Does Medpace offer family leave?

Nice work environment. Friendly and supportive colleagues. Dynamic. Office is great and in a fantastic location.

Bad maternity leave, work from home policy and very few days of sick leave at the beginning.

I enjoy my line manager and immediate co-workers.

Lack of transparency: Lack of communication and transparency in timelines for promotions, transfers and expectations (from upper management). Although my direct line manager tells me what she can, upper management is not sharing enough details with her and the timing of promotions/transfers/merit, etc. are continually pushed out without warrant. There is also no 'you can improve on this' before you can be promoted, etc. It is very much who upper management simply likes. Compensation/benefits: This week the company cold turkey took away merit and bonus from those who used extra work from home time. This was not communicated in any sense over the last year and WFH time has generally been at manager and employee discretion (unless there were performance issues). It would have been understandable if employees were informed of this mid-year, however we were not and were instead blind-sided with news that we do not qualify for merit/bonus. This affected not only entry/lower-level employees, but also director level employees and above. Let's also talk about pay and merit in general. Medpace pays significantly below the industry standards. HR will tell you otherwise, but that is the truth. Merit and bonus are also not applicable if you take the 12 weeks you are LEGALLY allowed to take for maternity leave. Maternity care and rights: Do not become a mother at this company. You will not get paid during your maternity leave (outside of FMLA, which is 60% for either 4 or 6 weeks depending on the type of delivery). You can only use the amount of PTO you have accrued (although if you were not on medical leave, you could use ALL of your PTO right away and if you left, you'd just have to pay it back later if not accrued). You will also lose PTO during this time, so when you do come back it is prorated based to only the time you truly worked that year. In addition to this, pumping in the office is nearly impossible. People book the designated rooms for calls, naps, and other unnecessary things. HR will not address this issue and will simply tell you that they cannot help. Despite the fact that Medpace is legally required to provide ample time/space/allocations for a mother who requires to pump breast milk while at work. They do not care. Work from home/remote work: Industry standard is that most of these roles are fully remote or mainly work from home. Initially after COVID, Medpace was improving their WFH policy, however they have suddenly taken this perk away by adding mandatory in-office 'Together Tuesdays' which require you to take sick time/PTO if you cannot physically be in office no matter the reason (i.e. sick child, dr. appt that requires you to flex time, inclement weather, you are sick enough to not come in but not sick enough to take PTO). This has resulted in unnecessary use of valuable PTO/sick time and we are only in March so far. As of this week, they also revoked all merit and bonus for anyone who used too much WFH time. This was determined based on badge swipes. It has nothing at all to do with employee productivity, performance, etc. Discrimination: I think it is clear from the above that this company does not value females with children. As soon as I became a mother, my value and sense of appreciation in my role has severely diminished. Kids get sick, coming in office everyday (when it previously wasn't a requirement) is challenging sometimes. This company does not care. The fact that you are ineligible for a bonus simply for taking maternity leave should be illegal.

There were some good company events.

No benefit for women, no maternity leave or flexibility at all. Micromanagement on everything. Low salary in comparison to the market

- company is growing well - co-workers are supportive and helpful - reasonable pay - beautiful office with sufficient amenities

1. Unfair Treatment and Favoritism: - Management displays a clear double standard by allowing some individuals to misuse work-from-home privileges while closely monitoring lower-ranked employees and colleagues from different teams. - Senior management lacks transparency regarding extended flexible maternity leave and work-from-home arrangements for mid-level managers who do not properly record their absences, thus failing to adhere to the global policy on work-from-home privileges. 2. Power Harassment in APAC with HR Inaction: - In APAC, senior management engages in verbal intimidation of lower-ranked employees to enforce compliance and suppress dissent. - Additionally, senior management exerts their authority to influence supervisor assessments, contributing to a hostile work environment. 3. Transfer Barriers by APAC Senior Management: - APAC senior management imposes restrictions on project coordinators' ability to choose their preferred therapeutic area, directing them to work exclusively in Oncology and hindering transfer requests. 4. Ineffective Mid-Management: - The manager lacks essential skills to provide adequate team support and primarily delegates tasks without making substantive contributions. - Furthermore, the manager's deficiency in presentation skills and minimal contributions add undue pressure on team members to handle presentation tasks, despite their capability to do so. 5. Imbalance in Social Engagement Expectations: - There is an imbalance in social engagement expectations, with management emphasizing participation in social activities but failing to contribute actively. - Some favored employees enjoy excessive administrative hours for social activities, while others are unfairly burdened with project tasks and stigmatized as lacking in communication skills.

I enjoy my line manager and immediate co-workers.

Lack of transparency: Lack of communication and transparency in timelines for promotions, transfers and expectations (from upper management). Although my direct line manager tells me what she can, upper management is not sharing enough details with her and the timing of promotions/transfers/merit, etc. are continually pushed out without warrant. There is also no 'you can improve on this' before you can be promoted, etc. It is very much who upper management simply likes. Compensation/benefits: This week the company cold turkey took away merit and bonus from those who used extra work from home time. This was not communicated in any sense over the last year and WFH time has generally been at manager and employee discretion (unless there were performance issues). It would have been understandable if employees were informed of this mid-year, however we were not and were instead blind-sided with news that we do not qualify for merit/bonus. This affected not only entry/lower-level employees, but also director level employees and above. Let's also talk about pay and merit in general. Medpace pays significantly below the industry standards. HR will tell you otherwise, but that is the truth. Merit and bonus are also not applicable if you take the 12 weeks you are LEGALLY allowed to take for maternity leave. Maternity care and rights: Do not become a mother at this company. You will not get paid during your maternity leave (outside of FMLA, which is 60% for either 4 or 6 weeks depending on the type of delivery). You can only use the amount of PTO you have accrued (although if you were not on medical leave, you could use ALL of your PTO right away and if you left, you'd just have to pay it back later if not accrued). You will also lose PTO during this time, so when you do come back it is prorated based to only the time you truly worked that year. In addition to this, pumping in the office is nearly impossible. People book the designated rooms for calls, naps, and other unnecessary things. HR will not address this issue and will simply tell you that they cannot help. Despite the fact that Medpace is legally required to provide ample time/space/allocations for a mother who requires to pump breast milk while at work. They do not care. Work from home/remote work: Industry standard is that most of these roles are fully remote or mainly work from home. Initially after COVID, Medpace was improving their WFH policy, however they have suddenly taken this perk away by adding mandatory in-office 'Together Tuesdays' which require you to take sick time/PTO if you cannot physically be in office no matter the reason (i.e. sick child, dr. appt that requires you to flex time, inclement weather, you are sick enough to not come in but not sick enough to take PTO). This has resulted in unnecessary use of valuable PTO/sick time and we are only in March so far. As of this week, they also revoked all merit and bonus for anyone who used too much WFH time. This was determined based on badge swipes. It has nothing at all to do with employee productivity, performance, etc. Discrimination: I think it is clear from the above that this company does not value females with children. As soon as I became a mother, my value and sense of appreciation in my role has severely diminished. Kids get sick, coming in office everyday (when it previously wasn't a requirement) is challenging sometimes. This company does not care. The fact that you are ineligible for a bonus simply for taking maternity leave should be illegal.

-great coworkers -free drinks in break rooms (coffee, tea, soda) -early on the raises and promotions are great

-CEO/owner doesn’t not care about his employees, only his profits -WFH time being phased out -when you ask for help with workload, they act like they care then don’t help -benefits suck, insurance premiums are high, no parental leave only fmla and you get punished for using it by loosing your yearly bonus -you are just a number, March 2024 they just did (another) large layoff/fired a lot of people due to work from home violations. The people were not giving any notice and most of them were hard working mid and upper management that had no previous issues and great yearly reviews.

The Cincinnati office/campus is wonderful and my team is great. I enjoy being in the office even though they recently decreased WFH time.

Medpace does not offer paid parental leave and the health insurance premiums are quite high.

Colleagues in the same situation as you, so really trauma bonded together

- Unclear from the outset regarding benefits. On Interview told 6-month probation and then you can work from home. In reality it’s after your 6th full month - so even if you start on the 2nd you have to work 7 months before receiving benefits. - Lack of flexibility regarding work from home, personal appointments. Grandparent dies, ‘sorry you can’t take bereavement leave’. Have a hospital appointment on a ‘together Tuesday’. Sorry since you can’t work from home you have to book annual leave - You are micromanaged to a level I have never experienced before. - There is one rule for management and one for everyone else. You have to apply to be fully remote and this is denied despite meeting the criteria outlined in the (very hidden) employee handbook unless you are a director - Payrises this year were below inflation resulting in a real terms pay cut. This is despite the fact that I received an exceptional annual review. - No support in a managing workload. In fact you are punished for raising issues and taken off/given more studies as a punishment - Expected to work over contracted hours pretty much every day - aCTM training is a shambles. You spend your first month watching dull power points and when you ask for help you are told to work it out. - Breakfast and Learn neither has breakfast or learning. Used as a torture session to bully associates and dangle promotion as a reward - Promotions are not consistent -CEO must approve all decisions which results in lack of clarity and promotions being denied or agreed based on feelings or whether a senior director likes you or not - When issues are raised they are blamed on your lack of ability to handle the workload or that you are not suited to the role. This is despite multiple complaints from different people - The maternity leave policy is shocking, and is reflective on how little the company cares about its staff. This actively discouraged those from having families and the lack of flexibility for working parents is disgusting. - The whole company is toxic. I don’t know anyone who isn’t looking to leave in the immediate future. Those who stay are tied in by the non-compete and three month notice period

Great place to start out and develop a career. They seem to recognize high performance by giving good raises and promotions. I enjoy the people I work with.

Strict about WFH policy (8 days per month, mandatory Tuesdays. No exceptions at all). Benefits are decent except no formal maternity leave.

A good place to get experience

The CEO only cares about shareholders and his own bottom line. If you spend more than a month at this company it’s apparent. He brags about a future where AI can replace all of his employees. He just single handedly pushed through a return to office policy giving employees less than 2 weeks notice until the policy takes effect. If you want to return to office, fine, but you can at least give employees more than 14 days notice. Not to mention the WFH policy was a selling point for many people during interviews. The CEO literally manually approves every single hire. The environment is beyond controlling. The whole business model seems to be finding ways to get tenured employees to quit and replace them with new hires making 40k a year. They recently fired hundreds of employees citing violation of the WFH policy. In most cases, the managers allowed employees to WFH extra days when needed, but these employees were fired with absolutely no warning or PIPs. Also - some of the data that was used to justify the layoffs (badge swipes) was inaccurate. If you want to have a child, good luck. No maternity/ paternity leave AND you will lose eligibility for bonus and merit if you take short term disability to take care of your newborn. Here’s a little cherry on top. This place feels justified in laying off employees with questionable attendance data, gives employees less than 2 weeks notice of RTO policy, but requires a 30 day resignation notice ? If you do resign, and they think you violated the non compete agreement, they will track you down, and send you and your new employer a letter demanding your resignation. If you work here, you are nothing but a number. Whatever HR person reads this and responds, you know that this is all true. If it’s not, then prove me wrong with facts and data. Sooner or later the CEO will drive this company to the ground, all the good employees will leave, and I will sit back and drink my tea as I watch the stock price plummet.