Sometimes employees get sick. Sometimes employees have babies. Sometimes employees' babies get sick. Such illnesses, life events and family crises are an inevitable part of adulthood. So why do 43 million Americans working in the private sector still lack the paid time off necessary to deal with them?

That's a question the Obama administration has mulled since a working families summit in June. And the president recently proposed legislation to expand paid sick leave nationwide while also enacting a policy granting six weeks of paid parental leave to federal employees. Even if the national legislation receives little traction in the Republican-held House and Senate, similar proposals have gained momentum in states and cities around the country. Supporters of these measures often argue that it makes no sense for the wealthiest of 22 developed nations to be the only one without any requirements for paid maternity or sick leave.

The economic impact of policies that could increase the cost of commerce rightly deserve the scrutiny they receive from the business community. One fact that frequently gets overlooked in the conversation, though, is that many U.S. companies already offer their employees decent benefits and thrive while doing so. Just look at Great Rated!'s recent list of the best employers in retail. Within this sector often associated with low-wage work, companies like QuikTrip prove that growth and supportive employee policies are not mutually exclusive. This chain of 700-plus convenience stores recently climbed to the No. 27 spot on Forbes' list of the country's largest private companies.

On the surface, it shares many of the outward traits of its competitors. Yet a closer look reveals a list of employee benefits that includes 10 holidays and paid days off after one year of employment, health coverage for those working at least 26 hours per week, 60 days of unpaid but job-secured maternity leave beyond the federal minimum, and even a $10,000 adoption benefit that comes with paid leave. As a result, 91 percent of QuikTrip employees say they can take time off when they need it. While even more say they're proud to tell others they work for the company, which enjoys substantially lower turnover than its industry peers.

Occupying a different corner of the retail market, LL Bean makes a similar case for investment in the workforce. Employees there receive 23 days of PTO and holidays after a year with the company. They can also purchase additional vacation days and take bereavement leaves of up to two weeks, as needed. Not surprisingly, 93 percent of LL Bean team members say they're proud of where they work as they help facilitate more than $1.5 billion in annual sales. One could argue that QuikTrip and LL Bean can afford such pleasant workplaces because they're privately held; but a broader look at companies noted for investment in their employees does not bear this out. The publicly traded businesses included in Great Place to Work and Fortune magazine's 100 Best Companies to Work For have offered investors long-term returns more than twice those of the average company in the S&P 500.

Among the hundreds of workplaces we've surveyed, there are plenty of other example of organizations offering competitive benefits in retail, manufacturing and other industries where paid sick leave is not currently a guarantee. Beyond the security they extend to the people preparing our food, ringing up our purchases and making the goods we buy, these employers also offer proof that adequate leave for illness and maternity can make good business sense, too.