As the impact of COVID-19 spread in the Puget Sound region, Microsoft was among the first companies to take a number of steps to protect their workers through adapting existing benefits packages.
As we move forward into recovery, Microsoft is making many of these benefits permanent, including:
- 14 weeks fully paid time off for employees needing to care for children whose schools and childcare facilities are closed;
- 2 weeks continuous time off, with no formal process or application required; and
- 12 weeks Pandemic School and Childcare Closure Leave.
Crisis care has also been added to the overall total rewards package to reimburse employees up to $100/day for up to 200 hours of care when they use a caregiver from their own network, e.g. nanny, neighbor, friend, etc.
Additionally, to help prepare for similar scenarios in the future, Microsoft has developed a program that gives its frontline retail team members a structured way to work remotely. Termed “Emergency Remote Operations,” this model helps thousands of retail associates serve customers directly from their homes, adding more flexibility and adaptability to their roles. They’ve also extended this nimbleness to their talent pipeline programs by transitioning their summer internship to a virtual experience and included increased recruitment from HBCUs.
These shifts in inclusive talent practices have helped their current and future employees continue learning and developing their skills even amidst incredibly challenging circumstances, ensuring we’re all able to Recover Stronger.
