Vacation for Full-Time Employees

The University recognizes the dedication and commitment of its staff, and provides a vacation program to allow time for employees to rest and relax from the focus and concentration of work duties. Effective January 1, 2012 the following policy is in effect.

On the first work day of each calendar year, full time employees receive a vacation allotment based on length of service and salary band, for use in that calendar year. If your first day of employment is the first working day in January of the calendar year, you will receive the full year vacation allotment. New hires starting after September 30th are not eligible for vacation until the start of the next year.

Vacation must be approved in advance by the employee's direct supervisor and requests should be submitted at least two weeks in advance of the scheduled vacation or in accordance with departmental policy. Vacation schedules within a department are generally arranged according to the needs of the department, seniority, and employee preference and approval is subject to the business needs of the department.

If you do not use all of your vacation time in a year, the unused vacation time is lost.

If you end your employment with the University before the end of the calendar year, you will be paid a pro-rated share of the vacation allotment based on the number of full months you worked for the University minus the number of vacation days actually taken. When you terminate your employment, unused vacation days will be paid out per the formula above except in three instances: failure to give two week's notice of a resignation; less than one year of service as of the date of termination; and certain discharge situations. In these cases, you will not be paid any unused vacation.

For example, if your annual vacation allotment is 15 vacation days and you took two days in January, then you resigned your position with the University effective May 11th, you would be paid for three unused vacation days.  The three days paid is 4/12th's of your annual allotment of vacation time for the four full months worked from January to April minus the two days already taken.

Full-time non-exempt employees receive vacation according to the schedule below. Non -exempt employees may take vacation time in hourly units, with a minimum of one hour.

 

Years of Service 12 Month
Vacation Allotment
10 Month
Vacation Allotment
9 Month
Vacation Allotment
Year of Hire, hire date January - April 30th
7 days 6 days 5 days
Year of Hire, hire date May 1st-September 30th 4 days 3 days 3 days
Initial January 1st
after hire
10 days 8 days 7 days
January 1st after the 5th anniversary 15 days 13 days 11 days
January 1st after the 10th anniversary 20 days 17 days 15 days
January 1st after the 20th anniversary
(applies only to those hired prior to 1/1/00)
25 days 21 days 19 days

Full-time 12 month exempt employees receive vacation according to the following schedule; Full time exempt employees working 9, 10, 11 months will be eligible for a pro-rated share of vacation based on their work schedule as determined by Human Resources. Exempt employees may record vacation in increments of 1/4 days.

 

Years of Service Up to Bands I, all T-G's, T-H's, T-I's & Health Center RN's
Bands J through M, and all T-J's and T-K's
Year of Hire, hire date January - April 30th
10 days 15 days
Year of Hire, hire date May 1st - September 30th
5 days 7 days
Initial January 1st after hire 15 days 23 days
January 1st after the 3rd anniversary 23 days 23 days
  • If your status were to change from part-time to full-time, your vacation allotment is pro-rated based on the month you change to full-time.
  • If you are on a planned vacation period and become ill, you are still charged for the vacation time which you had originally planned. Similarly, if you were on a planned vacation period when the University closes for weather or other emergency reasons, you are still charged for the vacation time which you had originally planned.

Note: The provisions of all benefits described on the Human Resources web pages are stated for summary purposes only. The University retains the exclusive authority to construe the terms of the programs described and to determine whether an employee is eligible for benefits under any program. The University further reserves the right to amend or revoke any policy or plan at any time with or without notice.