Time Off & Leave Hub

Time Off Overview Time Off Overview Plan time off, check your balance and find the leave that fits your situation. Time off and leave at Northstar For every employee and manager across Northstar’s office and frontline locations. This fictional example hub covers company holidays, PTO, sick leave, and leaves of absence. Your work location and circumstances matter: this site does not set amounts, eligibility, pay, benefits, deadlines, or approval outcomes. Check the applicable published guidance in Policy Hub. Use Leave Management to submit or check a request when the relevant process is configured there. A request is not approved until the appropriate process confirms its outcome. Choose the topic you need Open a guide for the next step; local policy remains authoritative for terms and eligibility. Holidays and regular time off Company Holiday Calendar — check the schedule relevant to your work location and plan coverage. PTO & Sick Leave — find applicable amounts, accrual rules, and request instructions in published guidance. A leave of absence Leave of Absence Guide — find where medical, family, or personal leave questions belong. Becoming a Parent — plan work coverage and a return conversation. Caregiving — prepare a work-focused conversation about care commitments. Other time away Jury Duty & Public Service — notify your manager and find local civic-service guidance. Military Leave — plan work handoffs and contact preferences. Sabbaticals — prepare a proposal for discussion; do not treat it as an approval. Returning to work Coming Back from Leave — agree priorities, identify access needs, and plan a check-in. Submit or check a request Use Leave Management when the applicable request process is set up there. This hub explains where to look; it does not approve a request. Open Leave Management to follow the configured request steps or check the status of a submitted request. If the leave type or next step is not available there, check the applicable Policy Hub guidance or ask People Operations how to proceed through the established channel. Upcoming dates in Calendar When guidance is unclear Start with Policy Hub In this fictional Northstar setup, Policy Hub is the intended home for approved, location-specific policy. Check the policy’s scope and follow its stated process. Ask People Operations If you cannot locate the right guidance, ask People Operations through your organization’s established channel. Protect sensitive details Do not send sensitive personal details or records through a general channel unless you are directed to an appropriate confidential route. Before publication Before publication, complete these steps: Connect Calendar to the authoritative holiday source Configure location coverage Confirm Leave Management’s supported request types and help route Company Holiday Calendar Check the schedule for your work location Holiday dates and floating-holiday rules can differ by location. Use the approved local holiday schedule for your work location. Northstar’s fictional example does not publish specific dates here. Confirm which schedule applies before making plans, and do not assume a headquarters calendar applies to every site or role. Floating holidays, where offered, are subject to the applicable local policy and its instructions. Calendar visibility depends on connecting the authoritative holiday source and configuring the locations it covers. Upcoming holidays in Calendar Plan coverage with your manager These are planning suggestions, not a Northstar policy or an entitlement. Check coverage expectations Before a holiday or floating-holiday absence, check any coverage expectations that apply to your role or site. Agree a handoff If your work needs a handoff, agree who will cover time-sensitive tasks and what can wait. Check the local policy For floating-holiday eligibility, scheduling, or request instructions, check the approved local policy in Policy Hub. A Calendar entry is not a request Use Leave Management only if the applicable process is configured there; do not assume an entry in Calendar is a leave request or approval. PTO & Sick Leave Find your applicable PTO and sick-leave rules Amounts, accrual, eligibility, and use depend on the published policy that applies to your work location and circumstances. This fictional Northstar example does not state a balance, accrual rate, eligibility rule, pay term, or deadline. Check the current approved guidance in Policy Hub and follow its request instructions. If Leave Management is the configured route for your leave type, use that app to submit or check a request. Do not assume a request is approved until the appropriate process confirms the outcome. Paid time off or sick leave? Paid time off Planned time away Vacation and personal days; request ahead in the time off app. Sick leave Illness or care For your own illness or caring for a family member; tell your manager as early as you can. Published HR policies Common questions Use the approved guidance and established help route for your situation. Where can I verify my balance and accrual rules? Check the applicable published PTO and sick-leave guidance and the balance information available through your organization’s configured Leave Management process. This example does not specify amounts or accrual rates. What if I cannot find the request route? Ask People Operations through the established channel to identify the current route. Do not treat this page as confirmation that a request was submitted or approved. Where should I share sensitive information? Use only the confidential channel identified by your organization or the applicable policy. Avoid sending sensitive personal details through a general contact route unless you are directed to do so. Use the configured request process Leave Management is the app for requests where the applicable local process is connected. Follow the instructions shown in Leave Management for your leave type. If your leave type or question is not covered there, check Policy Hub or ask People Operations through the established channel. Leave of Absence Guide Find the guidance for your situation For employees and managers looking for the next step on medical, family, or personal leave. Leave types, qualifications, pay, benefits, documentation, and process depend on the applicable local guidance and individual circumstances. This fictional Northstar guide does not determine eligibility or an outcome. Check approved Policy Hub guidance for your work location and use the confidential route it identifies for sensitive questions. Published leave guidance A safe starting sequence Follow the process in the applicable guidance; this sequence does not replace it. Find the applicable guidance Check the policy scope and instructions for your work location and circumstances. Use the stated route Follow the policy’s approved request or inquiry method. Use Leave Management if the applicable process directs you there. Share information through the right channel Provide only what the process requires, using the confidential route identified by your organization for sensitive details or records. Wait for the process to confirm next steps Do not assume eligibility, approval, pay, or benefits based on this guide or a request entry. Need help finding the right route? No contact details or universal request route are supplied in this fictional example. Ask People Operations through the established channel to locate the applicable guidance or confidential process. Use Leave Management to submit or check a request only where the relevant process is configured there. Becoming a Parent Plan the work transition around becoming a parent A work-coordination guide for employees and managers; it does not determine leave eligibility or benefits. Use the applicable local policy in Policy Hub for leave, pay, benefits, eligibility, dates, and any required process. This fictional Northstar page helps you plan work and a return conversation; it does not replace approved guidance. Prepare a practical handoff The employee and manager can adapt these discussion steps to the work and timing involved. List work needing coverage Name time-sensitive responsibilities, recurring meetings, open decisions, and work that can wait. Agree interim owners Identify a covering role for each priority and clarify which routine decisions it can make. Record the useful context Share deadlines, current status, and relevant work contacts in the appropriate work space; keep private personal details out of general handoff notes. Plan a return conversation Agree how to revisit priorities and changed work after the absence, without assuming a fixed return arrangement. Agree contact preferences Decide whether updates are wanted Discuss whether any work updates are wanted during the absence, what kind of update would be useful, and which route to use. Respect the agreed boundary Respect the agreed boundary and applicable policy. Share only what coverage needs Share only the work information needed for coverage. Use the confidential route for sensitive details Use the directed confidential route for personal or sensitive case details. Find policy and request steps Check Policy Hub for approved local parental-leave guidance and its eligibility, pay, benefits, and process terms. Use Leave Management for a request only if the applicable process is configured there; confirm the outcome through the appropriate process. Caregiving Coordinate care commitments with work Start with the work impact and the help you want to discuss; local policy determines available options. You can share the timing, affected work, and support you want to discuss without putting private care details on a broadly visible page or in general work notes. The examples below are fictional Northstar work-planning scenarios, not policy, entitlements, or a promise that a particular arrangement is available. Two work-planning examples Use these examples to make a conversation specific; agree any change through the applicable local process. Recurring commitment A weekly care appointment is likely to affect the usual start time. State the affected hours and expected frequency. Name the work or handoff that may need coordination. Unexpected disruption A same-day change in care arrangements may require stepping away. Give a concise availability update through the usual work channel. Identify urgent work and ask how priorities or coverage should be coordinated. Prepare for the conversation Describe the work impact Share the timing, expected frequency if known, and affected duties or handoffs. Suggest an option to discuss For example, ask whether a temporary schedule adjustment or a handoff plan could work; do not assume it is available or approved. Agree who covers urgent work Identify time-sensitive tasks, a covering role if agreed, and what can wait. Set a check-in Choose when to revisit the plan and how to update the manager if timing or availability changes. Check leave options and keep details private Check Policy Hub for applicable local guidance and use its stated process for policy questions. Use Leave Management if the applicable leave request process is configured there. Send sensitive information only through the confidential route identified by your organization. Jury Duty & Public Service Tell your manager when service may affect work For employees with a jury summons or other public-service notice and managers planning coverage. Share the dates currently known, note what is still uncertain, and say when you expect to provide an update. Use the applicable local guidance for pay, eligibility, documentation, and leave terms; this fictional example does not determine them. Coordinate the work handoff Share the work schedule information Tell your manager that service may affect work, provide known dates, and identify when you expect more information. Identify affected work Flag time-sensitive tasks, deadlines, or meetings that may need a covering role or rescheduling. Follow local instructions for records Use the approved process for any supporting documents; do not send sensitive records through an unapproved channel. Update the plan when dates change Tell your manager when you have a material schedule update and revise work handoffs as needed. Find local civic-service guidance Use the applicable request route Use Leave Management if the local civic-service process is configured there; a request entry is not confirmation of approval. Ask People Operations through the established channel if you cannot find the policy or approved route. Military Leave Coordinate work around a service-related absence This page supports work planning, not eligibility or leave decisions. Check approved local guidance for eligibility, leave terms, pay, benefits, and confidential case handling. This fictional Northstar example focuses on a practical handoff, contact preferences, and return planning. Share only information needed for work coordination in general work notes. Plan before, during, and after the absence Agree the handoff The employee and manager identify time-sensitive work, covering roles, deadlines, decision boundaries, and items that can wait. Set work-contact preferences Discuss whether work contact is wanted, what it may cover, and which route to use; follow the agreed boundary. Coordinate during the absence Use the agreed work-contact approach for coverage questions. Refer policy or confidential questions to the authorized route. Prepare for return Plan a private work conversation about current priorities, missing context, access, and any handoff that needs adjustment. Find approved military-leave guidance Confirm the right process Do not include sensitive service or personal details in general work notes. Use Leave Management for a request only if the applicable process is configured there. Ask People Operations through the established channel to locate policy or confidential case guidance. Sabbaticals Prepare a sabbatical proposal for discussion A fictional Northstar planning example—not a statement of eligibility, approval, or policy precedent. Check Policy Hub for the approved local sabbatical policy, including who may qualify, the applicable review process, and any terms. This example does not set a required break length, lead time, approval standard, or request route. Build a work-focused proposal Describe your purpose and possible timing Write a concise work-appropriate summary and identify dates or date ranges you would like to discuss, without sharing private details broadly. Discuss feasibility with your manager Review role coverage, important deadlines, dependencies, and work that could be paused or reassigned. Outline a possible handoff List recurring responsibilities, current work status, key work contacts, and decisions a covering role may need to make. Plan a possible return hand-back Identify what may need a recap, access check, or priority discussion if a break is approved through the applicable process. Check the authoritative local policy Do not assume a request route A discussion or app entry does not establish eligibility or approval. Use Leave Management only if the applicable sabbatical process is configured there. If the policy does not identify a route, ask People Operations through the established channel where to direct your proposal. Coming Back from Leave Agree a practical return-to-work plan A conversation for the returning employee and manager; adjust it as work and access needs become clearer. Keep private leave or health details out of shared work notes. Focus the conversation on current priorities, missing context, required access, and who will remove practical blockers. Use the applicable approved process for leave-related questions. Plan the first days back Agree achievable priorities Choose up to three practical priorities for the initial work period and clarify their order. Name work to defer Identify tasks that should wait and agree who will arrange any needed coverage. Check required access List the systems and workspaces needed for the agreed priorities; the employee flags missing access and the manager helps route the request through the established access process. Reconnect with current work Ask the manager or an appropriate colleague for a concise update on changed routines, decisions, and deadlines. Schedule a check-in Choose a time to review workload, access, and priorities together and adjust the plan if needed. Share the handoff between employee and manager Both can revisit the plan at the check-in. Returning employee You do not need to include private leave details in shared notes. Say which work is clearest to resume. Say what context or access is missing. Say whether a priority needs a different order. Manager Help the returning employee start with clear, visible commitments. Make the first work commitments visible. Arrange agreed coverage for deferred items. Share current planning context. Help remove practical blockers. For leave-related questions Use Leave Management to check a request or its status when that process is configured there. Check Policy Hub or ask People Operations through the established channel for applicable policy or confidential-process guidance.