VACATIONS & HOLIDAYS
Employees are eligible for paid vacation in accordance with the schedule in Provision 13.2 below.
Service requirements below are in terms of full-time service. Service requirements shall be pro rata for employees who work less than full-time.
||Vacation Credit Per Monthly Pay Period
||(Hourly Equivalent of Days)
||(Annual Accrual Equivalent)
|1 Month to 3 Years
|37 Months to 6 Years
|73 Months to 10 Years
|121 Months to 15 Years
|181 Months to 20 Years
|241 Months to 25 Years
|301 Months and Over
For purposes of computing vacation credit, an employee who works eleven (11) or more days in a monthly pay period is considered to have completed a month, a month of service, or continuous service. When an absence without pay of more than eleven (11) consecutive working days falls into two consecutive qualifying monthly pay periods, one of the pay periods is disqualified.
An authorized leave of absence without pay shall not be considered service for the purpose of vacation accrual.
Vacation credits are cumulative to a maximum of two hundred and seventy-two (272) working hours for ten or less years of qualifying service or four hundred and forty (440) working hours for more than ten years of such service. Accumulation in excess of this amount as of January 1 of each year shall be forfeited by the employee. An employee shall be permitted to carryover more than allowable credits when the employee was prevented from taking enough vacation to reduce the credits because the employee (1) was required to work as a result of fire, flood, or other extreme emergency; (2) was assigned work of priority or critical nature over an extended period of time; (3) was absent on full salary for compensable injury; or (4) was prevented from using vacation previously scheduled to be taken in December because of being on paid sick leave.
A probationary employee shall not take vacation until completion of one month in work status.
Requests for scheduling vacation for one week or more shall be submitted in writing to the appropriate administrator at least thirty (30) days in advance. When authorized to do so by the appropriate administrator, an employee may take vacation without submitting such a request 30 days in advance. The appropriate administrator shall respond in writing to an employee's vacation request within one week.
Based upon the operational needs of the SFSU Head Start Program, vacation schedules shall be determined by the appropriate administrator. Vacations shall be scheduled and taken only as authorized by the appropriate administrator. If a conflict in vacation requests arises, the appropriate administrator shall give consideration to the employee with the most seniority, provided that operational needs are met.
Lump Sum Payment
Upon separation from service without fault on the employee’s part, an employee is entitled to a lump sum payment as of the time of separation for any unused or accumulated vacation. Such sum shall be computed by projecting the accumulated time on a calendar basis so that the lump sum will equal the amount that the employee would have been paid had he/she taken the time off, but not separated from service.
The following paid holidays, except as provided in Provision 13.10 below, shall be observed on the day specified:
- January 1
- Third Monday in January (Martin Luther King Jr. Day)
- March 31 (Cesar Chavez Day)
- July 4
- First Monday in September (Labor Day)
- November 11 (Veteran's Day)
- Thanksgiving Day
- December 25
- Any other day designated by the Governor for a public fast or holiday.
The paid holidays listed in this provision shall be observed on the day specified unless they fall on a Saturday or Sunday, or are rescheduled for observance on another day by the President.
- Third Monday in February (Washington's Birthday)
- February 12 (Lincoln's Birthday)
- Last Monday in May (Memorial Day)
- Admission Day
- Second Monday in October (Columbus Day)
Any holiday listed in 13.9 and 13.10 which falls on a Saturday shall be observed on the preceding Friday. Any holiday in this Article which falls on a Sunday shall be observed the following Monday.
An employee on the payroll on the day a holiday is officially observed shall be entitled to the holiday. The number of hours of the holiday shall be determined by the hours the employee is normally scheduled to work on the day the holiday is observed. An employee on a leave of absence without pay or in other non-pay status on a day a holiday is officially observed shall not be entitled to the holiday.
If a holiday falls on a scheduled workday during an employee's vacation or within a period of absence chargeable to sick leave, the holiday will not be charged to sick leave or vacation time.
An employee shall be permitted to use accrued vacation or his/her Personal Holiday if the President or designee closes the SFSU Head Start Program and there is an insufficient number of holidays scheduled to be observed during the closure. Employees eligible for CTO may use accrued CTO during periods of SFSU Head Start Program closure.
Should an employee not have vacation accrued, sufficient CTO balance or Personal Holiday to cover the scheduled days of closure, he/she shall be provided sufficient work prior to the scheduled closure to prevent any loss of pay or benefits.
An employee is entitled to one Personal Holiday that must be taken on one day during the calendar year. If the employee fails to take the Personal Holiday before the end of the year, the holiday shall be forfeited. The scheduling of the holiday shall be by mutual agreement of the employee and the appropriate administrator.
Holiday Work Compensation
A full-time non-exempt employee who works on the day a holiday is officially observed shall be compensated at his/her overtime rate on an hour-for-hour basis for all hours worked on the holiday. Such compensation shall be in cash or CTO, as determined by the employee. This provision shall apply pro rata to less than full-time employees. Exempt employees not eligible for overtime shall receive time off earned at the straight time rate.