RVU recognizes the importance of providing employees with the opportunity for rest, relaxation, and personal pursuits that contribute to a productive and healthy workforce. Vacation time is available to full-time employees according to the following schedule, while part-time benefit-eligible employees are eligible to earn vacation leave on a pro-rated basis.
Upon hire, full-time employees accrue vacation time on a bi-weekly payroll pursuant to the accrual table below.
| Classification | Hours Accrued per Paycheck | Hours Accrued Per Year | Hour Cap 1.5x Annual Accrual |
|---|---|---|---|
| Faculty Contracted Employees | 6.15 | 160 | 240 |
| Exempt Employees | Year 1: 3.08 | 80 | 120 |
| Year 2: 4.61 | 120 | 180 | |
| Year 5: 6.15 | 160 | 240 | |
| Non-exempt Employees | Year 1: 3.08 | 80 | 120 |
| Year 3: 4.61 | 120 | 180 | |
| Year 5: 6.15 | 160 | 240 |
- Accrual
The amount of vacation for which employees may be eligible depends upon their classification and length of service as determined by their hire date. - Maximum Cap
RVU encourages employees to use all of their available earned vacation each year for rest, relaxation, and personal pursuits. At any given time, employees may carry over up to 1.5 times the amount of vacation they are entitled to accrue. If their total amount of unused vacation time reaches the cap, further vacation accrual will stop. Employees will resume earning vacation at their scheduled rate once their vacation accrual falls below the maximum cap; however, they will not receive retroactive credit for time worked while at the vacation cap. - Using Vacation
Employees must use the payroll system to electronically record all vacation leave taken, meaning not only pre-planned time off using vacation but also unexpected time off for which vacation is used. Requests for vacation should be submitted as far in advance as possible and receive the supervisor’s electronic approval. Vacations must be scheduled in a manner that minimizes interruptions to University operations. Requests will be reviewed based on a number of factors, including business needs and staffing requirements. - Vacation Pay
Vacation time off is paid at the employee’s base pay rate at the time of vacation. It does not include overtime, or any special forms of compensation such as incentives, commissions, bonuses, or shift differentials. Vacation hours do not count as hours worked for the purposes of calculating overtime.
Upon termination of employment or a reduction of hours to a non-benefit-eligible position, employees will be paid for unused vacation time that has been earned through the last day of work.