Staff On Site’s Paid Leave and PTO Policy

Staff On Site United, Inc. – Revised Leave Policies – Effective December 31, 2023

 Leave Policy for Contingent Employees



  • Beginning January 1, 2024, all contingent employees, including part-time and seasonal, will earn up to a maximum of 40 hours of paid leave per calendar year, accruing at a rate of 1 hour for every 40 hours worked, which may be taken for any reason and is intended to include and incorporate paid leave allowable under the Illinois Paid Leave for All Workers Act.  New employees will begin to earn paid leave based on their start date, but cannot utilize earned leave until the successful completion of their probationary period.  In the event of a termination of employment, earned, but unused paid leave will not be paid out to an employee.
  • After 5 years of employment at one of Staff On Site’s customers, in addition to the above paid leave benefit, full-time contingent workers become eligible to earn up to 40 hours of vacation leave per calendar year.  Earned, but unused vacation leave will be paid out upon a termination of employment.
  • Paid leave and vacation leave may not be carried over from year to year. This means that any remaining leave left on December 31st each year will be forfeited.
  • All paid leave and vacation leave requests should be submitted to a direct supervisor as soon as practicable and approval is subject to minimum staffing requirements.
  • Staff On Site reserves the right to revise this policy at any time.
  • If any provision of this benefit shall be held or made invalid by a court decision, statute or rule, or shall be otherwise rendered invalid, the remainder of this Agreement shall not be affected thereby.




In the unfortunate event of a death in the immediate family, employees may take up to three (3) days of unpaid leave.  In accordance with the Illinois Family Bereavement Leave Act, certain employees may be eligible for additional bereavement leave of up to a total of 10 unpaid days upon a qualifying death or occurrence (includes child, foster child, stepchild, legal ward, or child of a person standing in the place of a child (“loco parentis”)), spouse, domestic partner, sibling, parent, parent-in-law, grandchild, grandparent, or stepparent, or due to a miscarriage, unsuccessful round of intrauterine insemination or assisted reproductive technology procedure, failed adoption, failed surrogacy agreement, diagnosis that negatively impacts pregnancy or fertility, or stillbirth. Bereavement leave is without pay; however, employees may choose to use earned paid leave or vacation leave.


Eligible employees are those employees eligible for leave under the Family and Medical Leave Act (FMLA) and applicable policy. Family Bereavement Leave must be taken within 60 days after a qualifying death or occurrence. In the unfortunate instance of multiple qualifying deaths in a 12-month period, the employee may be entitled to a total of six weeks of unpaid Family Bereavement Leave. Leave should be requested as soon as practicable.  This does not create a right for an employee to take unpaid leave that exceeds the time allowed under the FMLA.  It also is not in addition to unpaid time permitted under FMLA.  Staff on Site may request documentation of leave eligibility.