819.1 Vacation: Support and Administrative Personnel

Created by: Dana Trebing on 03/01/2005
Category: 8 - Human Resources; 10 - Benefits/Services
 
Originator: Director of Human Resources
Current File: 819.1
Adoption Date: 03/01/2005
Reviewed for Currency: 03/01/2005
 
Replaces File: 819.1
Date of Origin: 02/07/1978
 
Classification: Personnel
 
In Archive? 0


 

A. Background

Furman University is interested in the welfare of its employees and provides a vacation plan as one of its fringe benefits. The vacation period is to provide eligible employees with annual periods of rest and relaxation in recognition of service performed.

 

B. Policy

Furman University's paid vacation plan provides for ten (10) days annual vacation for employees with up to five (5) years of service, twelve (12) days vacation for five (5) up to ten (10) years of service, fifteen (15) days vacation for ten (10) up to fifteen (15) years of service, seventeen (17) days vacation for fifteen (15) up to twenty (20) years of service, and twenty (20) days vacation for twenty (20) or more years of service.

 

C. Guidelines

1. Eligibility and Benefits

a. All regular, full-time administrative and support personnel (See File 811.1) who work a minimum of thirty (30) hours per week for at least nine (9) months are eligible for vacation.

b. Newly hired employees will not be authorized to take vacation until after the completion of the ninety (90) day probation period. Upon completion of the probationary period, vacation will be credited from the beginning employment date.

c. Employees will earn vacation according to the following schedule:

Years of Service

Accrual Per Mo.

Maximum Days Per Year

 

0-5

1

10

up to10

1.2

12

up to 15

1.5

15

up to 20

1.7

17

20+

2.0

20

2. Vacation may be scheduled at the employee's discretion but must be approved by the budget unit head to ensure adequate staffing at all times. Vacation time should be indicated on the employee's time card or by submitting the Salaried Absentee Report to the Human Resources Office for each vacation period taken.

3. Employees who are on an approved leave of absence may be required to use their vacation balance during the leave of absence. (See File 815.1.)

4. Due to the nature of their mission, some departments must require their employees to take vacation at a specified time. Vacations for these employees will be scheduled during periods of the year when vacations will have the least impact on their operations.

5. When more requests for vacation are received than can be granted at one time, the requests will be granted in the order they were received. Should simultaneous requests be made for the same vacation period, the budget unit head will approve vacation according to employee seniority.

6. If a university holiday is observed on one of the employee's regularly scheduled work days while he or she is on vacation, then the day of absence will be considered a holiday rather than a day of vacation.

7. Employees will accrue vacation up to the maximum for each accrual rate. Once the maximum is reached, additional vacation will not be accrued.

8. Upon retirement or termination of employment for any reason, the employee or his or her estate (in the event of death) will receive the equivalent amount of accrued vacation pay up to a maximum of one year's accrual (i.e., 10, 12, 15, 17, or 20 days), depending on length of service).

9. Employees are not to receive pay in lieu of vacation. If an exception to this policy appears justified, the appropriate budget unit head may submit a written recommendation to the Director of Human Resources to obtain approval.

10. Attendance at annual summer training by employees who are members of the National Guard/Reserves is not considered vacation. (See File 877.8.)

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