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Preface

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A. Provisions

B. Schedule of earnings - 100% FTE appointed employees

C. Use of vacation

D. Employee transfers

E. Personal emergency

 

Vacation
AFSCME 5.3

Revised September 17, 2008
Changes indicated in red font.

A. Provisions

1. 100% FTE appointed employees earn vacation hours as outlined in the following Schedule of Earnings. These are earned when employee is in pay status or absent with benefits accrual (see Policy 2.15, Absences With and Without Pay).

2. Part-time appointed employees (50% or greater) earn a prorated amount, according to their FTE, of the hours indicated in this schedule.

3. Employees do not earn vacation time while on leave of absence, absent without pay as described in Policy 2.15, Absences With and Without Pay, or when on a temporary reduction in force. As used in the schedule of earnings below, university service credit is as defined in Policy 2.12, Seniority Dates/Service Credits.

B. Schedule of earnings - 100% FTE Appointed Employees

Staff with this amount of university service credit	Earn this amount of vacation for every 80 hours in pay status	For a total of this amount each year
From 0 to end of 6th year	4.31 hours	112 hours (14 days)
Start of 7th year to end of 13th year	5.85 hours	152 hours (19 days)
Start of 14th year to end of 29th year	7.39 hours	192 hours (24 days)
Start of 30th year and beyond	8.92 hours	232 hours (29 days)

C. Use of vacation

1. All vacation must be approved in advance by the Supervisor before it can be used, and requests for vacation time off must be approved or disapproved within three working days of the receipt of the request.

2. If multiple requests within a department are made for the same vacation period (any period of time for which a person is charged vacation), preference will be given according to unit seniority in determining which employee's vacation request is approved for that particular time.

3. When vacation time is taken, the exact number of hours, including tenths of hours, are reported and subtracted from accumulated earnings.

4. The maximum vacation hours that may be used during the 26 consecutive pay periods beginning with the pay period in which January 1 falls and continuing through the last full pay period in December (less for part-time employees--prorated by FTE) are as follows:

   1. 304 hours in years of service 0 through 13
      784 hours in years of service 14 and beyond

   2. Vacation hours used during a Family Medical Leave of Absence (FMLA) do not count toward the maximum annual usage

5. New appointed employees may use accumulated vacation time after receipt of their first paycheck.

6. Unused hours are accumulated from year to year. Pay can be received for unused vacation at time of termination and is explained in Separation Pay Policy Policy 2.19, Separation Pay.

7. Employees who wish to use accumulated vacation causing a lengthy absence from work should make their intentions known to the supervisor six months prior to the planned vacation period. Supervisors are obligated to honor these requests unless more than one employee requests the same time period. If this occurs, unit seniority prevails in determining which employee's request will be honored.

8. Vacation eligibility will be posted monthly, if requested.

9. Vacation cannot be used before it has been earned with one exception: if a new employee has not earned enough vacation to cover a department’s closing between Christmas and New Year holidays.

D. Employee transfers

1. In cases of transfer to another appointed staff position, an employee begins the time off accrual usage and terminal pay plans, which go with the functional classification of the new job.

2. A Staff employee transferring to an academic appointment will receive terminal pay for accumulated paid-time-off benefits in accordance with Policy 2.19, Separation Pay.

E. Personal emergency

1. Employees who encounter a personal emergency and who have unused income protection time, unused vacation time, and/or unused compensatory time off may elect to charge time off for personal emergency to any of these three categories of time.

2. The employee must notify the supervisor as soon as possible as to the reason and the expected time of return.

3. The employee may be required to provide documentation on the nature and circumstances of the absence.