Overview
All time off must be coordinated with your manager in advance. To request time off, submit your request to your direct manager by email at least 10 working days (2 weeks) before the start date, unless the situation is unforeseeable.
Time off policies vary based on your employment classification. See below for specific guidance.
Independent Contractors (through Payoneer)
Independent contractors do not have a formal time off policy. However, unpaid time off can typically be arranged with advance notice to your direct manager.
How to Request:
- Contact your direct manager to coordinate and approve any time off
- Managers are responsible for tracking contractor time off
W2 Employees (through Paychex)
Paid Time Off (PTO)
Who's eligible: Full-time exempt (salaried) employees only
How it works: Crossover offers an open PTO program with no accrual limits. Take time off as needed for vacation, personal matters, medical appointments, or civic duties—with your manager's approval.
To request PTO:
- Email your manager at least 2 weeks in advance (when possible)
- Manager approves and copies Human Resources for tracking
Important: PTO doesn't accrue, roll over, or pay out at separation. Misuse of this benefit may result in disciplinary action.
Sick Leave
Who's eligible: Employees not covered by the open PTO policy
Accrual rate: 1 hour per 30 hours worked (up to 40 hours annually)
When you can use it: After 90 days of employment
Carryover: Up to 40 hours to the next year
Use sick leave for:
- Your own illness, injury, or medical care
- Caring for a spouse, domestic partner, child, parent, or parent-in-law
- Preventative health appointments
- Addressing domestic violence situations
Family and Medical Leave (FMLA)
Who's eligible:
- 12+ months of employment
- 1,250+ hours worked in the past year
- Work location with 50+ employees within 75 miles
Leave duration: Up to 12 weeks unpaid (26 weeks for military caregiver leave)
Qualifying reasons:
- Birth or adoption of a child (within 1 year)
- Caring for a family member with a serious health condition
- Your own serious health condition
- Military family exigencies
To request FMLA:
- Provide 30 days' notice when possible
- Email your manager and CC humanresources@crossover.com
- Medical certification may be required
Bereavement Leave
Who's eligible: All employees
Leave provided: Up to 2 days of PTO for the death of an immediate family member (child, spouse, sibling, parent, or grandparent—includes in-laws)
Additional unpaid time may be granted case-by-case. Contact your manager, who will coordinate with HR.
Jury Duty Leave
Who's eligible: All employees
How it works:
- Exempt employees: No pay deduction for partial week absences
- Non-exempt employees: Unpaid, but may use up to 2 days of PTO
Notify your manager immediately upon receiving a jury summons. Proof of service may be required.
Voting Leave
Who's eligible: All employees
Leave provided: Up to 3 hours of paid time off to vote in elections
Provide reasonable advance notice to your manager.
Crime Victim Leave
Who's eligible: Employees who are crime victims or family members of victims
Use for: Court proceedings, responding to subpoenas, or participating in criminal justice processes at a prosecutor's request
Compensation: Unpaid (though exempt employees receive pay as required by law). You may use up to 5 days of PTO or accrued sick time.
Provide advance notice to HR with documentation when possible.
Military Leave (USERRA)
Who's eligible: All uniformed service members
Job-protected leave for training and other service obligations, in compliance with federal law.
Submit documentation to Human Resources and notify your manager of your return plans per legal requirements.
Paid Holidays
All employees receive these paid holidays:
- New Year's Day
- Memorial Day
- Independence Day
- Labor Day
- Thanksgiving Day
- Christmas Day
Additional resources?
View the complete policy: Employee Handbook
Priyanka Bhotika
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