Parental Leave for Field Team Members

Eligible team members who have worked for CLEAR for at least one year can take 4 weeks of paid parental leave to bond with their new child, plus 4 weeks of a part-time work schedule at full-time pay. If you are a birth parent, this is in addition to the 8 weeks of Short-Term Disability provided by CLEAR.

If you work in the state of CA, CO, CT, DE, D.C., MA, MD, NH, NJ, NY, OR, or RI

If you work in one of these states that offer statutory benefits, you may be entitled to benefits through the state. You are strongly encouraged to apply for state benefits. Your CLEAR paid leave benefits will be offset by the amount of state benefits you are eligible to receive, regardless if you apply or not.  Please refer to this page for more information and instructions on how to apply with each state

For full details on the program, please refer to our Parental Leave Policy below. Feel free to reach out to your Manager or the People Team with any questions.

Parental Leave for Corporate Team Members

Eligible team members who have worked for CLEAR for at least 6 months can take 6 weeks of paid parental leave to bond with their new child, plus 4 weeks of a part-time work schedule at full-time pay. If you are a birth parent, this is in addition to the 8 weeks of Short-Term Disability provided by CLEAR.

If you work in the state of CA, CO, CT, DE, D.C., MA, MD, NH, NJ, NY, OR, or RI

If you work in one of these states that offer statutory benefits, you may be entitled to benefits through the state. You are strongly encouraged to apply for state benefits. Your CLEAR paid leave benefits will be offset by the amount of state benefits you are eligible to receive, regardless if you apply or not.  Please refer to this page for more information and instructions on how to apply with each state

For full details on the program, please refer to our Parental Leave Policy below. Feel free to reach out to your Manager or the People Team with any questions.

Step 1: Notify Your Manager

Please inform your manager at least 3 months in advance of your anticipated leave start date. This is to ensure proper planning of work coverage. 

Step 2: Notify Tilt

Online: clear.hellotilt.com

Note: If you do not contact Tilt at least 30 days in advance of your desired leave date, we may need to delay the start of paid leave benefits or decline your request.

Step 3: Finalize Leave Dates and Work Coverage

Finalize details and dates you will be taking leave. Once approved for other concurrent benefits (e.g., FMLA and other corresponding state leave and disability programs) through Tilt, our People team will work with you and your manager to finalize your leave and work coverage details.