size More than 100 Employees Budget More than 5M Jewish Communal Fund Sectors Philanthropy Size Less than 25 Employees Budget 2 6M 5M Jewish Communal Fund employees are eligible for 1 month of paid maternity paternity leave Contact www jcfny org Beth Wohlgelernter Senior Vice President beth jcfny org Jewish Community Federation and Endowment of San Francisco The Peninsula Marin and Sonoma Counties Sectors Philanthropy Size More than 100 Employees Budget More than 5M Jewish Community Federation employees who have been employed for at least one year receive up to 12 weeks of paid parental leave which must be taken within the first 12 months of the birth of an employee s child or the placement of a child with an employee for adoption or foster care An employee returning from Parental Leave will be reinstated to his her former position or an equivalent position without loss of seniority and at the same rate of pay Employees employed for less than 1 year will be on an unpaid leave once short term state disability benefits where applicable or accrued vacation and sick time have been exhausted If both parents are employees they will be entitled to a total of 12 weeks of paid Parental Leave which may be used by one or the other parent or divided among them Employees employed for 1 year but less than 2 will receive the difference between their full salary and short term disability benefits where applicable for 1 month Employees employed for 2 consecutive years but less than 3 will receive the difference between their full salary and short term disability where applicable for a period of 2 months Employees employed for 3 or more consecutive years will receive the difference between their full salary and short term disability where applicable for a period of 3 months Thereafter an employee must use his her accrued sick or vacation leave Where short term disability is not available JDC will pay 3 months of salary Contact jewishfed org Steve Leibman Chief Human Resources Officer stevel sfjcf org Jewish Community Relations Council of New York Sectors Community Relations Size 25 49 Employees Budget 2 6M 5M Flextime Flextime is an arrangement that may include a consistent daily schedule with individualized starting and ending times that are the same throughout the week or a varying daily schedule that starts or ends at different times each day This is a system wherein employees choose their starting and departure times from a range of available hours These periods are usually at either the start or end of a core time during which most of JCRC NY s organizational activity takes place Full time employment is 35 hours and Flextime does not alter the total number of hours or days worked in a week Telecommuting Telecommuting is a work arrangement which may be temporary in which employees carry out some of their assigned duties at home or at another location Job characteristics of a position suited for telecommuting typically require minimum supervision and minimum face to face contact Supervisors are responsible for determining in advance which assignments or tasks are appropriate for telecommuting Telecommuting employees are responsible for maintaining availability levels of productivity and quality of work at the expected standard while telecommuting Inadequate availability reduced work production and or quality may be cause for modifications or termination of an employee s participation in telecommuting Flexible Reduced Schedules Such an option involves fewer hours than full time and must have a reasonably predictable schedule These arrangements will affect salary and could terminate or affect some benefits which will need to be adjusted 1 Part Time A part time option means working fewer than 35 hours per week 2 Gradual Return to Work This provides an employee the opportunity to gradually begin working during a Family Care or Disability Leave by working part time and easing back in This is not to extend any leave but rather enable an employee and JCRC NY to work out a balance of needs and capacity 3 Partial Retirement This allows employees nearing retirement to continue working on a part time basis with no established end date Contact www jcrcby org Marci Eisenberg General Counsel eisenbergm jcrcny org Jewish Council for Public Affairs Sectors Social Justice Community Relations Size 25 49 Employees Budget 2 6M 5M An employee who has been with the JCPA for more than 36 months may take up to 6 weeks of paid newborn leave maternity paternity newborn adoption An employee who has been with the agency more than 24 months but less than 36 months may take up to 4 weeks of paid newborn leave An employee who has been with the office more than 12 months but less than 24 months may take up to 3 weeks of paid newborn leave Those who have worked more than 3 months but less than 12 months are eligible for 1 week of paid newborn leave Employees may apply vacation and sick days to their leave but leave in total should not exceed 6 months Contact www engage jewishpublicaffairs org Rabbi Steve Gutow President and CEO hluftig thejcpa org Jewish Education Project The Sectors Education Size 50 100 Employees Budget More than 5M The Jewish Education Project employees may take up to 12 weeks of parental leave If a female employee has worked for 1 year she is entitled to 4 weeks of paid leave if she has worked for 2 years she is entitled to 8 weeks of paid leave if she has worked for 3 or more years she is entitled to a full 12 weeks of paid leave The Jewish Education Project offers a gradual return to work from maternity leave Contact www thejewisheducationproject org Jennifer Weitzman Controller weitzmanj bjeny org Jewish Federation of Cincinnati Sectors Federations Social Services Size 50 100 Employees Budget More than 5M JFC will provide up to four consecutive weeks of paid parental leave to the eligible parent serving as the primary caregiver following the birth or adoption of a child The amount of the benefit will be base salary determined by regularly scheduled hours of work The staff member may use any or all of their accrued sick leave or vacation or be unpaid to extend their time off up to a maximum of 12 weeks In addition JFC will provide one 1 week of paid parental leave to an eligible parent who will not be serving as the primary caregiver following the birth or adoption of a child In addition a non primary caregiver may choose to take paid additional time off accrued vacation time must be used JFC staff regularly working 32 or more hours per week who have been employed for the previous twenty four 24 months are eligible to apply for the Paid Parental Leave Contact www jewishcincinnati org Amy Zemberi HR Director azemberi jfedcin org Jewish Federation of Cleveland Sectors Federations Social Services Size More than 100 Employees Budget More than 5M Jewish Federation of Cleveland employees who have worked full time for 1 year are eligible for 12 weeks of unpaid leave Women employed for 1 year or more are eligible for a total of 12 weeks of leave with 6 weeks paid Other parents are eligible for 12 weeks of leave of which 1 is paid Contact www jewishcleveland org Tami Caplan Vice President of Operations tcaplan jcfcleve org Jewish Federation of Greater Dallas Sectors Federations Social Services Size 25 49 Employees Budget More than 5M Employees of Jewish Federation of Greater Dallas are eligible for flexible scheduling or flextime in some cases to allow employees to vary their starting and ending work times within established limits Flextime may be possible if a mutually workable schedule can be negotiated with the supervisor involved Such issues as staffing needs the employee s performance workload and the nature of the job are considered before approval of flextime Employees consult with their supervisor and or HR to request flextime Contact www jewishdallas org Cindy Mannes HR Manager cmannes jfgd org Jewish Federation of Greater New Orleans Sectors Federations Social Services Size Less than 25 Employees Budget Less than 1M Four weeks paid maternity leave is offered to full time employees Employees may extend their paid time by up to twelve weeks off by using accrued sick leave Flexible work hours are offered to all employees requesting this if due to a family or health or child related situation Contact www jewishnola com Michael Weil Executive Director michael jewishnola com Jewish Federation of Greater Philadelphia Sectors Federations Social Services Size 50 100 Employees Budget More than 5M Employees of Jewish Federation of Greater Philadelphia are entitled to flexible work arrangements after 6 months of employment By making arrangements with their managers and receiving approval of the Director of Human Resources employees may request work schedules that begin as early as 7 30 am or go as late as 6 30 pm Full time employees must be scheduled for a 35 hour work week and may not eliminate or reduce the length of their lunch period to fulfill this obligation Flextime does not restrict exempt employees from working more than their scheduled flextime hours Individual schedules will be subject to manager s approval based on business needs Some departments may be unable to offer flexible hours for some positions and or during certain times of the year Contact www jewishphilly org Jewish Federation of Greater Pittsburgh Sectors Federations Social Services Size 50 100 Employees Budget More than 5M For birth mothers the primary caregiver of an adopted child or an infant conceived through a surrogate Federation provides a maximum of 12 weeks of paid leave 4 weeks at least 1 year of employment 8 weeks at least 2 years of employment and 12 weeks at least 3 year3 of employment For fathers or non primary caregivers of a 1 natural born infant 2 adopted child or 3 infant conceived through a surrogate Federation provides 2 weeks paid leave to be taken within the first six months of the birth of an employee s child or the placement of a child with an employee for adoption Entitlement to this benefit requires a minimum of one year of service with Federation Contact www jfedpgh org Milo Averbach CFO maverbach jfedpgh org Jewish Federation of St Louis Sectors Federations Social Services Size 50 100 Employees Budget More than 5M Jewish Federation of St Louis employees are eligible for up to 60 days of paid leave Employees accrue 4 days of sick leave each year which may be applied to leave Jewish Federation of St Louis employees are eligible to work outside an 8 am to 5 pm schedule but within the hours of building operation Eligibility is dependent on department or supervisor approval Contact www jfedstl org Pam Olivastro Interim Director of Human Resources hr jfedstl org Jewish Federation of the Bluegrass Sectors Federations Social Services Size Less than 25 Employees Budget Less than 1M Employees of the Jewish Federation of the Bluegrass who have been employed for at least 1 year are provided with 6 weeks fully paid maternity benefits The organization will also pay an additional 1 week of salary for each year the employee has worked for the Federation up to 12 weeks total Contact www jewishlexington org Judy Wortman Executive Director jfb jewishlexington org Jewish Federations of North America The Sectors Federations Social Services Size More than 100 Employees Budget More than 5M JFNA provides 4 weeks paid maternity leave to female employees who have completed 1 year of service 8 weeks of paid leave to employees who have worked for 2 years and 12 weeks for those who have worked for 3 or more years JFNA provides 20 days 4 weeks of paid paternity leave JFNA employees are eligible for flextime in which they choose their start and end time but fulfill a required 35 hour work week Employees may request a flexible reduced schedule where options involve fewer hours than full time ordinary hours and will affect salary and benefits These include part time work and telecommuting Telecommuting requires the employee to be on site as necessary for meetings and must be accessible during regular work hours Contact www jewishfederations org Gloria Nilsen Director Human Resources Jewish Funders Network Sectors Philanthropy Size 25 49 Employees Budget 1M 2 5M Employees who are primary caregivers to a newborn or adopted child under six months of age or to a seriously ill immediate family member are eligible for three months of leave Employees who have worked at Jewish Funders Network for 1 or 2 years will be compensated fully for 4 weeks employees who have worked for 3 years or longer will be compensated for 6 weeks Employees may supplement the paid portion of their leave by using accrued vacation or sick days Jewish New Teacher Project Sectors Education Size Less than 25 Employees Budget More than 5M Jewish Orthodox Feminist Alliance Sectors Education Engagement Training Social Justice Other Size Less than 25 Employees Budget Less than 1M JOFA employees who have worked for at least 12 months or longer are eligible for 12 weeks of leave following the birth or adoption of a child The first 8 weeks of parental leave are paid at the employees current salary The remaining 4 weeks can be paid using banked vacation or sick days JOFA will continue contributing to the cost of health insurance and disability insurance while an employee is on parental leave Contact www jofa org Dr Elana Sztokman Executive Director jofa jofa org Jewish Theological Seminary The Sectors Education Size More than 100 Employees Budget More than 5M Paid parental leave applies in cases of birth adoption and foster care when the JTS employee will be the sole primary caregiver Any benefits eligible JTS employee who has completed 1 3 years of service is eligible for six weeks of paid parental leave Benefits eligible employees who have completed more than 3 years of service are eligible for eight weeks of paid parental leave This paid parental leave policy applies only to benefits eligible employees and employees who have been employed at JTS for one full year 12 months All employees who have worked at JTS for at least 12 months and have worked at least 1 250 hours during the 12 months prior to the start of their requested leave are eligible for 12 weeks of unpaid leave under the Family Medical Leave Act FMLA The paid parental leave and the FMLA leave will run concurrently After completing the paid portion of the leave employees are able to use vacation and sick time to apply to the remainder of their 12 weeks After they have exhausted those days they may take the remainder of the time unpaid Paid parental leave must be taken within one year from the date of birth adoption or foster care commencement New parents who are not the primary caregiver but are benefits eligible and have served at JTS for more than one year may take two weeks of paid bonding leave Contact www jtsa edu Diana Torres Petrilli Director of Human Resources dipetrilli jtsa edu Jewish United Fund Jewish Federation of Metropolitan Chicago Sectors Federations Social Services Size More than 100 Employees Budget More than 5M Employees with at least two years of service are eligible for paid parental leave up to six weeks of paid leave depending on years of service to primary care parents for the birth or adoption of a child 2 4 years of service receives 4 weeks 4 or more years receives 6 weeks Up to two weeks of paid leave is given to non primary care parents who have been with the organization for at least 2 years Contact http www juf org Rabbi Louis Lazovsky Vice President Human Resources louisLazovsky juf org Jewish Women International Sectors Social Justice Size 25 49 Employees Budget 1M 2 5M Jewish Women International employees are eligible for 12 weeks of leave up to 8 weeks paid Jewish Women s Archive Sectors Education Size Less than 25 Employees Budget 1M 2 5M Jewish Women s Archive full time employees who have worked for at least 1 year are eligible for 12 weeks of leave 8 weeks are fully paid and the remaining weeks may be paid by unused vacation time or banked sick days Part time employees are eligible for pro rated parental leave Contact www jwa org Dr Gail Reimer Executive Director greimer jwa org Jewish Women s Foundation of New York Sectors Philanthropy Size Less than 25 Employees Budget Less than 1M Full time Jewish Women s Foundation of New York employees employed for 1 or more consecutive years who goes on maternity leave shall be paid her full salary for a period of 1 month and then receive New York State Disability for the remainder of the leave A full time employee employed for 2 or more consecutive years shall be paid her full salary for a period of 2 months An employee employed for 3 or more consecutive years shall be paid her full salary for a period of 3 months If the employee does not return to work for at least 6 months upon completion of her maternity leave she will have to reimburse the organization for the maternity leave pay An employee may apply any accrued vacation days to her maternity leave Employees are allowed to return from a maternity paternity or disability leave gradually by working part time and easing back in The expectation is that the employee returns to their regular work arrangement within six weeks of returning from a leave Contact www jwfny org Joy Sisisky Executive Director joy jewishwomenny org Jewish Women s Foundation of the Greater Palm Beaches Sectors Social Justice Size Less than 25 Employees Budget Less than 1M Jewish Women s Foundation of the Greater Palm Beaches JWF offers 4 weeks paid maternity leave to staff that are employed more than two years JWF will consider flexible work arrangements if approved by a supervisor and pre arranged Contact www jwfpalmbeach org Tami Baldinger CEO tami jwfpalmbeach org Jews for Racial Economic Justice JFREJ Sectors Social Justice Size Less than 25 Employees Budget Less than 1M JFREJ employees receive 4 weeks paid and 8 weeks unpaid parental leave regardless of the nature and form of their parenting provided it is taken within one year of the birth adoption or placement for foster care of the child These benefits are offered to full time employees after 1 year of employment and part time employees on a pro rated basis Contact www jfrej org Marjorie Dove Kent Executive Director marjorie jfrej org Jews United for Justice Sectors Social Justice Size Less than 25 Employees Budget Less than 1M Employees whose tenure with Jews United for Justice is one year or longer are eligible for 12 weeks total parental leave following the birth or adoption of a child Employees will receive two weeks of paid parental leave for the each year they have worked at JUFJ for a maximum of 6 paid weeks Employees must use all available vacation and comp days and all but 5 sick days before they can begin using paid parental leave Contact www jufj org Jacob Feinspan Executive Director JOIN for Justice Sectors Engagement Training Social Justice Size Less than 25 Employees Budget Less than 1M JOIN for Justice full time employees receive 12 weeks of leave following the birth or adoption of a child Employees are entitled up to 6 weeks of paid parental leave based on years of service 1 year completed 4 weeks 2 years completed 5 weeks 3 or more years completed 6 weeks Additionally employees may use accumulated sick and vacation time JOIN also carries short term disability which must be used prior to any paid leave Full Time employees are allowed to work flexible hours with reasonable notice and approval of the employee s supervisor Contact www joinforjustice org Sarah Resnick Operations Manager and Executive Associate sresnick joinforjustice org Joseph and Harvey Meyerhoff Family Charitable Funds Sectors Philanthropy Size 50 100 Employees Budget No budget Full time employees of Joseph and Harvey Meyerhoff Family Charitable Funds are entitled to 12 weeks paid maternity leave Contact www meyerhoffcharitablefunds org Joshua Venture Group Sectors Engagement Training Other Size Less than 25 Employees Budget Less than 1M Joshua Venture Group provides 12 weeks of leave to employees of one year or more 4 weeks paid parental leave to employees who have completed 1 year of service 8 weeks paid leave to employees who have worked for 2 years and 12 weeks paid leave to those who have worked for 3 or more years Any remaining unpaid period may be supplemented by vacation and sick days Contact www joshuaventuregroup org Jenny Kibrit Smith Program and Operations Officer llepson joshuaventuregroup org Jumpstart Sectors Engagement Training Other Size Less than 25 Employees Budget 1M 2 5M Employees may take up to a total of 12 weeks of leave within the first year after the birth or adoption of a child under 3 years of age

    Original URL path: http://advancingwomen.org/pages/mobilize/better-work-better-life/enlisted-organizations (2016-04-30)
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  • In the Pipeline – AWP
    Allies Op Ed Project Conferences Broaden the Impact Join a dynamic network committed to gender equity and social change Network of Catalysts Partners Allies About AWP transforms Jewish life by advancing women and building shared leadership Mission Leadership Team Supporters In the News In the Pipeline Better Work Better Life Recommendations Enlisted Organizations In the Pipeline Paid Parental Leave Formal Flexibility Best Practices Join the Campaign Action Learning Men as Allies Op Ed Project Conferences Organizations on the path toward change We are encouraged by the number of organizations who are actively exploring improved work life policies BBYO Foundation of Jewish Southern Heritage Innovation Africa Institute for the Next Jewish Future J Street Jewish Federation of Greater Washington Jewish Federation of San Antonio Jewish World Watch PresenTense Rodeph Sholom School San Francisco Jewish Community Federation Stephen Wise Free Synagogue Storahtelling LabShul Urban Adamah Women s Jewish Learning Center Share this story Join the Campaign If your organization already offers formal flexibility and or paid parental leave you may be eligible to be counted in our growing list of participating organizations About AWP Advancing Women Professionals and the Jewish Community AWP is a national non profit organization whose mission is to

    Original URL path: http://advancingwomen.org/pages/mobilize/better-work-better-life/organizations-progress (2016-04-30)
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