All employees hired, promoted, or reclassed, on or after July 1, 1996 will accrue vacation using the following tables. Factor Leave Accrual was implemented on July 1, 1996.
| Leave Accrual Code | Years of Qualifying Service | Per Hour on Pay Status | Approximate Days per Year |
| A | Less than 10 years | 0.057692 | 15 days |
| B | 10 but less than 15 | 0.069231 | 18 days |
| C | 15 but less than 20 | 0.080769 | 21 days |
| D | 20 or more | 0.092308 | 24 days |
| F |
|
||
| Leave Accrual Code | Years of Qualifying Service | Per Hour on Pay Status | Approximate Days per Year |
| B | Less than 5 years | 0.069231 | 18 days |
| C | 5 but less than 10 | 0.080769 | 21 days |
| D | 10 or more | 0.092308 | 24 days |
Prior to July 1, 1996
Staff members who were in the Administrative and Professional Staff Program as of June 30, 1996, shall continue to accrue vacation under the A&PS schedule until whichever event occurs first—a break in service of four months or more or promotion to a position classified as manager or Senior Professional. Upon return to University service after a break in service of four or more months, or promotion to a Manager or Senior Professional position such an employee shall earn vacation in accordance with above rates.
| Leave Accrual Code | Accural Was | Years of Qualifying Service | Per Hour on Pay Status | Approximate Days per Year |
| G | (A) | Less than 5 years | 0.057692 | 15 days |
| H | (B) | 5 but less than 10 | 0.069231 | 18 days |
| J | (C) | 10 but less than 15 | 0.080769 | 21 days |
| K | (D) | 15 or more | 0.092308 | 24 days |
| Leave Accrual Code | Years of Qualifying Service | Per Hour on Pay Status | Approximate Days per Year |
| B | Less than 5 years | 0.069231 | 18 days |
| C | 5 but less than 10 | 0.080769 | 21 days |
| D | 10 or more | 0.092308 | 24 days |
| Leave Accrual Code | Accural Was | Years of Qualifying Service | Per Hour on Pay Status | Approximate Days per Year |
| K | (D) | Executive | 0.092308 | 24 days |
Vacation leave may be accrued to a maximum of two times the annual full-time earning rate whether the employee holds a full or part-time appointment. If an employee cannot schedule vacation within 60 working days of accruing the maximum due to OPERATIONAL considerations, that employee shall have an additional four months within which to take vacation to bring employee’s vacation accruals below the maximum. Vacation shall continue to accrue during the additional four months. Supervisors are responsible for informing employees in advance that they are reaching a maximum vacation accrual and for ensuring that employees schedule a vacation prior to reaching the maximum.
When OPERATIONAL considerations prevent an employee from taking vacation prior to reaching the maximum accrual, the supervisor is responsible for developing a written plan with the employee. The plan shall include the months, dates, and amount of time of the agreed upon vacation leave. Supervisors are responsible for assuring that the vacation leave is scheduled and taken prior to the end of the four (4) month extension allowed in policy. Supervisor prepares written verification to the employee reflecting the agreed upon vacation leave plan and provides copies to appropriate levels of management for their department/unit, i.e., department head, dean, chair, etc. If, for any reason, the agreed upon written plan cannot be adhered to, the employee and/or supervisor shall contact their Human Resources Consultant for further assistance.