Human Resources

Vacation

Eligibility

All regular (non temporary) staff who work at least half-time (.5 FTE) are eligible. Newly hired staff accrue vacation starting their first pay period and are eligible to use it as soon as it is accrued.

Custodial staff should refer to their union contract for vacation information.

Accruing vacation

The rate that you accrue vacation depends on your FTE (full time equivalent) designation. Full time staff working 37.5 hours a week will accrue 6.87 hours per pay period (22 days per year), regardless of how many hours worked in that pay period. Staff who work a regular work schedule of 40 hours a week will accrue vacation at the rate of 7.33 hours per pay period (22 days per year). Part time staff accrue vacation on a pro-rated basis. For example, staff who are .5 FTE will accrue vacation at the rate of 11 days per year.

The maximum vacation balance is two year's accrual. Therefore, full time staff may carry a maximum vacation accrual of 44 days and .5 FTE staff may carry a maximum vacation accrual of 22 days. After achieving the maximum, your accrual will cease until you use vacation and then your accrual will resume.  

Custodial staff should refer to their union contract for vacation accrual rates, maximum vacation balances and additional vacation information.

Staff on any unpaid leave, including worker's compensation, do not accrue vacation.

To check your vacation balance, log in to Griffin Payroll System (GPS).

Using your vacation

All vacation must be approved by your supervisor, therefore talk with your supervisor prior to making your vacation plans.  You should submit your vacation requests to your supervisor as far in advance as possible, but no later than two weeks ahead of time. Every effort will be made to approve a staff member's vacation request, however this is not always practicable based on department needs. 

If you become ill or otherwise qualify for sick leave for three or more days while on vacation, you may request to have the vacation hours converted to sick leave hours. In this case, you must provide written certification from your health care provider.

Ending employment

When you leave employment at Reed, you are paid for your unused vacation up to a maximum of one year's accrual. You may not take "terminal vacation" to extend your final date of employment or run down your vacation balance to a year's accrual.