United States


Attention all passengers: Thank you for choosing InterWorks for your professional journey! We understand that you have a choice when it comes to the company you work for, so we appreciate you voyaging through life with us! Of course, we also understand that while you’re here, you will require some necessary stopovers in your journey – things like vacations, family leave, scheduled holidays and just regular days off.

When you’re ready to book a break for any reason, this section will contain all the info you need to know to ensure you make the most of your time. Please note that we do encourage you to take time off! While we enjoy our time with you, it’s important to balance your work and personal lives. We’re here to support you in that regard however we can!


Though we like to stay busy at InterWorks, there are select blackout days where InterWorks offices are closed and all full-time InterWorks employees have automatic paid time off. Of course, if you want to SAY that you are working during these holidays to avoid uncomfortable political debates with that one unruly uncle of yours, we won’t say a word. Do note that holidays may different from region to region. Also, if a listed holiday falls on a Saturday, the office will be closed the preceding Friday. If it falls on a Sunday, the office will be closed the following Monday.

US Holidays

Paid Time Off

For those unfamiliar, PTO stands for “paid time off,” and it’s what we use for most time-off requests. If you turn your attention to the content blocks below, you’ll see our detailed PTO policies for each region. Why the differences? Because each region has its own management structures and unique circumstances, and we want to cater to those as best as possible. Find your region below for the details most relevant to you.

US PTO Policy

Vacation time, sick leave and personal days all fall under Paid Time Off (PTO). Your PTO pay is based on your pay rate in effect when your PTO is used and does not include bonuses or other special forms of compensation. Your PTO account is managed and tracked in the Time Entry System, where you can make requests and keep track of your available PTO. Please remember that there are busy times here at IW and your request for PTO may need to be adjusted given work circumstances and customer demand. It’s always best to make PTO requests as far in advance as possible. We are generally flexible with PTO arrangements, and you should never hesitate to ask about time off when you need it.

On your first day, 112 hours will be added to your PTO account. Additionally, after your first year here, you’ll get an anniversary addition each year, according to the chart below. On each anniversary date, a maximum of 32 hours are carried over to the next year. Any hours above the 32 hours that were not used will be paid out at your hourly rate on the next pay date. Service – PTO entitlement in hours:

First 12 months – 112 hours
1 year – 152 hours
2 years – 160 hours
3 years – 168 hours
4 years – 176 hours
5-7 years – 192 hours
8-9 years -208 hours
10-15 years – 232 hours
16-19 years – 256 hours
20-24 years – 280 hours
25+ years – 312 hours

Birthdays & Anniversaries

InterWorks likes to celebrate … a lot. We especially like to celebrate YOU. On your birthday, you may be surprised by a card and a treat. Come on, let us spoil you a little! We also like to celebrate your InterWorks “Anniversary Date.” This is the first day you report to work or the first day that you were paid by InterWorks as an employee. Certain benefits and other employment matters here are based on your Anniversary Date, so there’s especially cause to celebrate this event each year.

Parental & Other Types of Leave

Life happens, and there are several instances where traditional PTO structures don’t quite apply. We’ve tried to cover the big life events that require different leave guidelines, and you’ll find those listed below.

Parental Leave

We take pride in the family-friendly environment at InterWorks, and we recognize the special challenges you may face when your family is growing. To help, we offer paid time off for parents of newborn and newly-adopted children who have recently moved to your home.

Eligibility: Any employee who, at the time of the eligible birth or adoption, has been a full-time employee for at least six months is eligible for the benefits under this leave policy. Leave under this policy may only be taken during the first twelve months following the birth (including birth by surrogacy) or adoption.

Paid Leave: If you give birth, or are the primary caregiver of an adopted child, you may take up to twelve weeks of paid leave at 100% of your current salary, followed by four weeks where you‘ll be back at work 50% of the time with 100% of your current salary.

If you are the spouse or domestic partner of the birth mother or of the primary caregiver of an adopted child, you may take up to four weeks of paid leave at 100% of your current salary followed by two weeks where you ‘ll be back at work 50% of the time with 100% of your current salary.

Notification: Please provide as much advance notice as possible of your intent to use paid parental leave to your supervisor and directly to HR. Please also provide as much notice as possible as to when you will return to work.

Additional Benefits: Additional leave benefits may be available based on local and state law. Paid leave under this policy will run concurrently with any available FMLA leave and may be used in conjunction with any short-term disability benefits to which you may be entitled.

Documentation: You will need to provide appropriate medical documentation for the birth of a child. If the eligible employee is eligible for Family Medical Leave Act leave, the medical certification requirements will govern. The medical documentation will be completed and signed by the individual’s health care provider. You will also need to provide appropriate adoption documentation, such as a letter from an adoption agency or from the attorney in cases of private adoptions.


We do allow for three days of bereavement leave before using PTO. Please discuss with HR and your supervisor as necessary.

Special Leave Situations

Guidelines for special leave situations (Family Medical Leave, Military Leave) are available in the Additional Info section.

Special Events

Journeys are better when they’re done together! Because we like hanging around together and having fun, you’ll be invited to various optional events throughout the year. There are also events that may be part of your job – things like lunch and learns, conferences and webinars. Here is the rundown on each of these event types.

Internal Company Events

We generally have a holiday party, a picnic, and we’ve done trips to the zoo, camping trips, cycling events and lots of other fun outings in the past. Some may include invitations for your family to attend, as well. While we love to have as many people as we can at these events, they are all optional, and you do not have to be there as part of your job.

External Events & Conferences

If we need you to be at an event for work, your manager will clearly let you know that it is a work requirement. Sometimes, you may be asked to attend a conference or a meeting off site or out of town. While the conference or meeting may be considered a work-related activity, any activities you choose to participate in outside of the regular business of the event are also optional and not part of your job. Because these events and gatherings are options and voluntary on your part, nothing that happens at the event will be considered to have occurred “at work.” That means InterWorks won’t be liable for any accident, injury or other incident that occurs. And, since we’re all adults here, you are responsible for your own behavior and actions at these events.

Event Behavior & Responsibility

Please be aware of how your behavior reflects upon InterWorks. In cases where alcohol is available or served, please be responsible and considerate to your coworkers and their families who may also be there. Even though an event may not be work-related, your actions or behavior at a holiday party, for example, can adversely affect your employment. To be able to work here at InterWorks, we need you to acknowledge and agree that your participation in the above-described events is voluntary and not a mandated part of your job, and to agree that you will not seek to hold InterWorks liable or responsible for any accident, injury, illness or other occurrence at such event. We’ll assume you agree if you keep showing up to work.