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Eligibility
If you are employed in a regular or limited-term position
of half time or more, you are eligible for paid vacation. If you work a regular part-time
schedule of half time or more, you are eligible for prorated vacation based on the
number of hours you are scheduled to work. If you work less than half time or hold
a temporary position, you are not eligible for paid vacation.
Vacation Accrual
Regular Positions (11- and 12-month schedules): If you work a full-time 11- or 12-month schedule, you
accrue vacation at the rate of 1.67 days per month of work up to 20 days per year.
After 25 years of consecutive service, you accrue an additional week of vacation
or a total of 25 days per year.
Vacation is accrued on an anniversary-year basis. You
begin to earn vacation starting with your date of hire and continue to accrue a portion
of your vacation each month. You are eligible to use vacation, with the approval
of your immediate supervisor, after you have completed six months of service.
Academic-Year Positions (9- and 10-month schedules): If you work an academic-year schedule, you do not accrue
vacation. Instead, you are entitled to approximately 10 paid recess days per year
to be taken during scheduled recess periods (fall, winter, and spring breaks). The
number of paid recess days may vary slightly from year to year based on the academic
calendar. A calendar of recess days for academic-year staff is published and distributed
prior to the beginning of the academic year. For new employees, recess days are prorated
based on your date of hire.
If department needs require that you work during a normal
college recess period, you are entitled to take an equal amount of time off at a
later date mutually agreed upon between you and your supervisor.
If you are a 9- or 10-month employee working in an administrative
department, you may take recess leave either during college recess periods or at
other times that are mutually agreed upon between you and your supervisor.
After 25 years of service, you are entitled to an extra
five recess days, which may be taken at times that are mutually agreed upon between
you and your supervisor.
Limited-Term Positions
If you hold a limited-term position which exceeds three
consecutive years, you are entitled to vacation on the same terms and conditions
as employees holding regular positions. Payment will be made for unused vacation
at the expiration of the limited-term position. However, the college encourages you
to take your vacation during the term of your appointment.
11- and 12-month schedules: If you hold a limited-term position of one
to three years, you accrue vacation at the rate of 15 days per year to be taken
at a time mutually agreed upon between you and your supervisor.
9- and 10-month schedules: If you work an academic-year
schedule, your recess days (approximately 10 days) should be taken at a time mutually
agreed upon between you and your supervisor.
Maximum Accrual
In cases where departmental workload makes it difficult
for you to take your full vacation, or where special personal circumstances apply,
vacation may be carried into the next fiscal year. Accrual of vacation stops when
your vacation bank totals 1½ times your annual accrual rate. Maximum accumulation
for employees with less than 25 years of service is limited to 30 days. Maximum accrual
for employees with 25 or more years of service is 37½ days.
Vacation Leave Terms and Conditions
All vacation is at full salary (based on your normal
salary rate) and all benefits continue during paid vacation leave. You accrue vacation
during all absences except the following:
- Leave Without Pay;
- Long-Term Disability Leave;
- Any combination of paid and/or unpaid leave
which exceeds 12 consecutive weeks.
Any college holiday which occurs while you are on vacation
is considered a holiday and is not charged to your vacation.
In situations such as a serious illness requiring hospitalization
or doctor’s care, death in the family, or call to jury or military service
that occur while you are on a scheduled vacation, you may ask your department head
to authorize an extension of your vacation or to restore an appropriate amount of
vacation for later use.
If you leave the college, your last work day in a position
is considered your official termination date. Any vacation you have earned as of
that date will be paid to you. Normally, vacation time should not be used during
your notice period. You may not use vacation to extend your official termination
date.
Vacation Requests
Requests for vacation should be made in writing to
your supervisor or department head as far in advance as possible in order to minimize
disruption in the department's work. Vacations should not interfere with the normal
operating efficiency of your office or department.
Departments which experience cyclical periods of heavy
workload may require that vacations not be taken during those times. Likewise, departments
which experience "downtime" during certain periods may encourage staff
to schedule vacations at those times. In these cases department heads should notify
staff of these requirements in advance, preferably at the time of hire.
Vacation Approval
Your supervisor or department head is responsible for
scheduling all vacations. Although every reasonable attempt will be made to accommodate
your request, your department head has the right to limit or refuse vacations if,
in his/her opinion, your vacation at that time would disrupt department operations.
Employees are encouraged to cooperate with each other
in arranging for vacation leave requests. In the case of conflicting vacation requests
that the individuals involved cannot resolve, consideration will be given to the
order in which vacation requests were received and to the employees' length of service
in that office.
Whenever possible, you are encouraged to keep your
department informed of your vacation itinerary so that you can be reached in the
event of an emergency.
All inquiries regarding vacation entitlement and
use should be directed to your supervisor or department head, or to the Office
of Human Resources.
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