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Human Resources Policies
POLICY: VACATION LEAVE
POLICY NUMBER: HR-31
Effective Date: July 2002
Revisions: April 2004, June 2004
Responsible Officer: Senior Vice President of Human Resources
REQUEST FOR AUTHORIZED LEAVE FORM
PURPOSE:
This policy was established to provide eligible employees with paid time off
for rest and relaxation based on hours of work and years of service.
I. POLICY:
The University provides eligible employees with the opportunity to earn
vacation leave based on hours scheduled, job classification and years of
service.
II. ELIGIBILITY:
This policy applies to all University non-faculty employees.
III. DEFINITIONS
Vacation Leave is the amount of time an employee may earn based upon
hours scheduled, job classification and years of service for use as
vacation or other personal time.
Full Time is a position requiring a minimum of 40 regularly scheduled
hours of work weekly, which entitles the employee to benefits.
Part Time is a position requiring a minimum of 20 regularly scheduled
hours of work weekly, which entitles the employee to pro-rated benefits.
An Exempt employee is in a classification as defined by the Fair Labor
Standards Act that is not subject to the overtime provisions of the Act.
A Non-Exempt employee is employed in a classification as defined by the
Fair Labor Standards Act and is subject to the overtime provisions of the
Act.
IV. SCHEDULE FOR VACATION ACCRUALS
For non-exempt staff hired on or before March 31, 2004
0 – 3 months of employment with the University – 0 days
Beginning in 4th month – 36th month of employment with the University – 12 days
per year (1 day per month)
37th month of employment with the University through 60th month – 15 days per
year (1.25 days per month)
61st month and over of employment with the University – 20 days per year (1.67
days per month)
For non-exempt staff employees hired on April 01, 2004 and afterwards:
Through the 60th month of employment with the University – 10 days per year
(.83 per month)
From the 61st month through the 120th month of employment with the University– 15 days per year (1.25 per month)
From the 121st month and over of employment with the University – 20 days per
year (1.67 days per month)
For exempt staff hired on or before March 31, 2004:
0 – 12 months of employment with the University– 12 days per year (1 day per
month)
13 months and over of employment with the University – 20 days per year (1.67
days per month)
For exempt staff hired on April 01, 2004 and afterwards:
A new exempt employee with less than 5 years of professional work experience– 10 days per year (.83 day month).
After 5 full years with the University, accrual
becomes 15 days per year (1.25 days per month). After 10 full years with the
University, accrual becomes 20 days (1.67 days per month).
A new exempt employee with at least 5 years but less than 10 years of
professional work experience – 15 days (1.25 days per month).
After 5 full years
with the University, accrual becomes 20 days (1.67 days per month).
A new exempt employee with 10 years of professional work experience – 20
days (1.67 days per month)
The Department of Human Resources assesses experience levels and
assigns vacation accruals to new employees. In the event of a dispute
between the hiring department and Human Resources, the Senior Vice
President of Human Resources makes the final
decision.
V. GUIDELINES:
A. Accrual of Vacation Leave
1. Employees accrue pro-rated vacation leave based on hours paid per
pay period.
2. The maximum number of hours scheduled/paid that will be used to
calculate the accrual each bi-weekly pay period is 80 hours.
3. The maximum vacation amount that can be accrued is 1.8 times the
annual accrual based on scheduled hours. Once the employee’s vacation
leave accrual hits the maximum, accruals will stop until vacation leave is
used. For employees entitled to 10 days of annual vacation, the maximum
accrual will be 18 days. For employees entitled to 15 days of annual
vacation the maximum accrual will be 27 days. For employees entitled to
20 days of annual vacation the maximum accrual will be 36 days.
4. Vacation leave is earned in any period in which an employee is in an
active pay status.
5. The vacation leave accrual rate will be adjusted based on length of
service in the pay period following the employee's anniversary date.
Maximum vacation leave is 20 days per year.
6. Vacation leave is paid according to an employee's base hourly rate at
the time the vacation leave is used.
7. Employees shall not be paid cash in lieu of taking vacation leave.
8. An employee is eligible to use vacation leave in the same pay period in
which it is accrued.
B. Holidays and Vacation Leave
When a holiday occurs during scheduled vacation leave, the employee will
be paid holiday time instead of vacation leave for that day.
C. Scheduling Vacation Leave
1. Requests for vacation leave are granted at the discretion and approval
of the supervisor/manager. Vacation leave must be approved in
advance and should be requested according to departmental policies
and procedures. The supervisor/manager is responsible for ensuring
proper staffing levels when granting vacation leave requests. The
supervisor/manager is responsible for maintaining attendance records
and recording proper vacation leave on payroll timesheets or exception
reporting for exempt employees.
2. The supervisor/manager will make every attempt to accommodate an
employee's request for vacation leave. However, employees may be
required to postpone vacation leave requests to accommodate the
needs of the department or in emergency situations.
3. Vacation leave may not be taken immediately preceding or immediately
following any other authorized paid absence (e.g., paid holiday) unless
authorized in advance by the employee's supervisor/manager.
4. Vacation leave may be used for unscheduled absences only in rare
instances and with the approval of the supervisor/manager.
5. Vacation leave may be granted in no less than one-hour increments for
non-exempt employees and in half-day increments for exempt
employees.
D. Compensation and Vacation Leave
1. Full-time employees are paid the number of hours they are normally
scheduled to work at their regular hourly rate of pay.
2. Part-time employees are paid the number of hours that constitute their
normal scheduled workday at their regular hourly rate of pay.
3. Vacation leave will not be counted in determining overtime
compensation.
E. Introductory Period and Vacation Leave
An employee may not use vacation leave during the Introductory
Period (normally three months unless extended).
F. Sick Leave and Vacation Leave
In the event an illness or injury occurs to an employee during vacation
leave, the employee may request that sick leave be substituted for
vacation leave if medical documentation is provided in the form of a
note from a health care provider.
G. Leaves of Absence and Vacation Leave
1. Employees shall be required to utilize all available vacation leave
while on a leave of absence. However, an employee on military leave
shall not be required to use available vacation leave. In cases of leave
for the employee’s own serious health condition, vacation leave shall
be utilized following the exhaustion of available sick leave. (See
policies on Family and Medical Leave and Non-Family and Medical
Leave.)
2. Vacation leave will not accrue while an employee is on an unpaid
leave of absence or on disciplinary suspension.
H. Separation and Vacation Leave
1. Preceding termination, vacation leave may not be taken during the
notice period unless authorized in advance of resignation.
2. Employees who give proper notice (no less than two weeks as noted in HR-48 Termination of Employment) and have completed their
introductory period, will receive payment for accrued, unused
vacation up to a maximum of 1.5 times their annual accrual. For
employees entitled to 10 days of annual vacation the maximum
payment for accrued, unused vacation will be limited to 15 days. For
employees entitled to 15 days of annual vacation the maximum
payment for accrued, unused vacation will be limited to 22.5 days.
For employees entitled to 20 days annual vacation the maximum
payment for accrued, unused vacation will be limited to 30 days.
Additional Information: Inquiries regarding this policy can be directed to the
Human Resources Department. |
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