Floating Holiday Eligibility and Maximums
Floating Holiday Eligibility and Maximums (Non-Union):
All regular, benefit-eligible employees are eligible to receive up to 3 floating holidays per year.
See the following chart for information on floating holidays eligibility and balances:
|Floating Holidays Eligibility and Maximums by Employee Group||Accrual Rate||Total Floating Holidays annual accrual for Full-Time employee||Maximum Balances for Full-time employee||Maximum Negative Balance Allowed for Full-time employee|
|Bi-Weekly (Non-Exempt, Non-Union)|
|.0385 per hour paid||3 days||48 hours (6 days)||12 hours (1.5 days)|
|.25 days per month||3 days||6 days||1.5 days|
Floating holidays are accrued at the end of each pay period based on the employee’s current accrual rate, the number of worked (excluding over-time) and/or the employee’s budgeted FTE.
Staff working less than 12 months must use their floating holidays during their paid employment period. Staff positions are budgeted for the appointment period only and therefore there are no funds available for paid leaves outside of the appointment period.
When an employee reaches the maximum balance, their accruals will cease until their balance drops below the maximum. Carry-over maximums are equal to maximum balances.
Bi-weekly employees must record their floating holidays utilization in 15 minute increments on their web-time entry electronic timesheet.
Monthly employees must electronically record utilization of floating holidays on the HUB. The Fair Labor Standards Act requires exempt leave reporting in no less than half-day increments. Timely reporting of exempt leaves is encouraged, and adjustment to leave balances will not be made due to late reporting.
The purpose for allowing employees to use accruals before they are earned (negative balance) is in response to the cyclical work of many offices around campus that may dictate when an employee can schedule time off. It is not the College’s intent for employees to carry a negative balance for an extended period of time, and like other aspects of the floating holidays policy, supervisor approval is required before an employee can use unearned time off.
At separation, accrued floating holidays balances will be paid out to the employee. Any negative floating holidays balance will be deducted from the employee’s final pay check.
Floating Holiday Eligibility and Maximums (Union):
Per the collective bargaining unit contract for the period of July 1, 2009 through June 30, 2012, union employees receive three (3) floating holidays between July 1 and June 30 annually. The floating holidays shall be determined by the employee's preference, provided they are approved by the employee's supervisor and are consistent with the operational needs of their department. New employees shall not be eligible for floating holidays until they have completed their first year of employment.
Floating holidays are to be requested in writing, in advance, and shall be granted on a first request basis. The Employer retains the right to deny use of any floating holiday on certain days. The Employer will deny or approve in writing, as soon as possible but no later than seven calendar days from the date of the request.
The Employer retains the right to deny use of any floating holiday during restricted times. These restricted dates will be posted prior to July 1st each year. The Employer will also include an explanation of denial.