Rev. 6-1-08; Rev. 5-27-22, 5-15-23, 10-9-23
Vacation time-off with pay is available to regular, full-time staff members to provide opportunities for rest, relaxation, and personal pursuits. Staff members earn and use vacation time as described in this policy.
The amount of paid vacation time staff members receive each year is dependent on classification and length of their employment as shown in the following schedule:
Upon initial eligibility the staff member is entitled to 96 vacation hours each year, accrued monthly at the rate of 8 hours.
After 5 years of eligible service, the staff member is entitled to 128 vacation hours each year, accrued monthly at the rate of 10.64 hours.
After 10 years of eligible service, the staff member is entitled to 160 vacation hours each year, accrued monthly at the rate of 13.36 hours.
Upon initial eligibility the staff member is entitled to 128 vacation hours each year, accrued monthly at the rate of 10.64 hours.
After 5 years of eligible service, the staff member is entitled to 160 vacation hours each year, accrued monthly at the rate of 13.36 hours.
Upon initial eligibility the staff member is entitled to 176 vacation hours each year, accrued monthly at the rate of 14.64 hours.
Vacation accrual begins the month the person begins working, provided the date of employment is the tenth of the month or earlier; otherwise, accrued vacation begins the following month. Accrual continues through the month of termination if and only if the date of termination is the twentieth of the month or later.
The length of eligible service is calculated on the basis of a “benefit year.” This is the 12-month period that begins when the staff member starts to earn vacation time. A staff member’s benefit year may be extended for any leave of absence for more than 11 working days except military leave of absence. Military leave
has no effect on this calculation. (See the individual leave of absence policies for more information.)
Staff members begin to earn paid vacation time according to the schedule. However, before vacation time can be used, a waiting period of 3 months must be completed. After that time, staff members can request use of earned vacation time, including that accrued during the waiting period.
Paid vacation time can be used in minimum increments of one hour. To take vacation, staff members should request advance approval from their supervisors. Requests will be reviewed based on a number of factors, including business needs and staffing requirements.
Vacation time-off is paid at the staff member’s base pay rate at the time of vacation. It does not include overtime or any special forms of compensation such as incentives, commissions, bonuses, or shift differentials.
Staff members should use available paid vacation time under this policy for rest, relaxation, and personal pursuits. Accrued vacation is to be taken within 12 months of the month in which it is earned. If vacation is not taken by the end of this period, it is lost. Staff members transferring from one department to another department within Drury University retain their accrued vacation.
Staff members who terminate following one or more years of service will generally be paid for unused accrued vacation, so long as they resign from the University and provide the minimum required notice in advance of their resignation. Employees who are terminated for cause will not generally be paid for unused accrued vacation. The maximum amount of unused accrued vacation that can be paid is for 80 hours of unused vacation, even if the employee has accrued more than 80 hours of unused vacation time.
Payment for unused accrued vacation is calculated as follows: Gross Pay = Accrued Vacation Hours x Hourly Wage rate.
University holidays occurring during a vacation are not counted as vacation days.
Serious illness occurring during vacation is considered sick leave and is not charged to vacation unless sick leave has been exhausted. Staff members are required to furnish a written physician’s statement.
Vacations cannot be taken in advance of being earned. Staff on vacation may not be employed by another department.
Coaching staff are not eligible for vacation accrual and/or payout. Coaching staff should coordinate time away from work with their supervisors but are generally not required to record time off.
Rev. 10-9-23
During business hours or when representing Drury, staff members are expected to present a clean, neat, and tasteful appearance. Staff members should dress, groom, and maintain hygiene according to the requirements of his/her position and accepted social standards. This is particularly true if the job involves dealing with customers or visitors in person.
Each supervisor or department head is responsible for establishing a reasonable dress code appropriate to the jobs performed subject to the approval of their Vice President. For some, this may mean formal business attire. For others, business casual attire will suffice. If a supervisor feels that a staff member’s appearance is inappropriate, he/she should consult with the Director of Human Resources to determine appropriate action. If the employee is asked to leave work to change in order to comply with this policy, the staff member would not be compensated for the time away from work When necessary, reasonable accommodation may be made where appropriate.
The following information is intended to serve as a guide to help define appropriate casual business wear for all staff members during designated casual days at Drury. Generally, each Friday will be Drury Spirit Wear Day on which employees may wear work-appropriate Drury-themed attire. Other days, such as certain holidays or days preceding holidays, inclement weather days, and other promotional days may be designated as casual days with prior notification from the immediate supervisor.
In the case of a business meeting or other occasion that requires business attire on a Friday, employees may not be able to participate in Drury Spirit Wear Day.
Not all casual clothing is appropriate for the office. Casual business wear means clean, neat, professional clothing. It is never appropriate to wear stained, wrinkled, frayed, or revealing clothing to the workplace. A staff member would be wise to make an inquiry if there is any question regarding what is appropriate.
For some, traditional business attire may simply remain a more favored option on casual days. The choice will be up to the individual. It is simply hoped and fully expected that casual days will help make the workplace more enjoyable and productive.
