• What types of leaves are available to employees to care for family members?
• How is the family defined for the purpose of the leave? Does the definition limit when and for whom an employee may take family leave?
• Eligibility criteria clarifying the circumstances when and for how long an employee can take family leave as well conditions when the leave may be extended.
• Any coverage limits. For e.g. are domestic partners covered? Do couples working for the same employer have to divide the total duration of leave?
• Is the leave paid or unpaid?
• What sources of funds are used to provide paid time off?
• Do employees have the right to integrate family leave benefits with other types of leave such as disability leave, sick leave or other paid time off?
• Is the leave a worker right or is it discretionary? If discretionary, who decides – management or a joint labor/management committee?
• Are there safeguards regarding worker privacy/use for information for disciplinary actions?
• Do workers taking adoption or foster care leave get the same benefits and protections as biological parents?
• Does the family leave guarantee a right to return to work?
• Does the family leave guarantee continuation of other benefits such as medical, dental, vision and disability insurance?
• Are existing state/federal family leave laws included in the contract language? Can new bargaining efforts build on existing family leave benefits?

Download the complete list of General Considerations on Bargaining for Work Family Benefits .