Amount of Vacation and Eligibility Requirements. A. All employees will be eligible to utilize accrued vacation from their hire date. LENGTH OF EMPLOYMENT YEARLY ACCRUAL MONTHLY ACCRUAL 1 through 3 years 92 hours 7.67 Beginning at the start of the 4th year 100 hours 8.33 Beginning at the start of the 5th year 108 hours 9.00 Beginning at the start of the 6th year 116 hours 9.67 Beginning at the start of the 7th year 124 hours 10.33 Beginning at the start of the 8th year 132 hours 11.00 Beginning at the start of the 9th year 140 hours 11.67 Beginning at the start of the 10th year 148 hours 12.33 Beginning at the start of the 11th year 148 hours 12.33 Beginning at the start of the 12th year 156 hours 13.00 Beginning at the start of the 13th year 156 hours 13.00 Beginning at the start of the 14th year 164 hours 13.67 Beginning at the start of the 15th year 172 hours 14.33
B. For the purposes of this Article, a workday shall be considered as eight straight-time hours.
Amount of Vacation and Eligibility Requirements. (a) Regular full-time employees who have at least one year of continuous employment with the County shall be entitled to annual paid vacation in accordance with the following schedule: LENGTH OF EMPLOYMENT AMOUNT OF VACATION 1 through 3 years* 10 workdays 4 years 11 workdays 5 years 12 workdays 6 years 13 workdays 7 years 14 workdays 8 years 15 workdays 9 years 16 workdays 10 years 17 workdays 12 years 18 workdays 14 years 19 workdays 15 years 20 workdays
(b) For purposes of this Article, a workday shall be considered as 7.5 straight-time hours for employees who work in the Courthouse or other department with a normal workday of 7.5 hours and eight straight-time hours for all other employees.
Amount of Vacation and Eligibility Requirements. Employees shall accrue vacation leave in accordance with the following schedule, based upon their length of continuous service as regular full-time employees of the City: 1– 60 month 96 hours/ year 61– 120 months 120 hours/ year 121 – 168 months 144 hours/ year 169 – 240 months 176 hours/ year 241 months and above 200 hours/ year Following completion of one (1) full pay period of continuous service, an employee's vacation entitlement shall be calculated on a per pay-period basis. When pay periods are on a monthly basis, employees whose anniversary date is between the first (1st) and the fifteenth (15th) day of a month shall be considered to have been hired on the first (1st) day of the month. Employees whose anniversary date is between the sixteenth (16th) and the last day of a month shall be considered to have been hired on the first (1st) day of the next month. Continuous service is service unbroken by separation from employment as a regular full-time employee of the City or layoff of more than ninety (90) days duration. Vacation credits shall not accrue during any unpaid leave of absence.
Amount of Vacation and Eligibility Requirements. Regular full-time employees shall accrue vacation leave in accordance with the following schedule, based upon their length of continuous service as regular full-time employees of the City. Regular part-time employees shall accrue vacation on pro-rata basis of hours worked, as applied to the schedule. MONTHLY ACCRUAL 0 - 60 months (0-5 yrs) 8.00 hours per month 61 - 120 months (5-10 yrs) 10.00 hours per month 121 - 168 months (10-14 yrs) 12.00 hours per month 169 - 240 months (14-20 yrs) 14.66 hours per month 241+ (20+ yrs) 16.67 hours per month For this Article only, employees, whose anniversary date is between the first (1st) and the fifteenth (15th) day of a month, shall be considered to have been hired on the first day of the month. Employees, whose anniversary date is between the sixteenth (16th) and the last day of a month, shall be considered to have been hired on the first day of the following month. Continuous service is service unbroken by separation from employment as a regular full- time employee of the City or lay-off of more than twenty-four (24) months duration. Vacation credits shall not accrue during any unpaid leave of absence.
