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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 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): 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 pay period. With the approval of your immediate supervisor,
you are eligible to use vacation after you have completed six months of service.
Non-exempt/administrative support staff in regular 12-month
positions accrue vacation biweekly as outlined on the chart below. Your vacation
accrual (in hours) appears on your pay stub.
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| Years of Service as of
Anniversary Date |
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Weeks |
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35 Hour Schedule |
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40 Hour Schedule |
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| Up to 3 Years |
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2 Weeks |
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70 Hours |
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80 Hours |
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| 3 Years but less than 5 Years |
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3 Weeks |
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105 Hours |
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120 Hours |
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| 5
- 25 Years |
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4 Weeks |
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140 Hours |
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160 Hours |
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| 25+
Years |
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5 Weeks |
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175 Hours |
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200 Hours |
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If you work an 11-month schedule, your vacation entitlement
is prorated based on the amount granted to 12-month employees.
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 to be taken
during scheduled college 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 one or more
days 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
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 10 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, unused vacation may be carried
into the next fiscal year. Accrual of vacation stops when your vacation bank totals
1½ times your annual accrual rate as shown in the chart below.
Years of Service as of Anniversary Date 35-Hour Schedule 40-Hour Schedule
up to 3 years 2 weeks = 105.0 hours 120 hours
3 but less than 5 years 3 weeks = 157.5 hours 180 hours
5 but less than 25 years 4 weeks = 210.0 hours 240 hours
25+ years 5 weeks = 262.5 hours 300 hours
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| Years of Service as of
Anniversary Date |
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Weeks |
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35 Hour Schedule |
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40 Hour Schedule |
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| Up to 3 Years |
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2 Weeks |
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105 Hours |
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120 Hours |
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| 3 Years but less than 5 Years |
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3 Weeks |
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157.5 Hours |
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180 Hours |
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| 5 - 25 Years |
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4 Weeks |
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210 Hours |
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240 Hours |
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| 25+ Years |
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5 Weeks |
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262.5 Hours |
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300 Hours |
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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.
Vacation Salary Advances
For more information, please see Vacation Salary
Advances. |
