Vacation Accrual Cap. At any time during each calendar year employees will be limited (capped) in the number of vacation hours they can accrue. No employee may accrue more than 265 hours for 37.5 hour per week employees and 396 hours for 56-hour per week employees. Vacation accruals will resume once the employee’s accumulated vacation balance falls below the allowable cap limit. Employees may, for special situations (i.e., extended medical leave) request an increase in their cap. Each request would need to be in writing, submitted through the department, and receive the approval of the Fire Chief and the City Manager. Such requests would be reviewed on a case-by-case basis and would be evaluated based on the reason for the request and be consistent with the provisions of the MOU. This additional vacation accrual could not exceed one-half of the employee’s regular annual vacation accrual. In no case would the addition of vacation accrual over the cap be extended beyond one additional year. If an employee exceeds the accrued vacation balance (cap) as a result of being on extended leave pursuant to Labor Code Section 4850, those accrued hours would be carried forward and the employee would be allowed to use the additional accrued hours without penalty. In no event will an employee have their vacation hours reduced as a result of exceeding the cap due to having been off on Labor Code 4850 time as a result of an industrial injury, if the time off due to an industrial injury prevented them from taking scheduled vacation.
Vacation Accrual Cap. Effective the first pay period after January 1, 2012, the maximum accrual of vacation is as follows: Beginning of the first year through the fifth year 220 hours Beginning of the sixth year through the ninth year 290 hours Beginning of the tenth year through the fifteenth year 370 hours Beginning of the sixteenth year 440 hours Effective the first pay period after June 30, 2012, the maximum accrual of vacation is as follows: Beginning of the first year through the fifth year 200 hours Beginning of the sixth year through the ninth year 260 hours Beginning of the tenth year through the fifteenth year 330 hours Beginning of the sixteenth year 400 hours The City will notify supervisors and managers to encourage approval of vacation time to ensure members are able to reduce their vacation cap to below the new caps.
Vacation Accrual Cap. Employees may accrue vacation from year-to-year up to a Vacation Accrual Cap of two (2) times their current annual vacation accrual as set forth in Section 11.3 and as relevant, the vacation days in lieu of holidays as set forth in Section 11.6.
11.5.1 Once the Vacation Accrual Cap is reached, an employee will not accrue any additional vacation until either (1) his/her vacation balance drops below the accrual cap or (2) the employee becomes eligible to earn additional vacation hours based upon years of service in accordance with Section 11.3.
Vacation Accrual Cap. For employees in classifications defined as essential in order to perform mission critical functions under departmental Continuity of Operations Plans (COOP), whether working onsite or remotely, and as a result would exceed the maximum accrued allowance of vacation hours that can be accrued by an employee under Personnel Rule 7.5.3(D), the employee will be allowed to accrue over the cap for three (3) months after the City’s Emergency Proclamation ends and normal operations restart. Contractual grace periods for continuing vacation accrual (for essential employees as defined above) may be extended for this limited purpose.
Vacation Accrual Cap. Increase vacation accrual cap based upon 15+ years of service (longevity) to 400 hours for full time employees and 200 hours for variable shift employees and make the necessary update to HR Rules and Regulations, Section 2.E.1. as follows:
Vacation Accrual Cap. An employee may carry up to a maximum of two hundred and forty (240) hours accrued vacation. In the event vacation time off is scheduled by an employee and approved, and thereafter cancelled due to any reason by the Sheriff or the Sheriff’s designee, if the time off cannot be rescheduled prior to reaching the vacation cap, then the employee shall be authorized by the County to exceed the vacation cap subject to a written plan to use the vacation, which shall be submitted to the County by the Sheriff and the employee, in writing. A copy of the written plan shall be provided to the Association.
Vacation Accrual Cap. For employees in classifications defined as essential in order to perform mission critical functions under departmental Continuity of Operations Plans (COOP), whether working
Vacation Accrual Cap. Vacation hours are accrued to a maximum equal to one and one-half (1-1/2) times an employee’s Annual Vacation Allowance, which is the Vacation Accrual Cap. Vacation hours cease to accrue when the Vacation Accrual Cap is reached. Once the unused accrued hours are reduced below the cap, by using vacation time, vacation accrual resumes. The Vacation Accrual Cap is calculated using current regularly scheduled hours per week, not hours paid. (OS) A Vacation Accrual Cap is determined using the following formula: Current Regularly Scheduled Hours/Week x 52 Weeks/Year x Vacation Accrual Rate* x 150% = Vacation Accrual Cap *Based on years of service For example, an employee with one (1) year of service, and with a current regular schedule of 40 hours/week, would calculate his/her Vacation Accrual Cap as follows: 40 hrs./wk. x 52 x 3.846% x 150% = 120 hours All unpaid, accrued vacation of an employee existing upon the effective date of this Agreement shall count toward that employee’s Vacation Accrual Cap.
