Common use of Vacation Leave Allowance Clause in Contracts

Vacation Leave Allowance. All full-time employees, other than temporary and provisional, shall accrue vacation leave benefits each payroll period based upon their years of service and the shift they are assigned, as follows: 40 Hour Employee 56 Hour Employee Years of Service Per Pay Period Accrual Years of Service Per Pay Period Accrual Up to 5 yrs. 3.85 hours Up to 5 yrs. 6.50 hours From 5 to 14 yrs. 6.04 hours From 5 to 14 yrs. 9.24 hours From 15 yrs. 7.70 hours From 15 yrs. 11.54 hours An employee will accrue at the next highest benefit level on his or her corresponding anniversary date. Vacation leave can be accrued but shall not be granted during the first six (6) months of service. Effective July 1, 2013, the maximum vacation accrual cap shall be twice the annual allowance plus five (5) “regular” shifts (i.e. 40 hours for “40 hour employee” and 120 hours for a “56 hour employee”). The vacation accrual cap shall be maintained on a continuous per pay period basis. For any pay period in which an employee’s vacation leave balance exceeds the maximum accrual allowance, no additional vacation leave will be earned until the employee’s leave balance falls below his or her maximum accrual. As an exception to the caps listed above, employees may one (1) time in his/her tenure request in writing to the Human Resources Director, or designee, to have the caps established above suspended for twenty-six (26) pay periods. For that time period, the employee may maintain a maximum of three (3) times his/her annual accrual as provided for in the table above, never to exceed 900 hours. If they do not separate employment within this time frame, their caps will be reinstated at the beginning of the twenty-seventh (27th) pay period and they will not be allowed to request another cap suspension during the course of his/her employment with the City. Additionally, no further accruals will occur until such time that the employees’ vacation leave bank falls below the established vacation caps identified in Table 1 and 2. The parties acknowledge that certain employees will have a balance of unused vacation leave in excess of their established cap as of July 1, 2013. Those employees shall be granted an additional two (2) years to exhaust their excess leave balance. On the pay period that includes July 1, 2015, any cap extensions will expire.

Vacation Leave Allowance. All full-time employees, other than temporary and provisional, shall accrue vacation leave benefits each payroll period based upon their years of service and the shift they are assigned, as follows: 40 Hour Employee 56 Hour Employee Years of Service Per Pay Period Accrual Years of Service Per Pay Period Accrual Up to 5 yrs. 3.85 hours Up to 5 yrs. 6.50 hours From 5 to 14 yrs. 6.04 hours From 5 to 14 yrs. 9.24 hours From 15 yrs. 7.70 hours From 15 yrs. 11.54 hours An employee will accrue at the next highest benefit level on his or her corresponding anniversary date. Vacation leave can be accrued but shall not be granted during the first six (6) months of service. Effective July 1, 2013, the maximum vacation accrual cap shall be twice the annual allowance plus five (5) “regular” shifts (i.e. 40 hours for “40 hour employee” and 120 hours for a “56 hour employee”). The vacation accrual cap shall be maintained on a continuous per pay period basis. For any pay period in which an employee’s vacation leave balance exceeds the maximum accrual allowance, no additional vacation leave will be earned until the employee’s leave balance falls below his or her maximum accrual. As an exception to the caps listed above, employees may one (1) time in his/her tenure request in writing to the Human Resources Director, or designee, to have the caps established above suspended for twenty-six (26) pay periods. For that time period, the employee may maintain a maximum of three (3) times his/her annual accrual as provided for in the table above, never to exceed 900 hours. If they do not separate employment within this time frame, their caps will be reinstated at the beginning of the twenty-seventh (27th) pay period and they will not be allowed to request another cap suspension during the course of his/her employment with the City. Additionally, no further accruals will occur until such time that the employees’ vacation leave bank falls below the established vacation caps identified in Table 1 and 2. The parties acknowledge that certain employees will have a balance of unused vacation leave in excess of their established cap as of July 1, 2013. Those employees shall be granted an additional two (2) years to exhaust their excess leave balance. On the pay period that includes July 1, 2015, any cap extensions will expire. Vacation leave or compensatory time may be used in one (1) hour increments.