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Guideline: Paid Time Off Accounts

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Guideline: Paid Time Off Accounts Guideline: Paid Time Off Accounts Effective: 1/1/2011 Revised: 1/1/2012 1/24/2012 1/01/2021 Purpose: To provide definitions for paid time off accounts and their appropriate use. Scope: The paid time off guideline applies to all Summit County Government employees. Guideline: 1. Paid Time Off 1.1 Paid time off includes holiday, vacation, sick, and compensatory time off. 1.2 Accrued paid time off (vacation, sick and compensatory time off), may be used to make up for hours missed during the regularly scheduled workweek. Accrued paid time off may not be used to exceed the employees regularly scheduled hours in any one-week period, except as described below in 1.2.1. 1.2.1 Sick time in combination with regular hours worked may be used to exceed the employees regularly scheduled hours in a workweek period if all of the following conditions are met: 1.2.1.1 an employee misses a regularly scheduled day; 1.2.1.2 uses sick pay for that day; 1.2.1.3 they are called in to work hours in addition to their normal schedule during that same workweek period 1.3 For the purposes of calculating overtime, only hours actually worked are calculated. 2. Holiday 2.1 Currently all regular full-time and regular part-time employees are eligible for the full holiday calendar as approved by the Board of County Commissioners. 2.2 Holiday pay on each county observed holiday is limited to eight (8) hours for full time employees. Part time employees’ holiday hours are prorated based on their basic work schedule as recorded within Human Resources. 2.3 Priority holidays are those holidays where County offices are closed. For departments that cannot close and for non-exempt employees of those departments, it is at department discretion to pay both hours worked during the work period and holiday time or have the employee bank the holiday for later use as time off. It is strongly encouraged that the time off option be used whenever practicable. Summit County Government Human Resources Guidelines and Procedures T-1 2.3.1 Exempt employee schedules typically provide adequate flexibility to manage their Priority holiday banks and ensure their balances remain below the cap so they can bank holidays or take the observed holiday off. The pay out of holiday hours where it exceeds the employee’s regular salary may be approved by the employee’s supervising Elected Official, County Manager, or Assistant County Manager. Consideration for such approval should include whether circumstances that were unanticipated or unavoidable prevented taking the holiday off within the work period. 2.4 Non-priority holidays are those holidays where County offices remain open. Departments are encouraged to schedule the minimum number of personnel to keep the office open and are expected to rotate which employees take the observed holiday date off and those employees that bank the holiday for use as time off in the future. For non-exempt employees it is at department discretion to pay both hours worked during the work period and the holiday time. It is strongly encouraged that the time off option be used whenever practicable. 2.4.1 Exempt employee schedules typically provide adequate flexibility to manage their Non-priority holiday banks and ensure their balances remain below the cap so they can bank holidays or take the observed holiday off. The pay out of holiday hours where it exceeds the employee’s regular salary may be approved by the employee’s supervising Elected Official, County Manager, or Assistant County Manager. Consideration for such approval should include whether circumstances that were unanticipated or unavoidable prevented taking the holiday off within the work period. 2.5 Both Priority and Non-priority holidays may be retained from year to year and will be paid out at separation. 2.6 Accrual of Priority and Non-Priority holiday hours is limited to a maximum of 80 hours. 2.7 To receive holiday pay the eligible employee must be at work on the workdays preceding and following the holiday or have an authorized absence. A 48 hour minimum notice for the absence may be enforced by a supervisor when a pattern of abuse has been cited, for example an employee has called in sick immediately prior to or immediately following at least two (2) holidays. 2.8 Employees may not use paid time off, civil service leave and/or emergency leave in lieu of holiday pay should they not work on either a priority or non-priority holiday regardless of whether they were scheduled or not scheduled to work that holiday. In this event the employee will be paid holiday pay. 2.8.1 Other than during the Short Term Disability waiting period, employees on all other paid or unpaid leaves not mentioned in 2.9 on the date of a holiday are ineligible for holiday pay. 2.9 In the event an employee misses a regularly scheduled day in a week in which a priority or non-priority holiday falls on a day in their normal work schedule, and they did not work the holiday. The employee will first be paid holiday pay then authorized paid time off, civil service leave and/or emergency leave may be used Summit County Government Human Resources Guidelines and Procedures T-2 to supplement up to the employees regularly scheduled hours total including the holiday hours. 2.10 In the event an employee misses a regularly scheduled day in a week in which a priority or non-priority holiday fall on a day outside their normal work schedule the employee may utilize authorized paid time off, civil service leave and/or emergency leave later in that week. This may result in the payment of both holiday pay and the paid time off, civil service leave and/or emergency leave. The decision to bank or pay the holiday is at department discretion. 2.10.1 As stated in number 1.2 of this guideline paid time off may not be used to exceed the employees regularly scheduled hours in any one-week period. Payment of civil service leave and emergency leave will be treated in the same manner. In this case the holiday hours are not counted towards the employees regularly scheduled hours total. 2.11 If an employee works on either a priority or non-priority holiday they may utilize authorized paid time off, civil service leave and/or emergency leave later in that week. This may result in the payment of both holiday pay and the paid time off, civil service leave and/or emergency leave. The decision to bank or pay the holiday is at department discretion. 2.11.1 As stated in number 1.2 of this guideline paid time off may not be used to exceed the employees regularly scheduled hours in any one-week period. Payment of civil service leave and emergency leave will be treated in the same manner. In this case the holiday hours are not counted towards the employees regularly scheduled hours total. 3. Vacation 3.1 All regular full-time and regular part-time employees are eligible for vacation accrued as follows: Years of service Bi-weekly accrual/annual accrual Max accrual 0 – 3 yrs 3.08 hours/80 hours 120 hours 3 – 5 yrs 4.62 hours/120 hours 160 hours 5 – 6 yrs 4.92 hours/128 hours 168 hours 6 – 7 yrs 5.23 hours/136 hours 176 hours 7 – 8 yrs 5.54 hours/144 hours 184 hours 8 – 9 yrs 5.85 hours/152 hours 192 hours 9 or more 6.16 hours/160 hours 200 hours 3.2 Regular part time accruals are pro-rated based on their basic work schedule as recorded within Human Resources. 3.3 Once an employee reaches the maximum accrual, they must take vacation time off prior to any additional hours accruing. The County Manager may authorize the accrual of additional hours in cases of extreme hardship, i.e. significant departmental staffing shortages that do not allow time off. In these cases a plan must be prepared by the employee detailing how they will take time off over the next 3 months to return to an accrual level at or below the maximum. 3.4 Vacation time off requires the pre-approval of the department official or their designee. Employees should provide 2 weeks notice when practicable. Factors Summit County Government Human Resources Guidelines and Procedures T-3 that will be considered include other vacation or time off requests and the departmental workload; requests will be granted whenever practicable. 3.5 Vacation will not be paid out in excess of hours accrued. 3.6 Employees on probationary status are not eligible for paid vacation leave nor are they paid for hours accrued at separation. Current employees that have moved into a new position within the county are not subject to this vacation limitation. 3.7 Employees not in probationary status will be paid for any vacation balance at the time of separation. 4. Sick 4.1 All employees accrue sick time on a per pay period basis. Regular full-time employees accrue at a rate of 3.69 hours per pay period. Regular part-time, Seasonal, Part Time Non Benefited, and Temporary employees accrue prorated based on their basic work schedule as recorded within Human Resources. 4.1.1 Seasonal, PartTime Non Benefited, and Temporary sick leave banks have a maximum accrual of 48 hours per calendar year. Active employee’s remaining sick leave banks for active employees will roll over on January 1st of each year.
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