Boeing recognized as one of the best adoption-friendly workplaces in U.S.

The Dave Thomas Foundation for Adoption recognizes Boeing for its robust family-friendly benefit programs for the second year in a row

November 04, 2020 in Our Commitment

Image Courtesy Dave Thomas Foundation for Adoption

The Dave Thomas Foundation for Adoption 2020 Best Adoption-Friendly Workplaces ranked Boeing as one the top employers on three lists:

  • Top 100 U.S. companies for adoption assistance and paid leave.
  • Top companies by industry, with Boeing being one of only two aerospace companies.
  • Top 10 companies for best impact, given to companies with more than 1,000 employees that provide the largest overall financial reimbursement for adoption to the largest number of employees.

Boeing has offered the Adoption Assistance Plan since 2016 and offers reimbursement for eligible expenses up to $10,000 per adopted child (for up to two children) for adoptions finalized after Dec. 31, 2018. Boeing also offers 12 weeks of paid parental leave for eligible employees.

“Boeing is committed to our employees’ well-being, whether in their work or personal lives. The Adoption Assistance Plan and Paid Family Leave are just two programs among many market-leading benefits that support the needs of employees and their families,” said Greg Marchand, director of Global Benefits. “The programs we offer enable Boeing employees to focus their resources and time on providing the best possible environment for welcoming their adopted children into their homes.”

Boeing’s Adoption Assistance Plan reimburses up to $10,000 of eligible adoption expenses related to the adoption of a child under 18, or any age if physically or mentally incapable of caring for himself or herself. Those eligible for the program may receive reimbursement benefits for up to two adoptions.

Boeing offers Paid Parental Leave to eligible employees for the birth, adoption, surrogacy or placement of a foster child for up to 12 weeks of bonding per event. Paid Parental Leave runs concurrently with city, state or federal leave plans, including a Family and Medical Leave Act (FMLA) leave if FMLA is available, but employees may use Paid Parental even if FMLA benefits have been exhausted.

By Anita Fortunato