Thus far, I have not seen any evidence that President Donald Trump supports a federal parental leave policy. What he does support is a maternal policy that many organizations have had in place for years.

During a "thank you" tour in December in Cincinnati, Trump gave a shout-out to female entrepreneurs and implied that they are better at their jobs than men. What if he based his policy on who he thought would fuel the economy better in the coming years? Is this his way of supporting a woman's decision to have both a family and a career, especially if her job as an entrepreneur stimulates the economy?

Trump's daughter, Ivanka, has always been a role model for him. But has she influenced his decision on what would work for women in this position, or is this his way of keeping a promise to the women who voted for him? Maybe the average worker was never his intended audience for this policy.

What's a company to do about parental leave?

Recently, I wrote about how the United States lags behind other countries regarding parental leave. As I thought about it, I recalled how Trump presented the issue. Based on what I have read, it appears his thoughts on the topic are limited.

Trump's plan endorses six-week paid leave for the mother after the birth of her child. That idea reminds me of what was in place at many companies "in the old days." When I first saw the proposal, my initial thought was that he was out of touch with the average employee in today's workforce.

For example, let's look at who and what the plan doesn't cover.

Timing: Trump's plan does not take effect until the child has been born. But what happens if health reasons force the mother to leave her job before giving birth? What if the mother doesn't have any accrued time to use as paid leave of absence? What happens if the mother elects to continue working despite her health issues, which she is not obliged to reveal to her employer?

Fathers: There doesn't appear to be equal consideration for both parents in Trump's plan. The Society for Human Resource Management (SHRM) conducted a survey in 2015, which showed that only 20 percent of American companies offered paternal leave. There are cases when it makes sense for the father to be the primary caretaker, once the mother has exhausted her paid leave. For example, there are households where the mother earns more than the father. What if they decide it makes good economic sense for the mother to return to work because she is the primary breadwinner?

Adopted/foster children: They aren't included in Trump's plan. Approximately 120,000 children are adopted each year in the United States, and some have developmental issues. Therefore, extra time and arrangement of services are needed to make a smooth transition for the family.

For years, HR professionals have talked about having a seat at the table to collaborate and assist with strategic decisions affecting an organization's workforce. There have been many opportunities for chief human resource officers (CHROs) to ensure their positions are taken seriously.

However, we are entering a period when CHROs will have the opportunity to take the lead and make a difference in improving the quality of life for employees. How can they do this? By creating their own destiny without relying on the federal government to set the course and determine the standard.

The world of work has changed, and many companies recognize they have to take a position on certain issues to retain a high-performing workforce. That objective does not change as a result of a change in government leadership.

My advice is for companies to maintain their course of action and continue to solicit feedback from their employees to find out what is important to them. As a result, an organization led by the CHRO can establish customized policies that appeal to the type of workers they need to get the job done.

There should not be one overall "cookie cutter" plan. Like individuals, companies are diverse. They have different portfolios, needs and customer bases, among other things.

There was a push in 2015 to create more parental leave policies in the United States, especially among larger businesses. These organizations sought to create or expand paternity leave or gender-neutral parental leave policies. They need to keep the momentum alive and do what is best for their employees and the organization.

Don't look to the federal government to tell you what you should or should not do. If you need some help in creating a policy for your organization, consider contacting one of the companies listed in the chart below. There's no reason to reinvent the wheel.