Vacation Prorate. Employees shall not qualify for full vacation pay unless they have worked 1600 hours in their anniversary year of employment. Any employee who does not work 1600 hours in the vacation year of employment shall receive prorated vacation pay with the numerator being the actual hours worked and the denominator being 1750 hours. After one (1) year’s continuous employment, any employee terminating during any period prior to the anniversary date of employment shall receive pro rata vacation pay. Such pro rata vacation pay shall be in addition to any earned vacation per Section 1 of the Article IX. No such prorate shall be paid if the employee voluntarily quits and fails to give the Company a two (2) week written notice unless he can establish his failure to do so was beyond his control, or if such employee is discharged for reasons which do not require the giving of a warning notice under Article IV, Section 2.
Vacation Prorate. After one (1) year's continuous employment, any employee terminating during any period prior to the anniversary date of his employment shall receive prorate vacation pay, which shall be in addition to any earned vacation per Section 1 of this Article. No such prorate shall be paid if the employee voluntarily quits and fails to give the employer a two (2) week written notice, unless employee can establish that failure to do so was beyond their control.
Vacation Prorate. Employees shall not qualify for full vacation pay unless they have worked 1750 hours in their anniversary year of employment. An employee who does not work 1750 hours in the vacation year of employment shall receive pro rata vacation pay with the numerator being the actual hours worked and the denominator being 1750 hours. After one (1) year's continuous employment, any employee terminating during any period prior to the anniversary date of employment shall receive pro rata vacation pay. Such pro rata vacation pay shall be in addition to any earned vacation per Section 1 of this Article 9. No such prorate shall be paid if the employee voluntarily quits and fails to give the Employer a two (2) week written notice unless the employee can establish their failure to do so was beyond their control, or if such employee is discharged for reasons which do not require the giving of a warning notice under Article 4, Section 2. Vacations shall be taken from January 1st to December 31st of each year and shall be bid according to seniority in December of the preceding year. Any vacation time not scheduled during the annual vacation bidding process will be awarded on a first-come, first-served basis. Employees may carry over any unused, accrued vacation, up to two (2) times their annual vacation accrual, and no one will suffer a loss of vacation accrued above this amount, if any, at the time of ratification. The Employer will notify employees each quarter in writing of the amount of vacation they have accrued and its expiration date so that they can schedule time off. If the employer has no available time off to satisfy such vacation by December 31 of the year, then the employees shall take the unused vacation during January or February of the following year. No more than four employees will be scheduled off at the same time, unless the total number of bargaining unit employees increases to 85 or more, in which case up to six employees may be scheduled. If an employee’s first choice for vacation cannot be granted, the Employer will schedule the employee for their second and/or third choices before scheduling a less-senior employee’s vacation. The Employer will post the vacation schedule no later than January 15th of each year in an area accessible to all employees. The Employer will post a list of all bargaining unit employees and their seniority dates, arranged by seniority date, next to the vacation schedule.
Vacation Prorate. To qualify for any vacation time, an employee must work at least one thousand (1000) hours in an employment year. If an employee works less than seventeen hundred fifty (1750) hours in his/her employment year the vacation pro-rate will be determined by dividing actual hours worked by two thousand (2000) hours and multiplying this by forty (40) hours. For the purpose of this Section, paid holidays and vacation time shall be considered as time worked.
