As we expected from the Scrooge company that Lionbridge is, their paid time off proposal is the smallest possible to respect Microsoft's requirement: 15 days per year that can be used for any purpose.
The eligibility would start once the contract with the union is signed and there is no retroactivity: one month after the signing you'll gain a bit more of one day of PTO. The people who have been there for years and the people who just arrived are treated the same.
There is no extra paid time off for parental leave and the public holidays are taken out of the 15 bucket so that's already about half of the 15 days.
Lionbridge is therefore much less generous than WIPRO (for example).
Microsoft has missed the opportunity to be really generous by adding the public holidays and a specific paid parental leave to the deal.
They could still decide to do something if they get some bad feedback from the media comparing their meager offer to Facebook's ($4000 for each new baby).
It's also maintaining big inequalities among suppliers and with Microsoft's direct employees. Let us know how you feel and if you want the union to sign asap or not. Have a good week-end.
The fifth collective bargaining meeting will take place on friday July 17th. from 3.45pm to 5 (or less) at the
12700 SE 32nd Street
Bellevue, WA 98005-4317
For those who are never attended, the church is a 5 minute drive from Advanta.
Any Tier 1 employee is welcome to attend.
Microsoft has included its paid leave requirement (at least 15 days of paid time off) in the new contract signed with Lionbridge. The question is when and how will Lionbridge implement it as far as our lab is concerned.