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					RYERSON UNIVERSITY                                                        Content Revised November, 2007
Policy-Procedure                                                      (Supercedes version dated March, 2004)


                                                  VACATION

POLICY

The University recognizes the value to the overall operation and to the health and well being of employees,
of providing employees with the opportunity to have time away from the workplace to rest and pursue
personal interests and activities.

Objectives

1.      To ensure that employees have the opportunity and are required to take time away from work to
        promote the health and well being of the University=s employees.

2.      To ensure that the University is in compliance with relevant Employment Standards legislation with
        respect to vacation entitlement and compensation.

Application

1.      Section I: The provisions of Section I apply to all MAC (Management and Confidential) employees,
        including term (full-time employees working between 24 and 36.25 hours per week on a contract
        basis, exceeding 4 months in length), FTCE (full-time career employees), and deans and senior
        directors.

2.      Section II: The provisions of Section II apply to part-time/STT employees (short-term temporary
        employees working 24 or fewer hours per week on a contract basis, or those working over 24
        hours per week but less than 4 months in duration).

Provisions of Sections I and II of this policy do not apply to employees who are covered by an existing
collective agreement, if those provisions are superseded by the collective agreement.

Responsibility

It is the responsibility of the senior director/dean to ensure that all employees within their jurisdiction are
provided an opportunity to take vacation leave each year. All employees will be required to take a
minimum of 10 day's vacation leave per year; vacation year is determined by the employee's anniversary
date.

Employees and supervisors are jointly responsible to ensure that the minimum vacation is taken each year.
As well, they are jointly responsible to ensure that the maximum accrual rate per year is not exceeded.




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RYERSON UNIVERSITY                                                    Content Revised November, 2007
Policy-Procedure                                                  (Supercedes version dated March, 2004)

PROCEDURES

1.   Section I and II Employees - General Guidelines

     a.      Vacation requests must be approved in advance by the supervisor, and such approval is
             subject to operational requirements. Approval will not be unreasonably withheld.

     b.      Whenever possible, individual preferences will be accommodated. However, where there
             are two requests for vacation time of which pose an operational conflict, seniority of
             position and length of service will be considered.

     c.      Where a statutory or other designated holiday falls within a vacation period, and where an
             employee qualifies for holiday pay under the terms of the Employment Standards Act,
             there will be no deduction from the vacation account for that day.

     d.      Vacation requests for less that one-half day will not be approved.

2.   Section I Employees

     a.      It is the responsibility of the supervisor to ensure that there is sufficient vacation credit in
             the employee's vacation bank prior to authorizing vacation leave. Employees will not be
             permitted to take vacation that has not been earned. All vacation taken must be reported
             on bi-weekly time sheets, and vacation bank information is maintained in Human
             Resources.

     b.      Employees who work reduced hours will earn credits, and have credits deducted, on a pro-
             rated basis.

     c.      Liability for banked vacation credits* of up to one year's entitlement will rest with the
             receiving department when an employee is transferred within the University. If the banked
             credits exceed one year's accrual entitlement, the employee will be required to take the
             excess vacation prior to transferring in order to reduce their liability to the one year
             entitlement level. If this in not possible, the department from which the employee is
             departing will contribute a dollar amount equal to the amount in excess of the one year
             vacation credit, to the central vacation pool. The receiving department may draw upon the
             pool for an amount up to the contribution level of the excess credits, in the event that a
             replacement is required during the scheduled vacation leave of the employee.

             *Applies to "current" bank only. Subject to the provisions of a memorandum dated April
             25, 1994, and signed by the vice president, there are some employees who have been
             grandparented and who retain in excess of their annual accrual limit in a "frozen" vacation
             bank. The frozen bank of these individuals is not affected, however, their current bank
             which began to accrue on September 1, 1994, will not be permitted to exceed the
             allowable limits.




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RYERSON UNIVERSITY                                               Content Revised November, 2007
Policy-Procedure                                             (Supercedes version dated March, 2004)


     d.    Any balance of current, active vacation credits on account upon termination will be paid
           along with the final pay and will be charged to the department. Frozen credits will remain a
           University liability**. No other payment in lieu of vacation will be approved.

           **Liability for "frozen" vacation banks rests with the University. When an employee
           transfers departments with the University, any cost associated with the use of vacation
           from the "frozen" bank will be covered by the University. Likewise, when an employee
           terminates employment with the University, the cost of frozen vacation credits owing will be
           covered by the University.

     e.    Entitlement

           i.      Academic Administrators and Senior Directors - DBM Band E level positions

                   $       25 days per year after 1 year of employment;
                   $       30 days per year after 25 years of employment (effective January 1, 2002)

           ii.     Management and Confidential Group - DBM Bands A to D inclusive

                   $       15 days after 1 year of employment;
                   $       20 days after 8 years of employment;
                   $       25 days after 14 years of employment;
                   $       30 days after 25 years of employment (effective November 1, 2002).

     f.    Accrual: Vacation will accrue on a monthly basis based on the following accrual schedule,
           and will be prorated for partial months and/or for periods of reduced workload. Service
           date for vacation purposes will be the employee's anniversary date of full-time employment
           or adjusted anniversary date due to reduced workload, leaves of absence, etc.

           i.      Accrual Rates

                   $       15 day entitlement accrues at 1.25 days per completed month of
                           employment;

                   $       20 day entitlement accrues at 1.67 days per completed month of
                           employment for 8 months of the year, and 1.66 days per completed month
                           of employment for 4 months of the year, using the following accrual
                           pattern: 1.67, 1.67, 1.66,1.67, 1.67, 1.66, etc.

                   $       25 day entitlement accrues at 2.08 days per completed month of
                           employment for 8 months of the year, and 2.09 days per completed month
                           of employment for 4 months of the year, using the following accrual
                           pattern: 2.08, 2.08, 2.09, 2.08, 2.08, 2.09, etc.




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RYERSON UNIVERSITY                                                Content Revised November, 2007
Policy-Procedure                                              (Supercedes version dated March, 2004)


                   $        30 day entitlement accrues at 2.5 days per completed month of
                            employment.

           ii.     Accrual During Reduced Workload: Accrual for employees working less than a full
                   workload will be prorated in the same way as the employee's hours of work.

           iii.    Accrual on Commencement/Termination of Employment: Accrual will be prorated
                   for partial months service. Employees commencing employment before the 16th
                   of the month will receive a full month's credit for that month; on or after the 16th
                   will receive one-half month's credit. Likewise, employees terminating employment
                   before the 16th of the month well receive only one-half month's credit, and those
                   terminating between the 16th and end of the month will receive a whole month's
                   credit.

           iv.     Accrual during Leave of Absence: Vacation credits will continue to accrue during
                   any paid leave of absence, including paid sick time, pregnancy as well as parental
                   leave. Vacation credits will not accrue during an unpaid leave of absence which
                   exceeds 22 days.

           v.      Accrual Limits: Employees will be permitted to accrue a maximum of 24 times
                   their monthly accrual rate. Once the limit is reached there will be no further
                   accrual until the bank is reduced below the accrual limit. Human Resources will
                   notify the employee and the supervisor in advance, when the vacation bank is
                   approaching the accrual limit. Accrual limits are: 15 days' entitlement maximum
                   30 days:

                   20 days' entitlement - maximum 40 days
                   25 days' entitlement - maximum 50 days
                   30 days= entitlement - maximum 60 days

           vi.     Accrual for Deans: The University will credit the vacation bank of the newly-
                   appointed dean with a monthly entitlement commencing from the date of
                   appointment. However, vacation taken between the date of appointment and the
                   following September will not be recorded, in order to acknowledge the special
                   circumstances surrounding the appointment of an academic to an
                   academic/administrative role.

     g.    Management Compensation: In recognition of management responsibilities, individuals
           whose positions have been evaluated through DBM in Band D will be entitled to an
           additional 5 days' paid time off work in each calendar year, commencing from date of hire.
           This time must be used within each calendar year and will not accrue, nor will it be eligible
           to be commuted to cash at any time. This time will be prorated for individuals beginning
           employment after January 1 of a calendar year.




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RYERSON UNIVERSITY                                                      Content Revised November, 2007
Policy-Procedure                                                    (Supercedes version dated March, 2004)

3.      Section II Employees

        Entitlement

        a.       Part-time/STT employees are entitled to 4% of gross earnings and 2 weeks time off work
                 without pay after 12 months of continuous employment.

        b.       Part-time/STT employees who become term or FTCE employees will have the balance of
                 vacation compensation owing paid to them prior to change of status. They will be entitled
                 to take unpaid time off equivalent to the prorated amount of time owing at the time that
                 their status changes, if they so request.

Jurisdiction

This policy falls under the jurisdiction of the Vice President, Administration and Finance. The interpretation
and application of this policy is the responsibility of the Executive Director, Human Resources. The Vice
President, Administration and Finance makes final decisions under this policy, where required.




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