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
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.
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.
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.