Vacation Cap Sample Clauses
A Vacation Cap clause sets a maximum limit on the amount of vacation time an employee can accrue. Typically, once an employee reaches this cap, they stop earning additional vacation hours until they use some of their accrued time. This clause helps employers manage their financial liability for unused vacation and encourages employees to take regular time off, preventing excessive accumulation of leave.
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Vacation Cap. No employee may accrue more than 250 hours of vacation leave. Vacation accruals will resume once the employee’s accumulated vacation balance falls below the allowable cap limit. Employees may, for special situations, i.e., extended medical leave, request an increase in their cap. Each request would need to be in writing, submitted through the department, and receive the approval of the Police Chief and the City Manager. Such requests would be reviewed on a case-by-case basis and would be evaluated based on the reason for the request. This additional vacation accrual could not exceed one-half of the employee’s regular annual vacation accrual. In no case would the addition over the cap be extended beyond one additional year from date of approval.
Vacation Cap. The vacation cap shall be two (2) times the employee’s annual vacation accrual rate. Thereafter, at any time an employee reaches the maximum accrual, the employee will cease accruing vacation hours until such time as the balance falls below the cap. No employee will be allowed to accrue vacation hours above the cap, unless an employee has a work related injury and is on leave pursuant to Labor Code Section 4850.
Vacation Cap. No employee shall be permitted to accrue vacation in an amount greater than that which the employee earns in eighteen (18) pay periods (the employee's "vacation cap amount"). Once the employee has accrued vacation in an amount equal to the employee's vacation cap amount, the employee shall cease to accrue vacation until the employee uses vacation in an amount sufficient to reduce the employee's accumulated vacation balance below the employee's vacation cap amount. All appropriate adjustments shall be made annually at the end of each fiscal year so that the employee's earned vacation balance carried forward to the next fiscal year shall not exceed the employee's "vacation cap amount." (See also Section 5.0 below.)
Vacation Cap. The vacation cap shall be waived for the 2019-2020 school year.
Vacation Cap. Vacation may not be accrued in excess of two times Fire Chief's annual accrual rate. Fire Chief will cease to accrue vacation once he has accrued two times his annual vacation accrual until such time as his accrued vacation is reduced below this limit.
Vacation Cap. An employee may not have more than 432 hours of accrued vacation at any time. When an employee reaches the accrued vacation cap, the employee will stop accruing new vacation hours until the employee’s vacation hours fall below the cap through the use of vacation time. During each pay period, an employee’s used vacation hours will be deducted from the available vacation hours before an employee’s accrual is added, thereby allowing accrued vacation hours to continue up to the vacation cap within the same pay period as use. An employee may transfer annually up to 48 hours of unused vacation time to the employee’s Deferred Compensation (457b) account. The contribution will be calculated at the regular rate of pay for that employee at the time the transfer request is submitted. An employee shall make this request through the Authority’s Vacation Accrual Transfer Form, or other process as designated by the Authority. Transfer requests must be made between October 1 and 14 of each year, with the transfer of funds occurring contemporaneously with the first paycheck in November.
Vacation Cap. No employee shall take more than the equivalent of their annual accrual in one calendar year, except when vacation has been deferred per Section 10.5 or upon approval of the department head. An employee with twenty-four (24) or fewer years of service may carry over no more than 208 hours of vacation to the following calendar year unless approved by department head. An employee with more than twenty-four (24) years of service may carry over a number of vacation hours equivalent to one (1) year of the employee’s maximum current accrual. Effective January 1, 2025, an employee may carry over accrued vacation to the following calendar year in accordance with the following: The vacation cap shall be two (2) times the employee’s annual vacation accrual rate. Thereafter, at any time an employee reaches the maximum accrual limit, the employee will cease accruing vacation hours for that pay period, until such time as the balance falls below the cap, and the accrual of vacation hours will resume on the next available payroll period. No employee will be allowed to accrue vacation hours above the cap.
Vacation Cap. “If Employee has accumulated more than 360 hours of vacation as of the last pay period in April of any year, he shall be paid in cash at a rate equal to 100% of his current hourly pay rate for all hours in excess of 360. The payment will be included with the paycheck for the first pay period in May.” Shall be suspended through June 26, 2021.
Vacation Cap. The Agency encourages employees to annually take their vacation leave. An employee can accrue a maximum of 320 hours of vacation leave. Once an employee has accumulated 320 hours of vacation leave, they will not earn additional vacation leave time until his/her vacation leave balance is below 320 hours. Once per calendar year, due to unique or special circumstance, an employee may request to sell up to one (1) week of accrued vacation leave. The General Manager will review and consider each request.
Vacation Cap. 1. EMPLOYEES may accumulate unused vacation up to, but not exceeding, 480 hours.
2. EMPLOYEES with ten (10) years of continuous uninterrupted service may accumulate unused vacation up to, but not exceeding, 560 hours.
3. Employees will not accrue vacation leave after the cap is reached, except if there is documented denial of the EMPLOYEE’S request for use of vacation within the preceding 12 months. The cap will be extended by the amount of leave denied for an additional one year from date of denial.
4. EMPLOYEES have the option of cash reimbursement for unused paid vacation at any time during employment provided the EMPLOYEE has a balance of at least 80 hours after cash out. The minimum amount to be cashed out will be 40 hours. EMPLOYEES must have taken 80 hours of vacation leave during the previous year (26 pay periods) to qualify for cash reimbursement.