At Citi, we value all employees and invest in your well-being. We are passionate about creating choice and offering flexibility so you can be your full self – at work and at home.
To support a healthy work/life balance, we are proud to offer a variety of options for paid time off, including time to relax and recharge, bond with your child, care for family members, pursue personal interests, attend to civic responsibilities and many other reasons. Learn more about your time-off opportunities on Citi For You (intranet only).
Citi’s ‘R3’ Sabbatical Leave Program encourages eligible employees to refresh, recharge and re-energize. The Program offers an opportunity to take 12 consecutive weeks away from work to travel, pursue personal goals or simply enjoy extra time off to refresh and rejuvenate. Employees may continue to receive existing health and insurance benefits coverage and a portion of base pay while on sabbatical leave. Learn more about the ‘R3’ Sabbatical Leave Program and eligibility details (intranet only).
At Citi, we’re committed to giving back to the communities in which we live and work, and we support our employees in doing the same. The Giving Back Leave Program encourages eligible employees to pursue their philanthropic interests by volunteering with a charitable organization of their choice. Employees can volunteer for two to four weeks while continuing to receive 100% of base pay and existing health and insurance benefits coverage. Learn more about the Giving Back Leave Program and eligibility details (intranet only).
Whether you need more time for life's big moments or simply want some R&R, we encourage you to purchase extra time off, should you need it. During the Annual Enrollment period, you have the opportunity to purchase up to five additional planned time/vacation days through the Vacation Purchase Program.
All regular full-time and part-time employees who are scheduled to work 20 or more hours per week may purchase up to five additional vacation days each calendar year during Annual Enrollment.
Note: If you are a U.S. Consumer Wealth Management employee and hold a Wealth Advisor (WA) title or its equivalent, you are not eligible for and do not receive paid planned time off/vacation and therefore, are not eligible to participate in the Planned Time/Vacation Purchase Program.
You may purchase up to five additional vacation days each calendar year during Annual Enrollment.
Be sure to talk with your manager before electing to participate in purchasing any extra vacation days to ensure taking the additional planned/vacation time will be possible, based on business needs.
One vacation day costs the equivalent of one day’s base salary.* Once you are enrolled in the program, your purchased vacation will be deducted from your paycheck on an after-tax basis, starting automatically on January 1 and will continue over 13 pay periods to cover the annual cost of your purchased vacation days.
*The cost of buying vacation days is based on an employee's base salary as of a specified date prior to Annual Enrollment (i.e., the Annual Enrollment salary "freeze date"). This will not change during the year, even if there is a change in scheduled hours or salary (e.g., if you move from full-time to part-time, your paycheck deductions will still be based on your full-time base salary as of the “freeze date").
Any unused purchased vacation days will not roll over into the following year (unless state or local law provides otherwise) and cannot be sold back, so be sure to use all your purchased vacation days before the end of the year.
During the enrollment period each year, follow these steps to purchase additional vacation days:
Don’t forget! Check with your manager before purchasing any additional vacation days.
Call the Citi Benefits Center via ConnectOne at 1 (800) 881-3938, 8:00 a.m. to 8:00 p.m. ET, Monday through Friday, excluding holidays. From the “benefits” menu, select the “health and insurance benefits as well as TRIP and spending accounts” option.
Visit Citi For You (intranet only) for more details on the Vacation Purchase Program.
We recognize that it can be challenging for employees to satisfy the demands of their work while managing the responsibilities of their personal lives. The following gives an overview of Citi’s leave policies for parents. For additional details and eligibility, including the availability of state or local law leave where applicable, please see the FML Policy via Citi For You.
Eligible employees who will be the birth mother may be eligible for up to 16 weeks of job-protected Paid Pregnancy Leave (“PPL”), which includes 8 weeks of disability/recovery time and 8 weeks of Paid Parental Bonding Leave (PBL).
PPL must be taken consecutively. It runs concurrently with and is counted toward any leave entitlement under the FML Policy and applicable law. The disability/recovery component of PPL begins as of the date the child is born.
If not otherwise eligible for PPL, eligible employees who will be parents in connection with the birth or adoption (including foster care placement for the purpose of adoption) of a child may be eligible for up to 8 weeks of job-protected Paid Parental Bonding Leave (“PBL”) to care for or bond with that child.
PBL must be taken consecutively. It runs concurrently with and is counted toward any leave entitlement under the FML Policy and any applicable law. PBL must be taken and concluded no later than 52 weeks after the birth or adoption of the child.
If otherwise eligible, employees are entitled to PPL or PBL for each qualifying birth, adoption or foster care placement, even if there are multiple such events within a 52-week period.
In addition to any PPL and/or PBL already taken, eligible employees may take up to 10 additional weeks of unpaid job-protected Child Care Leave (CCL) provided it’s to care for or bond with the same child or children for whom the PPL or PBL was already taken. The CCL must be taken and concluded no later than 52 weeks after the birth or adoption of the child. This can result in up to 26 weeks of leave when combined with PPL or 18 weeks when combined with PBL.
For more information on these policies and programs please visit the HR Help Center via Citi For You.
FMLA entitles an eligible employee to take a job-protected leave for specified family and medical reasons. If you’re eligible for leave under Citi’s FML Policy, you can take certain job-protected leaves for the following reasons:
Note: Any leave taken under this Policy runs concurrently with and is counted toward all other leave entitlements under this Policy, the FMLA and applicable state law. Similarly, any approved STD or Workers’ Compensation leave will run concurrently and will be counted toward any leave entitlement under the FML Policy, the FMLA, and applicable law.
Consult the FML Policy via Citi For You for details about eligibility, duration and compensation related to your leave.
To request a leave under Citi’s FML Policy or state or local law, call MetLife directly at
Once you request a leave:
MetLife will assign a case manager to you and send a letter describing your rights and responsibilities under the FMLA, a Health Care Provider Certification Form and a Medical Authorization Form. These forms must be completed and returned to MetLife within 15 days of receipt. If you don’t return these forms on time, your claim may be denied.
Once they receive all necessary forms, your case manager will initiate your claim and:
If your FML request is approved, you’ll receive a letter from MetLife notifying you of the approval, duration and frequency of the leave (if applicable).
You’ll also receive a Health Care Provider Certification Form and Medical Authorization Form each time a leave is requested. You must complete and return the form to MetLife within 15 days of receipt. If you don’t return the form on time, your request for a leave may be denied.
You’ll receive a letter from MetLife notifying you of the reason for the denial. A copy of the letter also will be sent to your manager/supervisor.
You must contact your manager/supervisor to discuss the denial and other leave options that may be available to you, if any.
If you work in New York, you may be eligible for job-protected family leave in a 52-week period under the New York Paid Family Leave:
The state benefit is paid as a percentage of your average weekly wage and is subject to a cap.
The California Paid Family Leave (PFL) program enables an employee to care for a seriously ill family member (child, spouse, partner, parent) or to bond with a newborn, adopted or foster child. If you’re approved for a PFL benefit, you’ll receive payments directly from MetLife (not through Citi payroll). For more information, call MetLife at 1 (888) 830-7380.
Workers’ Compensation is a separate benefit for which you may be eligible if you’re unable to work due to a work-related injury or illness.
If you’re injured or become ill due to a work-related incident, your manager/supervisor must report any Workers’ Compensation claims on your behalf by calling Constitution State Services Co. (CSS), which administers Workers’ Compensation benefits for Citi. Your manager/supervisor can call CSS at
If you experience an injury at work, the table below explains how to report this type of claim.
When to Report It | If you incur an injury at work |
Whom to Contact |
Your manager/supervisor, who is responsible for calling Workers’ Compensation-Constitution State Services Co. (CSS) at |
Information You Must Provide | Provide to your manager/supervisor the following:
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Additional Information | If you’ll be out of work for more than seven consecutive calendar days, you must call MetLife directly at |
Form(s) You Must Complete | Complete the Medical Authorization Form that will be mailed to you after your claim has been reported to CSS. This form will authorize your health care provider to release your medical information to CSS.
This form is very important and will help expedite the handling of your claim. MetLife, if applicable, will also require you to complete a similar form along with a Health Care Provider Certification Form related to the corresponding disability claim as well as any state or local benefit forms (where applicable).
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A claims adjuster will be assigned to your case and will call you to explain the claims process and answer your questions. Note that if you’re out for fewer than seven consecutive calendar days, unplanned time must be used. Except where state or local law differs (e.g., Washington State), employees are not required to use planned/unplanned time in conjunction with Workers’ Compensation Benefits.
If you’re out of work for more than seven consecutive calendar days (the “elimination period”) as a result of your work-related injury or illness, you must call MetLife at
For information on your benefits coverage while you’re on leave, go to the Disability Insurance page.
To qualify for Workers’ Compensation, you must be receiving appropriate care and treatment on a continuing basis from a licensed health care provider. If you receive a Workers’ Compensation benefit while on an STD or LTD leave, your STD or LTD benefit will be offset by any amount you receive from Workers’ Compensation. If you receive both STD, LTD, and Workers’ Compensation, you must repay any overpayment to Workers’ Compensation or to Citi, as applicable.
Throughout your absence your MetLife case manager will contact your manager/supervisor and health care provider, as appropriate, to coordinate and achieve a safe and timely return to work. Alternative work options — such as potential modifications or accommodations to your job, if necessary — will be explored where applicable.
So there’s no interruption in your pay between the end of your approved STD leave and your return to work, you must request that your manager/supervisor or HR enter your return to work date into Workday once you’ve returned to work.
When your STD began, coverage in the DCSA and TRIP was stopped. Your contributions to these accounts will restart automatically once you return to work. However, if you had discontinued your TRIP contributions prior to going on STD leave, you will need to manually re-start them upon your return; coverage will be effective the first of the month after you enroll.
To reach the Citi Benefits Center, call ConnectOne at
When your LTD begins, contributions to the Citi Retirement Savings Plan stop. When you return to work, the deferral percentage of your eligible pay on record will be reactivated for contributions to the Citi Retirement Savings Plan.