Paid Leave Time

Vacation

Full-time, non-union employees receive vacation benefits per the schedule below. Hours are earned at the end of each pay period.  For example, a new employee earning 2.67 hours of vacation per pay period will have earned 8 full days of vacation at their one-year anniversary.  

Full-time, non-union employees may carry over up to 160 hours of vacation into the following year.  With permission, employees may carry over more than 160 hours but must use all hours over 160 by May 1.  On May 1, all balances over 160 will be reduced to 160 (or the prorated amount for regular part-time employees).  

Accumulated vacation up to 160 hours is paid out at the end of employment.

Vacation Schedule (Non-Union)
Years of ServiceHours earned 
per pay period		Days 
per year		Maximum
Accumulation*
Less than 12.6784 weeks (160 hours)
1 - 5.994.33134 weeks (160 hours)
6 - 15.996.00184 weeks (160 hours)
16+7.67234 weeks (160 hours)
*prorated for regular part-time employees

Sick Leave

Full-time, non-union employees receive 1 day (8 hours) of sick leave per month.  Unused sick leave may be carried over from one year to the next and accumulated up to a maximum of 85 days.  Unused sick leave up to the maximum accumulation is paid out to employees only at retirement, in the form of contributions to health insurance premiums or to a 457 retirement plan.

Floating Holidays

Non-union employees receive 3 floating holidays per year. Floating holidays may not be carried over from one year to the next and are not paid out at the end of employment. 

Funeral Leave

Full- and permanent part-time employees receive up to 3 days of funeral leave to attend to funeral and estate matters after the death of the following:

  • spouse or domestic partner
  • child or stepchild
  • parent or parent in-law
  • sibling or sibling in-law
  • grandparent or grandparent in-law
  • grandchild
  • aunt or uncle

Jury Duty

Full-time employees will be paid for time they spend on jury duty. Employees inform their supervisors as soon as possible in advance of the dates and times they are scheduled to report to duty and must report to work before and after jury duty if applicable.  For instance, if they are dismissed from jury duty at 10 am., they must report to work for the remainder of their scheduled work shift.  Employees must also turn over to the City any jury or witness fees they receive (excluding mileage, meal, or parking reimbursement).