Workplace family support
- 84 Health and wellness awareness
- 85 Integrative design
- 86 Post-occupancy surveys
- 87 Beauty and design I
- 88 Biophilia I - qualitative
- 89 Adaptable spaces
- 90 Healthy sleep policy
- 91 Business travel
- 92 Building health policy
- 93 Workplace family support
- 94 Self-monitoring
- 95 Stress and addiction treatment
- 96 Altruism
- 97 Material transparency
- 98 Organizational transparency
- 99 Beauty and design II
- 100 Biophilia II - quantitative
- P5 Health through housing equity
- P6 Education space provisions
Workplace family support
To ensure occupants are able to properly care for themselves and their families by adopting supportive family care policies.
All employees within the project boundary would need to be counted as part of this feature's scope.
Projects that are operated as a co-working space should pursue the New & Existing Interiors project type. For this type of project, this feature would apply to all regular building occupants.
All building staff managing and operating the building and/or employed by the project owner and regularly working in the building must have access to these benefits. Additionally, the owner must provide education to tenants related to the benefits and implementation of these requirements.
Yes, government subsidized leave meets the intent of Feature 93 Part 1 and can comply with the requirements, as long as the required leave time is met and the paid leave covers full salary and benefits for a minimum of 6 weeks.
If the leave time provided to employees is less than the requirements listed in Part 1, consider submitting an AAP that explains the situation and confirms how the feature intent will be met.
For F93, paid leave must cover full salary and benefits for a minimum of 6 weeks. After 6 weeks, full salary extension is not required, however, health insurance benefits (if offered through the employer) must be maintained under same terms and conditions as if the person was not on leave, and the person's job must be guaranteed upon return.
Short-term disability is acceptable only if the employer offers full salary continuation for the minimum 6 weeks as stipulated in F93. Coverage for only a percentage of employee salary is not an acceptable substitute unless it is offered after the minimum 6 weeks of full salary continuation.
A worker is considered an employee if they have a regular or predictable schedule, which has (or is intended to) continue for longer than a few months.