The following is an overview of how available types of leave may be utilized. For
more information related to types of leave (such as sick leave, vacation leave, etc.),
please see the information accessible through the "Leave Quick Links" sidebar.
In general, employees will be required to use accrued vacation leave, discretionary
day, and, if appropriate, compensatory leave and/or accrued sick leave before approval
of leave without pay.
Non-exempt benefit-eligible employees
For non-exempt benefit-eligible employees, accrued leave, with the exception of discretionary
day, may be used and recorded in quarter-hour (0.25) increments. The discretionary
day may only be taken in full scheduled day increments.
Leave may be adjusted at the employee's request to avoid payment of more than 40 hours
within the work week. For example, if an employee physically works 36 hours and has
8 hours of vacation leave during the same work week (totaling 44 hours), the employee
could request to reduce the vacation leave to 4 hours for a total of 40 hours paid
for the week. If the vacation leave is not reduced in this example, the additional
4 hours (above 40 hours) would be paid as additional straight time, not overtime,
since the employee did not physically work over 40 hours in the work week.
Legal/official holidays, discretionary holiday, donor leave or jury duty may not be
adjusted to avoid payment over 40 hours within the work week. In these instances,
the hours worked are considered additional straight time paid to the employee at their
regular rate of pay for that period unless the employee physically works more than
40 hours during the work week. Leave times that can be adjusted are military leave,
sick leave, vacation leave, funeral leave, and compensatory time taken.
Exempt benefit-eligible employees
For exempt benefit-eligible employees, accrued leave, with the exception of the discretionary
day, may be used in four (4) or eight (8)-hour increments. The exceptions to this
policy are Family and Medical Leave Act (FMLA), donor leave, and jury duty, which
may be taken in as little as quarter-hour (0.25) increments. The discretionary day
may only be taken in full scheduled day increments.
Employees transferring to another state agency
Accrued leave is transferred when an employee separates from one state agency and
begins employment at another state agency on the following work day; the employee's
discretionary day, accumulated vacation, and/or sick leave shall be transferred with
the employee. If the employee has a compensatory time balance at the time of transfer,
he/she will be paid the compensatory time balance by the agency from which e/she is