Good Afternoon Jessica, Here is one example, taken from the City of Memphis, Personnel Policy Manual, on the subject of your question: VACATION LEAVE PM-46-02 Section: 42-00, LEAVE WITH PAY Revised 10/18/2011 Page 1 of 5 The City provides vacation leave benefits to all regular, full-time employees who work a standard City workweek. Vacation leave benefits do not apply to contingent employees. Grant employees will receive vacation leave benefits in accordance with the guidelines of the grant or the enabling Act under which they are employed. VACATION LEAVE ACCRUAL SERVICE CREDIT ACCRUAL EXPLANATION Up to 6 months None N/A 6-month anniversary 5 days (40 hours) N/A 1-year anniversary (during 2nd calendar year) 5 days (40 hours) If hired on/after July 1 10 days (80 hours) If hired before July 1 3rd, 4th, and 5th calendar year 10 days (80 hours) 10 days accrue at beginning of year 6th calendar year 11 days (88 hours) 10 days accrue at beginning of year; 11th day accrues on 6-year anniversary 7th calendar 12 days (96 hours) 11 days accrue at beginning of year; 12th day accrues on 7-year anniversary 8th calendar year 13 days (104 hours) 12 days accrue at beginning of year; 13th day accrues on 8-year anniversary 9th calendar year 14 days (112 hours) 13 days accrue at the beginning of year; 14th day accrues on 9-year anniversary 10th calendar year 15 days (120 hours) 14 days accrue at beginning of year; 15th day accrues on 10-year anniversary 11th calendar year 16 days (128 hours) 15 days accrue at beginning of year; 16th days accrues on 11-year anniversary 12th calendar year 17 days (136 hours) 16 days accrues at beginning of year; 17th day accrues on 12t-ar anniversary VACATION LEAVE PM-46-02 Section: 42-00, LEAVE WITH PAY Revised 10/18/2011 Page 2 of 5 13th calendar year 18 days (144 hours) 17 days accrue at beginning of year; 18th day accrues on 13- year anniversary 14th calendar year 19 days (152 hours) 18 days accrue at beginning of year; 19th days accrues on 14-year anniversary 15th calendar year 20 days (160 hours) 19 days accrue at beginning of year; 20 days accrues on 15-year anniversary 16th calendar year 20 days (160 hours) 20 days accrue at beginning of year 17th calendar year 21 days (168 hours) 20 days accrue at beginning of year; 21 days accrue on 17-year anniversary 18th calendar year 21 days (168 hours) 21 days accrue on 17-year anniversary 19th calendar year 22 days (176 hours) 21 days accrue at beginning of year 22 days accrue on 19-year anniversary 20th calendar year 22 days (176 hours) 22 days accrue at beginning of year 21st calendar year 23 days (184 hours) 22 days accrue at beginning of year; 23rd day accrues on 21-year anniversary 22nd calendar year 23 days (184 hours) 23 days accrue at beginning of year; 23rd calendar year 24 days (192 hours) 23 days accrue at beginning of year; 24th day accrues on 23-year anniversary 24th calendar year 24 days (192 hours) 24 days accrue at beginning of year 25th calendar year 25 days (200 hours) 24 days accrue at beginning of year; 25th day accrues on 25-year anniversary 26th calendar year and thereafter 25 days (200 hours) 25 days accrue at beginning of year VACATION LEAVE PM-46-02 Section: 42-00, LEAVE WITH PAY Revised 10/18/2011 Page 3 of 5 EXAMPLE 1 (hired on/after July 1) Date of Employment: 12/15/2001 6-month anniversary: 06/15/2002 (Accrues 5 days to be used by 12/31/2002*) 1-year anniversary: 12/15/2002 (Accrues 5 days to be used by 12/31/2002*) Beginning of 3rd calendar year: 01/01/2003 (Accrues 10 days to be used by 12/31/2003*) EXAMPLE 2 (hired before July 1) Date of Employment: 06/15/2001 6-month anniversary: 12/15/2001 (Accrues 5 days to be used by 12/31/2001*) 1-year anniversary: 6/15/2002 (Accrues 10 days to be used by 12/31/2002*) Beginning of 3rd calendar year: 01/01/2003 (Accrues 10 days to be used by 12/31/2003*) *UNLESS CARRYOVER APPROVED NOTE: Employees covered by the Memorandum of Understanding with International Association of Fire Fighters, Local 1784 may accrue vacation leave time differently based on their work schedule and should consult their memorandum of understanding. QUALIFICATION AND REQUIREMENTS FOR VACATION LEAVE Vacation leave can only be used by the employee who has accrued the leave. Vacation leave is subject to scheduling and approval by management in accordance with division work schedules, employee seniority, the employee preference, and applicable Memorandum of Understanding. An employee must give appropriate notice to his/her supervisor when requesting vacation leave. Vacation should be used within the same calendar year it is accrued. Pay for vacation leave will be at the employee’s regular rate of pay at the time the leave is taken to include any amounts (such as shift premium pay) considered compensation for work. Employees cannot accrue vacation days while on leave of absence without pay. Vacation leave accrual will resume on the first full day the employee returns to work. An Employee who is on leave of absence without pay that exceeds 30 calendar days will have his/her date of employment adjusted to reflect that time period. On January first of the next year, vacation days accrued will be prorated. VACATION LEAVE AND OTHER ABSENCES Vacation leave will accrue while an employee is on approved paid sick leave. If an employee is on approved vacation and becomes ill, he/she may continue to use vacation leave or use sick leave. Management reserves the right to require documentation. VACATION LEAVE PM-46-02 Section: 42-00, LEAVE WITH PAY Revised 10/18/2011 Page 4 of 5 If an employee is on vacation and has a death in the family, he/she may continue to use vacation leave or, if eligible, follow the provisions of the BEREAVEMENT LEAVE POLICY. Management reserves the right to require documentation. Holidays that occur while an employee is on vacation shall be charged as holiday leave. Accrued vacation leave that has been frozen will available for use on the first full day the employee returns to work. However, upon receiving benefits from the Long Term Disability Income Plan and/or separation from the City, the employee will receive payment for frozen vacation leave in a lump sum. CARRYOVER VACATION It is management’s responsibility to schedule the workflow so that employees can take vacation during the same calendar year in which it was accrued. In the event of extenuating circumstances when an employee cannot use vacation leave within the same calendar year. If OJI prevents an employee from taking vacation leave within the calendar year, it will be carried over to the next calendar year. The Division Director or designee should submit the request with justification to the Director of Human Resources by November 15 of the year in which the leave was to be used. The Director of Human Resources shall approve or deny the request on or before December 1. Any approved carryover vacation must be taken within the first quarter of the next calendar year. If circumstances prevent the scheduling within the first quarter, a new request to carryover the vacation into the second quarter must be submitted with justification to the Director of Human Resources by February 15th of the carryover year. The Director of Human Resources shall approve or deny by March 1. Any carryover vacation that is not approved to be carried over into the second quarter and is not used during the first quarter will be forfeited. Any vacation approved to be carried over into the second quarter must be used within that quarter or will be forfeited unless approved by the Director of Human Resources or designee and the Chief Administrative Officer. Due to the inability to designate persons to assume the job responsibilities and the demands of the Chief Executive and Administrative Officer positions, alternative arrangements may b mad for vacation days as approved by the Director of Human Resources. ADJUSTED DATE OF EMPLOYMENT The Adjusted Date of Employment shall govern the seniority status and the vacation time given. An employee hired from another agency in accordance with the SENIORITY RIGHTS AND ADJUSTED DATE OF EMPLOYMENT POLICY cannot transfer his/her vacation leave; however, he/she is eligible to request an Adjusted Date of Employment. VACATION LEAVE PM-46-02 Section: 42-00, LEAVE WITH PAY Revised 10/18/2011 Page 5 of 5 SEPARATION FROM PAYROLL Any unused accrued vacation leave or carryover vacation shall be paid out only at separation of employment. An employee who separates from payroll will receive prorated payment for vacation only after he/she has entered the third calendar year of employment and has completed 24 full months of continuous regular, full-time employment. PRORATED VACATION CALCULATION For eligible employees, vacation is prorated by taking the number of vacation days the employee currently accrued, dividing by 12 months, and multiplying that answer by the number of full months the employee worked in the year of separation. Example 1: 10 vacation days1 ÷12 mos.=0.833 × 4 months2= 3.33 or 3 days3 Example 2: 25 vacation days1 ÷ 12 mos. = 2.083 × 7 months2 = 14.58 or 15 days3 1- number of vacation days employee currently accrues 2- number of months worked in year of separation 3- Round to whole day (any amount .50 or greater, round up; otherwise round down). END….. Best Wishes, Wesley Wesley S. Creel Administrator of Programs Pink Palace Family of Museums 3050 Central Avenue Memphis, TN 38111 Website www.memphismuseums.org<http://www.memphismuseums.org/> Office 901.636.2370 new telephone number FAX 901.636.2391 new FAX number e-mail [log in to unmask]<mailto:[log in to unmask]> Please consider including the Pink Palace Family of Museums in your charitable giving plans along with your other charitable interests. Please visit all our great facilities as well as our website: www.memphismuseums.org<blocked::http://www.memphismuseums.org/> Our mission: The Pink Palace Family of Museums inspires people to learn how history.science, technology and nature shape the mid-South. Through rich collections, thought-provoking exhibitions, and engaging programs, we encourage our diverse community to reflect on the past, understand the present, and influence the future From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of Jessica Hougen Sent: Tuesday, September 09, 2014 10:45 AM To: [log in to unmask] Subject: [MUSEUM-L] Personnel Policies- Paid Time Off Hello All, We are drafting a personnel policy, and I’m looking for information on standards of Paid Time Off for full-time employees. I’ve requested sample personnel policies from AAM, but thought it would be useful to ask everyone on this list as well. Please let me know what your institution does for Paid Time Off. Thanks! Best, Jessica Hougen Curator U.S. Marshals Museum 14 North 3rd St. Suite D Fort Smith, AR 72901 479.242.2633 The Mission of the U.S. Marshals Museum, Inc. is to form a national center of heritage and legacy, disseminate knowledge and inspire appreciation for the accomplishments of the U.S. Marshals Service. ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes).