Post-doctoral Fellows will earn vacation at the rate of twenty (20) working days per year.
Normally, a Post-doctoral Fellow, in consultation with the Supervisor, will schedule and take their full vacation entitlement in the period for which it was granted.
The Supervisor, in consultation with the employee may require the Post-doctoral Fellow to take vacation time during the period in which it was granted.
Any unused vacation time may be carried forward to a subsequent year with the express written consent of the Supervisor, otherwise unused vacation will be paid out at the end of the vacation year.
Research Associates will earn vacation at the rate of thirty (30) working days per year.
Vacation is to be taken after it is earned, and the Research Associate is expected to use the annual entitlement by the end of the vacation year following the year in which it is earned. It is the responsibility of the Supervisor to ensure that a vacation may be taken annually by the Research Associate. Any unused vacation time may only be carried forward to a subsequent year with the express written consent of the Supervisor.
The vacation anniversary is based on the Research Associate’s continuous service at the University, excluding any casual appointments. Part-time Research Associates will earn vacation on a prorated basis.
An Employee with an appointment period of less than one (1) year shall earn vacation time on a pro-rated basis.
If a consecutive appointment is being made, unused vacation leave may be carried over to the following year with the express written consent of the supervisor of the new appointment.
Where practicable, vacation requests and approvals will be discussed between supervisor and employee at least two (2) weeks in advance of the commencement date. A supervisor will not unreasonably deny vacation requests, nor will a supervisor unduly delay responding to a vacation request.
If an Employee becomes seriously ill, seriously injured, hospitalized, or bereaved during a period of vacation leave, the period of vacation leave shall be replaced by sick leave or bereavement leave, as appropriate, provided the employee provides documentation of the illness, injury or death.
Should an employee have a negative balance of vacation leave upon termination, the employee shall be required, by payroll deduction or otherwise, to pay back the amount of overpayment of earnings.