PAID TIME OFF

Villanova University recognizes the necessity of rest and relaxation in supporting a work/life balance. That's why we are happy to provide a robust vacation program, coupled with holidays, sick time and flexible work, to help our dedicated and committed staff achieve this healthy balance.

The vacation schedule is according to exempt, non-exempt or part time employment status.

EXEMPT EMPLOYEES

Years of Service	Up to Band I & Health Center RNs	Bands J through M
Initial January 1 after hire	15 days	23 days
January 1 after 3 years	23 days	23 days

Full time 12 month exempt employees receive vacation according to the following schedule. Full time exempt employees scheduled for 9, 10, or 11 months per year 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 either full or 1/2 day increments.

NON-EXEMPT EMPLOYEES

Years of Service	12 month	10 month	9 month
Initial January 1 after hire	10 days	8 days	7 days
January 1 after 5 years	15 days	13 days	11 days
January 1 after 10 years	20 days	17 days	15 days
January 1 after 20 years*	25 days	21 days	19 days

*Applies only to those hired prior to 1/1/00

PART TIME EMPLOYEES

Years of Service	12-Month Allotment	11-Month Allotment	10-Month Allotment	9-Month Allotment
Initial January 1 after hire	20 hours	18 hours	17 hours	15 hours
After 5 years	40 hours	37 hours	33 hours	30 hours

*A week is defined as the number of hours an employee is regularly scheduled to work in a pay week.

IMPORTANT INFORMATION

Notices for Exempt and Non-Exempt Employees

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.

For employees hired in the current calendar year prior to October 1st, vacation allotment will be based on full months worked for the remainder of the calendar year. Employees hired in October will receive 2 days, those hired in November will receive 1 day and those hired in December will receive 0 days. Vacation is also calculated based on salary band and your employment status (Exempt vs Non-Exempt). Please see the Breakdown of Days for more information.

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, accrued but unused vacation days will be paid out per the formula below 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.

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 are on a planned vacation period or scheduled for vacation time when the University closes for weather or other emergency reasons, you are still charged for the vacation time which you had originally planned.

If you move from a part time to a full time position, HR will calculate an adjusted date of hire that will be used for tuition, retirement eligibility and vacation entitlement. If you previously worked for Villanova and were rehired, previous service may be applied to retirement plan eligibility.

Notices for Part Time Employees

Vacation time of less than one day is recorded in hourly blocks, with a minimum of one hour. 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.

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 the 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 in a year, the unused vacation time is lost. If you end your employment with the University, you will be paid a pro-rated share of the vacation allotment based on the number of full months you worked for the University during the year minus the number of days actually taken. When you terminate your employment, unused vacation days will be paid 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; or certain discharge situations.