Full-time classified staff earn annual leave in accordance with the number of years of state service. Part-time classified staff earn leave proportionately.
Leave must be earned before it is used and may not be advanced.
The chart below shows the hours earned per years of service and the allowable maximums for each category for semi-monthly classified staff:
| Years of Service | Hours Accrued per Pay Period | Hours Accrued per Year | Maximum Carryover Limits* | Maximum Payment Limits |
|---|---|---|---|---|
| Up to 5 years | 4 Hours | 96 Hours (12 days) | 192 Hours (24 days) | 192 Hours (24 days) |
| 5 years | 5 Hours | 120 Hours (15 days) | 240 Hours (30 days) | 240 Hours (30 days) |
| 10 Years | 6 Hours | 144 Hours (18 Days) | 288 Hours (36 days) | 288 Hours (36 days) |
| 15 Years | 7 Hours | 168 Hours (21 Days) | 336 Hours (42 days) | 288 Hours (36 days) |
| 20 Years | 8 Hours | 192 Hours (24 Days) | 384 Hours (48 days) | 336 Hours (42 days) |
| 25 Years | 9 Hours | 216 Hours (27 Days) | 432 Hours (54 days) | 336 Hours (42 days) |
*As of January 9th each year
Once separated from employment, classified employees are paid for unused annual leave up to the allowable maximum.
Please note that no leave is accrued in a pay period during which an employee has unpaid leave hours. An employee must have worked or have been paid for the entire pay period in order to accrue leave in that pay period.
For further information on annual leave for classified staff please refer to DHRM Policy 4.10.
All full-time new hires will be awarded 40 hours of initial annual leave (or proportionate hours based on FTE). This balance will not be eligible for leave payout and expires one year from the date of hire. The system will use these hours first whenever you enter annual leave hours on your timesheets. Employees that transfer from one leave eligible job group to another do not receive this leave.*
*Generally, rehires who received payout upon a previous termination will also not receive new hire leave.
12-month faculty earn annual leave on an accrual system. Part-time 12-month faculty (at least 0.50 FTE) earn annual leave on a proportionate basis.
Leave is earned and available to use after the end of each pay period (e.g. leave earned for pay period of September 10-24 is earned and available to use after September 24).
Annual leave balances roll on January 9 of each year.
The accrual rate for annual leave and the maximum hours of accrued leave an employee may carry from one year to the next or for maximum payment as applicable are:
Full-time 12-month Administrative/Professional Faculty 8 hours**Part-time instructional, research, postdoctoral research fellows are not eligible for leave payout, but they get to carryover 200 hours each year that they are in an accrual eligible status.
Academic Year (9-month) Administrative and Professional Faculty earn annual leave during the established academic year.
Temporary employment (up to six months) does not provide leave accrual; however, new hire leave is granted if the temporary 12-month faculty appointment is extended beyond six months.
Annual Leave does not accrue***:
***Annual leave will accrue during any pay period when the employee is on a medical/illness leave with pay status (paid short-term disability or paid FMLA) for up to 90 consecutive calendar days.
When FTE changes
Faculty who changes from full-time to part-time retain their leave balances. During the part-time appointment, leave will be earned proportionate to the percent of time worked.
12 to 9 to 12
Faculty, who move from a 12-month position that is not eligible for leave payout, into a 9-month faculty position, and then back into a 12-month leave eligible position, will be granted 40 hours of new hire annual leave. These hours must be used within the first year in the new status and are not eligible for leave payout. (If initially eligible for annual leave payout and the administrative/professional faculty was paid out, then no new hire annual leave balance will be provided).
Administrative/Professional Faculty Payouts
Other Term
Leave payout for restricted appointments is dependent on the availability of sponsored funding.
