For a full explanation of vacation leave practices see
HR Policy 4-200: Leave Practices- K
Probationary, Regular, Provisional, Permanent Part Time and Time Limited Appointed accrue vacation according to the following schedule. For full time employees this equates to 12 days a year for service date to the end of 8th year, 18 days a year for 9th year through end of 16th year and 24 days a year for 17th year and on.
Employees must request approval to use accrued vacation from their supervisor prior to scheduling.
No more than 40 days (320 hours) of unused accrued vacation will be carried from one year to the succeeding year
When an employee transfers from one agency to another, accrued vacation will be transferred to the new agency.
Vacation accrued at the time an employee terminates will be paid in accordance with HR Policies 2-800 Resignation and Exit Interviews; 4-300 Insurance and Retirement Programs; and 4-900 Retirement Policy.
For a full explanation of Sick Leave practices see HR Policy 4-200: Leave Practices- J
Probationary, Regular, Provisional, Permanent Part Time and Time Limited Appointed accrue vacation according to the below formula. For full time employees this equates to 12 days a year. There is no limit on the amount of sick leave that may be accrued and carried forward to succeeding years.
Accrual = regular hours worked x (times) .04615
Sick leave may be used absences due to illness, injury, medical appointments and to care for an ill or injured immediate family member. Absences should be reported at the beginning of the work day or by specific agency procedures.
Employees who use little or no accrued sick leave during the calendar year will automatically have a portion of the unused sick leave converted to vacation in January of each year according to the following formula:
Accrued Credit - (minus) Used Credit - (minus) 64 Hours = Converted Credit
Employees may waive conversion of sick leave by submitting a written request to the Human Resources Division no later than December 15 of each year.
For a full explanation of Holiday Leave practices see
HR Policy 4-200: Leave Practices- D
2018 Holiday Schedule
Probationary, Regular, Provisional, and Time Limited Appointed employees are eligible for paid leave on holidays. Part –time provisional and permanent part time employees are eligible form pro-rated paid leave based on their normally scheduled hours (i.e. 20 hours per week = 4 hours paid leave; 30 hours per week = 6 hours paid leave)
A holiday that falls on a Sunday will be observed on the following Monday. A holiday that falls on a Saturday will be observed on the preceding Friday.
Employees required to work on holidays are paid in accordance with HR Policy 5-100 Pay Practices.
As holidays occur, the eligible employee will receive either a cash payment based on the Full Time Equivalency (FTE) held or leave added to their holiday bank based on the FTE held.
For a full explanation of Holiday Leave - Sworn practices see HR Policy 4-200: Leave Practices- E
Probationary and Regular employees are eligible for 96 paid leave on holidays per calendar year. The 96 hours of holiday leave is in lieu of the holidays listed in 4-200-II-D-6 and the personal preference holiday.
Employees may accrue up to 24 hours of holiday leave. Holiday leave will be audited annually at the conclusion of each employee’s last full work cycle in July. Holiday leave exceeding 24 hours will be forfeited on August 1 of each year.
The 96 hours of holiday leave will be divided equally between the 12 calendar months of the year. Employees are eligible to use eight hours of holiday leave at the beginning of each month. Supervisors should allow for the scheduling of eight holiday hours off per month.
Employees who work on holidays will be paid at straight time unless the requirements for overtime are met.
For a full explanation of Family and Medical Leave practices see HR Policy 4-600: Leave Practices
For an overview of eligibility requirements, definitions for immediate family, length of leave, benefits, protections and other relevant information on the Family and Medical Leave Act, please review to the FMLA Fact Sheet
Eligible employees are entitled to:
These forms must be completed by the health care provider and the employee.
Employee’s Leave Request Forms
This form must be completed by the employee.
These forms must be completed by the employee’s Administrator and provided to the employee.
For a full explanation of funeral leave practices see HR Policy 4-200: Leave Practices- C
Regular, Probationary, Provisional, Permanent part-time with benefits, and Time Limited Appointed are eligible for funeral leave. At the discretion of the administrator, funeral leave may be granted to make funeral arrangements, settle family affairs, attend the funeral or memorial service and for bereavement.
The amount of funeral leave granted is at the discretion of the administrator based upon the employee’s individual circumstances and the needs of the agency. The maximum time off for funeral leave is as follows:
For a full explanation of Military leave practices see HR Policy 4-200: Leave Practices- I
Regular, Probationary, Provisional, Permanent part-time with benefits, and Time Limited Appointed are eligible for a paid leave of absence for military duty.
For a full explanation of Jury and Witness leave practices see HR Policy 4-200: Leave Practices- G
Regular, Probationary, Provisional, Permanent part-time with benefits, Part-time, and Time Limited Appointed are eligible for a paid leave of absence for jury. Witness duty in response to a subpoena or directive by the Federal Government, State of Utah or its political subdivisions, may be an approved absence if related to employment.
An employee subpoenaed for private litigation or by a party other than the Federal Government, State of Utah or its political subdivisions, to testify as an individual and not in a work-related official capacity, may request to use vacation or leave without pay.