Human Resources Manual
| Policy No.: | 4-3 | This policy applies to: | |
| Policy Name: | Vacation |  |
Non-exempt staff |
| Effective Date: | 6/22/08 | |
Exempt staff |
| Revised: | 6/12/08 | Faculty | |
Policy
Regular full-time staff employees are provided vacation time off with pay in order to provide opportunities for rest, relaxation, and personal pursuits.
Employees begin accruing vacation on their first day of work, and the amount of paid vacation time employees receive each year increases with the length of their employment as shown in the following schedule:
| Length of Service | Vacation Accrual |
| Year one | 12 working days |
| Year 1-2 | 13 working days |
| Year 2-3 | 14 working days |
| Year 3-4 | 15 working days |
| Year 4-5 | 16 working days |
| Year 5-6 | 17 working days |
| Years 6-7 | 18 working days |
| Year 7-8 | 19 working days |
| Years 8+ | 20 working days |
Procedure
After six months of eligible service the employee may take up to five vacation days. Use of vacation leave requires advance supervisory approval. Departmental staffing needs must be considered in vacation scheduling.
Paid vacation can be used in minimum increments of one hour for non-exempt employees. Exempt employees are required to use vacation only when a full day is missed. Partial day absences are not deducted from vacation for exempt employees. Exempt employees are expected to use partial day leave responsibly and in consultation with their supervisor. Abuse of this provision will be viewed as a disciplinary concern and addressed accordingly.
Available vacation hours are reported on the employee pay stub, updated to reflect any vacation time taken during the preceding pay period.
Unused vacation may be accumulated to a maximum of 25 days. Unused vacation in excess of 25 days will be forfeited. In order to help employees avoid forfeiture, Human Resources will make available to the supervisor information about vacation balances for employees in their department.
If the supervisor requires the employee to forego taking vacation because of an extraordinary work situation an exception may be made to prevent forfeiture of vacation. At the University’s discretion, the deadline may be extended or the employee may be paid in lieu of vacation over their maximum that would have been accrued. This practice is intended for extraordinary and emergency situations and requires the approval of the President.
In the event of termination, employees will be paid for any unused, accrued vacation (up to the maximum of 25 days).
Sick leave and vacation continue to accrue while an employee is on vacation except when the vacation is used as part of an FMLA leave. Holidays falling while the employee is on vacation will be paid as holidays and not charged against vacation.
