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DU PONT STUDY TARGETS EMPLOYEE REACTION TO FAMILY LEAVE

 WILMINGTON, Del., Jan. 19 /PRNewswire/ -- New Du Pont (NYSE: DD) research finds that high employee satisfaction with family leave is linked to supportive attitudes of management, co-workers, clients and customers.
 The research also concludes that successful leave experiences translate to more positive attitudes on the job.
 Seventy-four percent of employees who took leave were very or extremely satisfied and would definitely take the leave again. Eighty- six percent of the employees said their supervisors were supportive. Seventy-three percent cited co-worker, client and customer support. Overall satisfaction fell considerably when management was believed to be unsupportive.
 The research included almost 1,000 salaried Du Pont employees who have participated in family leave since 1989, when the company's current policy was put in place. Ninety-five percent were women and five percent were men, mostly between the ages of 25 and 40 years old.
 "The health of our business depends on dedicated, committed people. That's why the finding of high satisfaction is so important. It signals employees are ready to make that commitment when they return to work with clear minds and hearts, as well as positive feelings about their jobs and leave experiences," said Faith Wohl, director of Work Force Partnering in Human Resources.
 The study also showed increasing employee interest in family leave. Thirty-one percent of the employees surveyed used the benefit in 1992 compared to just nine percent in 1989.
 Du Pont's six-month family leave is offered to all full-service employees for maternity, paternity, adoption, or serious illness of a parent, spouse, or child. This unpaid leave is in addition to paid time off for disability or vacation. Full benefits continue throughout the leave. Employees also have the option for part-time work during the leave with service credit. The company also is committed to return the employee to the same or similar job of comparable pay and status.
 In addition to family leave, other Du Pont work and family programs include flexible-work practices, child care and elder care referral services, educational services, and a child care provider grant program. Du Pont also has provided nearly $2 million to increase the supply and improve the quality of child care providers located near major Du Pont communities.
 KEY FINDINGS: EMPLOYEE SURVEY ON FAMILY LEAVE
 -- Seventy-four percent of employees who took leave were very or extremely satisfied and would definitely take the leave again.
 -- Eighty-six percent of the employees said their supervisor was supportive.
 -- Seventy-three percent cited co-worker, client and customer support. Overall satisfaction fell considerably when management was believed to be unsupportive.
 -- Of those feeling family leave had a positive impact on their career, the most frequently mentioned reason was that it improved their attitude toward their job.
 -- Nearly two-thirds feel that their family leave did not negatively impact their career or reduce their performance rating. Nearly 30 percent believe there was some negative impact.
 -- Sixty-one percent fully understood family leave policies and practices, and most often learned them from friends and co-workers. In most cases, employees believed they understood leave policy and practices better than their supervision.
 -- In about 80 percent of the leaves, job responsibilities were completed by co-workers or reassigned to other employees during the employee's absence, without the need for hiring temporary help. Such help was used in only seven percent of the leaves.
 -- Almost one-half of the participants extended their family leave with vacation.
 -- Nearly one-half used flexible work practices (part-time, job share, compressed work weeks, etc.) during their leave. One-third continued use of flexible work practices after their family leave.
 -- Most family leave participants kept in contact with the office during family leave by telephone and electronic mail. Fifty-five percent did so periodically, 29 percent continually.
 -- Most family leave participants expected to and in fact did return to the same or similar job.
 -- Upon returning, more than three-quarters rate their job situation as positive in terms of being acceptable and offering challenge, growth and development. Less than 20 percent were not positive about their return assignment.
 /delval/
 -0- 1/19/93
 /Editors: The study included salaried employees only, since pay records were not kept in a central system for hourly (production) workers. With a new company-wide pay system now in place, future studies may be broader in scope. The study also did not include employees who felt unable to take family leave due to unsupportive supervisors for fear of negative career impact. We are aware of a number of such cases./
 /CONTACT: Lori A. Folts of Du Pont, 302-774-2744/
 (DD)


CO: Du Pont ST: Delaware IN: CHM SU:

JS -- PH012 -- 6289 01/19/93 11:33 EST
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Date:Jan 19, 1993
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