Work Leave
CSF values flexibility, trust, and work-life balance. The organization recognizes that rest, personal time, and mental renewal are essential to maintaining creativity, productivity, and the integrity of our mission. This policy establishes a flexible, unlimited leave model that allows employees to take paid time off as needed, while ensuring accountability and program continuity.
Eligibility
This policy applies to all full-time employees after successful completion of their introductory period (typically 90 days). Contractors and part-time employees are not eligible for paid leave unless explicitly stated in their agreements.
Allotments
CSF provides unlimited paid leave for personal, vacation, or wellness purposes.
Leave may be taken at any time with advance notice and supervisor approval, ensuring that responsibilities are covered and organizational operations are not disrupted.
There is no accrual, carryover, or payout of unused leave upon separation.
This policy does not replace or limit leave required under federal or state law (e.g., FMLA, ADA, or state-specific leave laws).
Medical or Crisis Leave
Employees experiencing medical, family, or crisis situations are encouraged to take the time needed for recovery or care.
Documentation (e.g., a doctor’s note) may be requested only for extended absences exceeding ten (10) consecutive workdays, to coordinate coverage and compliance.
CSF will provide reasonable accommodations and leave consistent with the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), and any applicable state or local laws.
Accountability
Because CSF operates in a high-accountability environment serving public and federally funded initiatives, the organization uses a check-in model to ensure equitable workload management and consistency across roles.
Employees may take leave as needed but are expected to balance time off with organizational commitments and deliverables.
If an employee takes more than five (5) full workdays of discretionary leave (non-medical or non-crisis) within a single month, a brief check-in conversation will be scheduled with the Designated Officer or supervisor to review workload capacity, performance, and support needs.
The purpose of this check-in is not punitive, but to maintain transparency, ensure equitable workloads, and identify if additional support or adjustments are needed.
Request and Approval Process
Leave requests should be submitted through CSF’s scheduling or HR system (or via email) as far in advance as practical.
Supervisors may approve or adjust leave requests based on program needs and staffing coverage.
In urgent situations (illness, family emergencies), employees should notify their supervisor as soon as possible.
Tracking and Reporting
While leave is unlimited, employees must continue to log their working hours accurately for audit and compliance purposes.
Leave is tracked administratively to monitor patterns that may affect workload distribution, capacity planning, or grant reporting requirements.
Supervisors may review leave patterns to ensure equitable workload distribution and operational continuity.
Separation and Compliance
Because leave under this policy is non-accruing, unused leave has no monetary value and is not paid out upon separation.
The Designated Officer is responsible for ensuring consistent application of this policy
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