- Psychological Well-Being
- Bright Horizons
- Work/Life Solutions
- Health Advocacy
- Flexible Spending Accounts
- 401k and ESOP
- Employee Retirement Account
- Tuition Reimbursement
- Adoption/Surrogacy Reimbursement
- Short-term Disability (Salary Continuation)
- Long-Term Disability
- Paid Family Leave
- Accidental Death & Dismemberment
- Life Insurance
- Business Travel Accident
- Voluntary Benefits
- Paid Time Off
- Milk Stork
- Personal Travel Assistance
Adoption Surrogacy Reimbursement
Every new addition to your family changes your life. Cargill offers reimbursement for qualified adoption or surrogacy related expenses up to a maximum of $10,000. In addition, Cargill offers policies for time off for new parents. New fathers and mothers, if eligible, may take time off under the Paid Family Leave Policy and/or the Family and Medical Leave Act (FMLA), or may request a personal leave of absence.
The FMLA policy covers adoption for full-time employees and part-time employees who work a regular schedule of at least 24 hours a week. Temporary employees are not covered by this policy. Employees who are eligible for FMLA will be governed by FMLA and these policies will run concurrently.
Leave for newly adopting parents
- Family and Medical Leave Act. If you are eligible for the Family and Medical Leave Act, you may take up to 12 weeks of unpaid time off to care for the newly adopted child.
- Paid Family Leave Policy. The Paid Family Leave policy may also apply to your leave. Eligible employees may receive up to six weeks for time off related to the adoption of the child. If you are not eligible for FMLA or the Paid Family Leave, you may request a Personal Leave of Absence. (See Personal Leave of Absence Policy). Only the Paid Family Leave portion of the leave is paid.
- When Both Parents Work for Cargill. Where two parents of the same child both work at Cargill and are both eligible for Paid Family Leave, each parent may receive the full allotment of paid family leave.
Impact to my benefits
While on Paid Family Leave, insurance coverage and other benefits continue provided you are on a paid leave. If the leave is unpaid the employee must pay the premiums. Failure to submit the premium payments will result in the termination of applicable coverage(s) until you are able to re-enroll upon return to work.
Things to Know/Consider
If you want a longer leave than the Personal Leave policy or the Family and Medical Leave Act offers, you may resign and reapply for your job later. Cargill may or may not rehire you. If you previously worked full time and wish to return to work on a part-time basis, please check with your supervisor well in advance. Cargill may or may not be able to accommodate your request.
This website describes benefits that apply to full-time employees who are eligible for model benefits. If you are a union employee, or a production hourly employee in Cargill’s Protein business, your benefits may vary.
Disclaimer: If there are any differences/discrepancies between the information on this website (www.cargill.com/myhealth and all related pages) and the information in the plan documents and/or summary plan descriptions (SPDs), the information in the plan documents/SPDs will overrule. Employees will receive information on how to access SPDs based on their benefits eligibility.