To do so, the employee submits a written request to the supervisor and unit Human Resources outlining the event, identifying the period of time involved, and the plan for using such time, which must include the end date of the arrangement. More than 25 years of continuous years and thereafterĪn employee preparing for a major life event such as the birth or adoption of a child, finishing a degree, etc., may request approval to accrue a vacation balance in excess of the maximum accrual limit. More than 25 continuous years and thereafterĭuring the first 25 years of continuous employment as a full-time employee More than 10 years up to and including the 25th continuous year The following accrual criteria applies to full-time staff employees: Nonexempt Staff Vacation Criteriaĭuring the first 10 years of continuous employment as a full-time employee Once accrued, time is immediately available for use by the employee. Monthly rates of accruals and maximum accruals allowed will be prorated based on the employee’s annual FTE, see HR105.
For exempt staff, deductions from salary for time off in excess of accrued vacation may be made only for full-day absences unless allowable under the law.Įligible employees accrue vacation on the last day of each month. Overtime hours are not counted towards the eighty-eight (88) hour threshold. An employee earns vacation in any calendar month in which the employee is paid for at least eighty-eight (88) hours of the normally scheduled work time in the month. There may be other circumstances where employees may be required to take vacation time off.
Employees on limited-term appointments may be required to take vacation time off during the appointment so that all or part of accrued vacation is expended prior to the conclusion of the appointment. When approving vacation requests, managers will consider unit and University operational needs. Vacation time off for full-time staff is typically requested by the employee and is subject to the approval of the manager. Exempt employees are excluded from overtime provisions, are not required to track hours worked, and are not eligible for additional compensation in excess of 40 hours in a work week for their primary position. Many assignments may require longer weekly work schedules than the established standard. All overtime worked by non-exempt employees must be approved in advance by the employee's supervisor.Įxempt employees generally work 40 hours or more in a work week.
Non-exempt employees are subject to regulatory overtime provisions and must be paid at a rate of one and one-half their normal hourly rate for all hours worked in excess of 40 hours in a work week. The daily hours of work for an employee will be scheduled so that provision is made for unpaid meal periods.Flexible working hours and scheduling of less than 100% FTE may be established, see University policies HRG02 and HR105, respectively. This is not, however, a guarantee that this number of hours of work will be available each week for each employee. The standard work week is 40 hours for a 100% FTE non-exempt position, and the 40 hours are to be scheduled within the work week. on the following Saturday.Īt least two calendar weeks notice will be given to an employee if their regular work schedule is to be changed by the employee's manager, unless the change is caused by an emergency.įull-time staff employees may either be non-exempt or exempt. Unless otherwise notified, the standard work week for the University's employees is a seven-day period beginning on Sunday at 12:00 a.m. If a probationary employee voluntarily accepts a different job within the University during the probationary period, the employee will serve a new one (1) year probationary period, which will begin on the effective date of the employee’s transfer. University policy HR78 Staff Employee Failure to Meet Acceptable Standards of Performance does not apply to the probationary employee and the probationary period employee is not eligible to use the staff grievance procedure. During an employee’s probationary period, their employment is at-will and may be terminated without cause. The probationary period begins on the employee’s most recent full-time date of hire. PROBATIONARY PERIOD:įull-time staff employees serve a one (1) year probationary period. To outline terms and conditions of full-time staff employees.
0 kommentar(er)
