Senior Knowledge Leader
Military families face some unique challenges, especially when it comes to Permanent Change of Station (PCS) orders. In response, Oracle has introduced a PCS Leave of Absence policy to support employees who are spouses of active-duty United States military personnel. This policy gives eligible employees in the United States five days of paid leave (eight if moving to Alaska or Hawaii) without using personal time or taking unpaid leave.
The inspiration behind the policy
The idea for the policy was first put forward by Leesa Henderson, a senior knowledge leader with Oracle Health and military spouse who knows all about the challenges of PCS from firsthand experience going through a PCS eight times.
“As an experienced military spouse, I have seen the struggles of military families from various perspectives over the years, and this seemed like a challenge that could be easily addressed.”
EVP Government, Defense, & Intelligence
Kim Lynch, EVP government, defense and intelligence at Oracle also understands just how big a contribution people can make—if empowered to do so. “Our military employees and their families make exceptional contributions to both our country and our company. When employees are empowered to support their loved ones during these transitions, everyone benefits: families, communities, and Oracle as a whole,” she explains.
“Relocation is a significant transition for military spouses and families. It is a change that demands flexibility and resilience not only from the service member but from their loved ones as well.”
Today, Oracle is proud to be one of the first companies to offer dedicated leave for military spouses during transitions. Our new policy is a bold step in giving military spouses the time they need to manage transitions without compromising their responsibilities.
Breathing room
“Moving is stressful, and while we cannot alleviate that as a whole, by enacting this policy, we give employees breathing room and remove a stressor from their plate,” Leesa shares. “Providing dedicated time for moving activities shows our employees that we understand their needs and support them in taking the time they need to thoroughly execute this relocation and set them up for success in their new home. It also pays dividends for employee well-being beyond the PCS period by allowing them to use their time off for true rest.”
“Moving is stressful, and while we cannot alleviate that as a whole, by enacting this policy, we give employees breathing room and remove a stressor from their plate.”
It’s moves like this that inspire the kind of loyalty that keeps people at all levels at our company for longer. And it’s just one of the many flexible benefits enjoyed by employees that are tailored to whatever life brings.
Making it happen
Military Talent Lead
Good things take time, however, and bringing the policy to life took collaboration and determination. Leesa sought support from the Military Affiliated Veteran Employee Network (MAVEN), which connected her with essential resources and opportunities to influence change.
With the involvement of Mindy Jaffar, our military talent lead, as well as regular meetings with key stakeholders like Maureen Peters and MAVEN’s co-chair, the team successfully developed a policy focused on supporting active-duty military spouses.
Mindy has also created a guide that she hopes will empower others to reach their career goals. You can read it here: Beating resume barriers: Tips for military spouses.
Flexible support
Of course, our commitment to military spouses extends beyond the new PCS policy. We also offer programs designed to support military families, and offer ongoing mentorship, training, and resources.
We also take part in the Hiring Our Heroes 4+1 Commitment which helps military spouses retain remote roles during PCS and ensures they don’t have to use up their time off on moving. Altogether, it’s a holistic approach that puts our people in control of their work-life balance.
Early reactions to the new policy have been overwhelmingly positive, and its success has brought home just how much potential there is to drive change at Oracle. It’s all part of a culture of empowering people to speak up for themselves and others.
And at the end of the day—what’s good for people tends to be good for business. “There is so much research on how military-friendly employer policy positively affects spouse retention, which positively affects military retention and readiness,” she adds. “The research is out there, and sometimes companies just need someone brave enough to bring the solution to the table.”
Join a workplace that truly understands the needs of veterans and military spouses. Check out our latest opportunities and explore our military resources to learn more. Plus, join the Oracle Talent Network for advice, insights, and more.