Vacation Entitlement for Management (Employees at Salary Band 8 and Above)

Policy

Category: Management
Subject: Vacation Entitlement for Management (Employees at Salary Band 8 and Above)
Division: Human Resources and Corporate Services
Policy Number: CA.43.01.100
Effective Date: February 12, 2015

POLICY STATEMENT

Wellington-Dufferin-Guelph Public Health (WDGPH) strives to provide a healthy workplace that supports a work/life balance and provides employees with an uninterrupted period of time away from their regular duties to promote work-life balance.

The purpose of this policy is to provide a consistent approach to managing vacation. It is the joint responsibility of the department and the employee to ensure the vacation leave is scheduled and taken at a mutually agreeable time. The department shall use its discretion in scheduling vacation, based on the occurrence of peak workload periods, employee’s length of service and such other factors relevant to the operation of the department and the personal circumstances of the employee.

WDGPH will provide vacation entitlement to full-time employees at Band 8 and above based on relevant education and the number of years’ existing work experience.

SCOPE

This policy applies to all WDGPH management (employees at Salary Band 8 or above).

WDGPH Vacation Entitlement for Management:

•     New Hire - prorated as outlined below for first calendar year of employment.
•     4 weeks – awarded January 1st of the year following start date.
•     5 weeks – awarded January 1st of year following 15 full years of service.
•     6 weeks – awarded January 1st of year following 20 full years of service.
•     7 weeks – awarded January 1st of year following 25 full years of service.

If, due to uncontrollable circumstances or the lack of available coverage, an employee at Band 8 and above is unable to use their cumulative vacation time by the end of the calendar year (December 31st), and has carried over more than two weeks vacation from the previous year’s allotment, they may have the option to have a portion, or all, of their vacation time paid out to ensure a carry-over balance of no more than two weeks.

If more than two weeks is carried over, a plan must be produced outlining how this additional time will be used prior to June 30th of the year following the awarding of the vacation. If no plan is produced or the vacation not used as outlined above the vacation will be paid out on the first pay following June 30th.

New Employees/Promotions:

Upon hire, management employees are entitled to a minimum of 20 days vacation per calendar year. The year of hire will be prorated providing a portion of the eligible vacation for each full month of employment.

Additional vacation benefits, over and above the minimum entitlement, will be considered in recognition of previously accrued benefits with other employers, and/or due to the individual’s position or length of service within the organization. The vacation benefits are stated in the conditions outlined within the individual’s employment agreement. Vacation entitlement is paid at the employees’ current rate of pay. If additional vacation benefits are awarded, the year of hire will be prorated providing a portion of the eligible vacation for each full month of employment.

When an existing employee is promoted to Band 8 or above, Human Resources will conduct a review of their qualifications to determine any changes in vacation entitlement.

 

REFERENCES AND RELATED FORMS, POLICIES AND PROCEDURES

Corresponding Procedure:  N/A

CONTACT FOR INQUIRIES

Director, Human Resources and Corporate Services

APPROVED BY

Director, Human Resources and Corporate Services