{"id":455,"date":"2024-12-17T17:32:27","date_gmt":"2024-12-17T17:32:27","guid":{"rendered":"https:\/\/policies.pstcc.edu\/?page_id=455"},"modified":"2025-01-06T00:31:45","modified_gmt":"2025-01-06T00:31:45","slug":"policy-060701","status":"publish","type":"page","link":"https:\/\/policies.pstcc.edu\/?page_id=455","title":{"rendered":"POLICY 06:07:01"},"content":{"rendered":"\n

ANNUAL LEAVE<\/strong><\/h2>\n\n\n\n

This policy is consistent with Tennessee Board of Regents Policy No. 5:01:01:01<\/a>.<\/p>\n\n\n\n

Purpose<\/p>\n\n\n\n

The purpose of this policy is to establish the criteria and process regarding accrual of annual leave for employees at Pellissippi State Community College.<\/p>\n\n\n\n

Policy<\/p>\n\n\n\n

    \n
  1. Introduction\n
      \n
    1. It is the policy of the Tennessee Board of Regents and Pellissippi State
      Community College to provide all regular full-time and part-time employees with
      regular periods of rest and relaxation away from the work environment and to
      recognize length of service.\n
        \n
      1. The appropriate approving authority may require key administrative
        personnel to take a certain number of consecutive days of annual leave
        each year.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
      2. All personnel entitled to accrue annual leave may request use of annual leave at
        any time preferred by application to their proper approving authority.\n
          \n
        1. Such requests are subject to the discretion of the approving authority,
          which is responsible for planning the work under their control, and should
          be approved only at such times as the employee can best be spared.<\/li>\n\n\n\n
        2. In addition, annual leave may be used to remain in an active pay status by
          an employee who has exhausted all sick leave and whose continued
          absence has been approved in accordance with TBR Sick Leave Policy
          5.01.01.07 and PSCC Sick Leave Policy 06:07:07 and\/or TBR Family and
          Medical Leave Act Policy 5.01.01.14 and PSCC Family, Medical, and
          Servicemember Leave Policy 06:07:16.<\/li>\n\n\n\n
        3. However, annual leave may not be used intermittently with leave without
          pay during a continuous FMLA leave period.<\/li>\n<\/ol>\n<\/li>\n<\/ol>\n<\/li>\n\n\n\n
        4. Eligibility to Accrue Annual Leave\n
            \n
          1. Regular full-time employees (excluding nine, ten and eleven-month faculty)
            regardless of probationary status, shall be eligible to accrue annual leave.<\/li>\n\n\n\n
          2. Regular part-time employees, including twelve-month academic personnel
            (excluding nine, ten and eleven-month faculty) scheduled to carry less than a full
            teaching load or its equivalent, regardless of probationary status, shall be eligible
            to accrue annual leave on a prorated basis equal to the percentage of their
            employment to full-time employment.
            POLICY 06:07:01
            ANNUAL LEAVE<\/li>\n\n\n\n
          3. Nine, ten and eleven month academic personnel, full or part-time, whether or not
            compensated over a twelve-month period, shall not be eligible to accrue annual
            leave.<\/li>\n\n\n\n
          4. Temporary employees shall not be eligible to accrue annual leave.\n
              \n
            1. Temporary employees who are subsequently appointed as regular
              employees with no break in service shall become eligible to accrue annual
              leave and shall receive annual leave balances accrued retroactively from
              the date of employment.<\/li>\n\n\n\n
            2. Temporary clerical and support personnel who subsequently become
              eligible to accrue annual leave shall also receive retroactive credit for
              service from the date of employment for the purpose of calculating annual
              leave accrual rates.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
            3. All full-time and part-time employees who are employed pursuant to funds
              available to the College through grants or contracts are not eligible to accrue
              annual leave unless the grant or contract involved provides sufficient funds to
              cover the costs of such leave, or unless eligibility to accrue annual leave is
              approved by the president.<\/li>\n\n\n\n
            4. Student employees shall not be eligible to accrue annual leave.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
            5. Annual Leave Accrual\n
                \n
              1. \n
                  \n
                1. Regular full-time clerical and support personnel (non- exempt) shall accrue
                  annual leave in accordance with the following schedule:Years of ServiceAccrual Rate Per MonthMaximum Annual AccumulationMazimum Total Accumulation Within FYMaximum Accumulation Carried Forward to Next FY0-57.590.0315.0225.05-1011.3135.6405.6270.010-2013.2158.4450.9292.520 or more15.0180.0495.0315.0<\/li>\n\n\n\n
                2. Executive, administrative and professional personnel (exempt), and twelve-month
                  academic personnel (faculty) who are regular full-time employees, who are
                  exempt from the provisions of the Federal Wage and Hour Law, shall accrue
                  annual leave at the rate of 15 hours per month, with the maximum accumulation
                  of 315 hours to be carried forward to the next fiscal year.<\/li>\n\n\n\n
                3. All regular part-time personnel employed on a twelve-month basis and regular
                  part-time personnel on MODFY (modified fiscal year) appointments shall accrue
                  leave on a prorated basis equal to the percentage of their employment compared
                  to full-time employment, with said percentage to be applied to the rate of accrual
                  and maximum accumulation described in items A and B of this section, as
                  applicable.<\/li>\n\n\n\n
                4. Eligible employees shall accrue annual leave from the date of employment. (See
                  Section II.D, providing for retroactive credit for temporary employees who
                  subsequently become eligible to accrue annual leave.)<\/li>\n\n\n\n
                5. Eligible employees earn and accrue annual leave for each month upon completion
                  of a major fraction thereof (i.e., more than fifty percent (50%) of the number of
                  days in the month), and leave may be used when earned, regardless of an
                  employee’s probationary status, subject to the discretion of the approving
                  authority.\n
                    \n
                  1. Annual leave may not be taken before it is earned.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
                  2. Employees otherwise eligible to earn annual leave do not earn or accrue annual
                    leave while on leaves of absence.<\/li>\n\n\n\n
                  3. When an employee who is eligible to accrue annual leave transfers into a nine
                    month academic position (thus becoming ineligible to accrue annual leave), the
                    employee shall take all accrued annual leave prior to the date of transfer unless
                    the appropriate approving authority determines that the services of the employee
                    must continue until the date of transfer. In that event, the employee shall be paid
                    for all accrued annual leave by a lump sum payment at the time of transfer.<\/li>\n\n\n\n
                  4. MODFY employees who are employed during the period which would normally
                    be the non-duty period of their appointment shall accrue annual leave in
                    accordance with items A and B of this section for each month of full-time
                    employment. For part-time employment during that period, MODFY employees
                    shall accrue annual leave on a prorated basis in accordance with item C of this
                    section.<\/li>\n\n\n\n
                  5. Years of Service for Determining Accrual Rate\n
                      \n
                    1. Anniversary date for computation of leave shall be the beginning date of
                      employment for each employee, except when adjustments in the date must
                      be made because of periods of non-accrual, i.e., leaves of absence,
                      temporary breaks in employment, etc. The rate of accrual for employees
                      will be effective the month following the anniversary date. Annual leave
                      shall be accounted for and controlled for maximum accumulation purposes
                      on a fiscal year basis.<\/li>\n\n\n\n
                    2. In determining the amount of full-time or prorated part-time service
                      accrued by an employee, all service accumulated while employed in any
                      agency, office, or department of the State of Tennessee, or in any state
                      college, university, or college of applied technology shall be credited for
                      purposes of leave computation. In addition, any employee who was
                      employed by a public school system as defined in T.C.A. \u00a7 49-1-103 and
                      who becomes an employee eligible to accrue leave in the TBR System
                      shall receive credit for service with said public school system for leave
                      accrual purposes after employment in this System for one continuous year.
                      In order to be eligible to receive credit for the prior service the employee
                      must begin employment in the TBR System within two (2) years from the
                      date of termination with the public school system.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
                    3. Maximum Accumulation\n
                        \n
                      1. The accumulation of annual leave shall not exceed the maximum
                        accumulation indicated in items III.A and III.B of this section, or the
                        proration thereof under item III.C. Annual leave in excess of the
                        maximum may be used during the year in which the excess accrues; in the
                        event it is not so used, it will be transferred to the employee’s accumulated
                        sick leave at the close of the fiscal year, unless the employee is on
                        terminal leave, in which case the full amount of accrued annual leave shall
                        be carried forward.<\/li>\n<\/ol>\n<\/li>\n<\/ol>\n<\/li>\n\n\n\n
                      2. Disposition of Accrued Annual Leave Upon Termination\n
                          \n
                        1. Except as otherwise provided and subject to the limitations stated in this section,
                          upon termination of employment with the Board of Regents or Pellissippi State
                          Community College, an employee shall be paid for all accrued but unused annual
                          leave as of their last working day.\n
                            \n
                          1. Payment shall be by lump sum payment upon separation for reasons other
                            than Retirement.<\/li>\n\n\n\n
                          2. Upon Retirement payment shall be, at the option of the employee, either
                            by terminal leave or by lump sum payment.<\/li>\n\n\n\n
                          3. Whether payment is by terminal leave or lump sum payment, and whether
                            termination is voluntary or involuntary, the discretion to determine the
                            employee’s last working day is reserved to the appropriate appointing
                            authority.<\/li>\n\n\n\n
                          4. Of course, the employee retains the right to make their last working day a
                            date prior to the date established by the appointing authority.<\/li>\n\n\n\n
                          5. In either option, payment should be made with the employee’s normal
                            payroll cycle.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
                          6. Terminal Leave\n
                              \n
                            1. Terminal leave is that period during which an employee remains on the
                              payroll beyond their last working day until all accrued annual leave has
                              been exhausted.<\/li>\n\n\n\n
                            2. If a retiring employee elects to be paid for accrued but unused annual
                              leave by terminal leave, the date on which their annual leave is exhausted
                              shall be the official date of retirement.<\/li>\n\n\n\n
                            3. During a period of terminal leave, an employee shall not earn additional
                              annual or sick leave, shall not be eligible to use sick leave, and shall not be
                              eligible for any salary increase.\n
                                \n
                              1. However, an employee shall receive credit for any official holiday
                                occurring during a period of terminal leave and shall receive the
                                longevity bonus if the anniversary date occurs during the period of
                                terminal leave.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
                              2. During a period of terminal leave, an employee shall continue to be
                                eligible for group health insurance coverage. Premiums for the coverage
                                shall be deducted from terminal leave payments if continued coverage is
                                elected.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
                              3. If a terminating employee elects to be paid for accrued but unused annual leave by
                                lump sum payment, the employee’s last working day shall be the official date of
                                termination.<\/li>\n\n\n\n
                              4. Payment for accrued annual leave under this section shall not be limited to the
                                maximum accumulation amount which may be carried forward from one fiscal
                                year to the next if the last working day occurs prior to July 1 (even if the terminal
                                leave period extends beyond July 1).<\/li>\n\n\n\n
                              5. In the case of death, payment for an employee’s unused accrued annual leave shall
                                be made to the employee’s estate or designated beneficiary.<\/li>\n\n\n\n
                              6. An employee who transfers to another TBR System institution or another state
                                agency shall not be paid for accrued but unused annual leave. Rather, all unused
                                annual leave shall be transferred to the other institution or state agency. (In
                                accordance with TBR Policy No. 5.01.01.06 Leave Transfer Between the State
                                University & Community College System & State Agencies)<\/li>\n\n\n\n
                              7. An employee who is dismissed for gross misconduct, or who resigns or retires to
                                avoid dismissal for gross misconduct shall not be entitled to any compensation for
                                accrued but unused annual leave at the time of dismissal. (For the definition of
                                gross misconduct, refer to TBR Policy 5.01.00.00 and\/or PSCC Policy 06:01:00.)<\/li>\n<\/ol>\n<\/li>\n<\/ol>\n<\/li>\n<\/ol>\n\n\n\n

                                Sources: TBR Policy 05:01:01:01; T.C.A. \u00a7\u00a7 49-8-203; 49-1-103; FMLA; Federal Wage and
                                Hour Law<\/p>\n\n\n\n

                                \n\n\n\n

                                Adopted by TBR August 15, 1975
                                Revised by TBR June 25, 1976
                                Revised by TBR December 2, 1977
                                Revised by TBR June 30, 1978
                                Revised by TBR June 29, 1979
                                Revised by TBR June 26, 1981
                                Revised by TBR September 18, 1981
                                Revised by TBR September 24, 1982
                                Revised by TBR June 24, 1983
                                Revised by TBR September 30, 1983
                                Revised by TBR June 28, 1985
                                Revised by TBR June 26, 1987
                                Revised by TBR December 4, 1987
                                Revised by TBR September 16, 1988
                                Revised by TBR March 17, 1989
                                Revised by TBR March 16, 1990
                                Revised by TBR June 25, 1993
                                Revised by TBR April 2, 2004 (Approved by Finance and Administration, April 23, 2004)
                                Revised by TBR December 7, 2007 (Approved by Finance and Administration, January 23, 2008)
                                Reviewed\/Recommended: President\u2019s Council, November 27, 2023
                                Approved: President L. Anthony Wise, Jr., November 27, 2023<\/p>\n\n\n\n

                                Note: The provisions of this policy adopted at the August 15, 1975 meeting, became effective on
                                January 1, 1976, and changes in eligibility to earn leave or in the amount of leave earned for
                                period of service were prospective only.<\/p>\n","protected":false},"excerpt":{"rendered":"

                                ANNUAL LEAVE This policy is consistent with Tennessee Board of Regents Policy No. 5:01:01:01. Purpose The purpose of this policy is to establish the criteria and process regarding accrual of annual leave for employees at Pellissippi State Community College. Policy Sources: TBR Policy 05:01:01:01; T.C.A. \u00a7\u00a7 49-8-203; 49-1-103; FMLA; Federal Wage andHour Law Adopted by […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"policy-template-1","meta":{"footnotes":""},"class_list":["post-455","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/policies.pstcc.edu\/index.php?rest_route=\/wp\/v2\/pages\/455","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/policies.pstcc.edu\/index.php?rest_route=\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/policies.pstcc.edu\/index.php?rest_route=\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/policies.pstcc.edu\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/policies.pstcc.edu\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=455"}],"version-history":[{"count":1,"href":"https:\/\/policies.pstcc.edu\/index.php?rest_route=\/wp\/v2\/pages\/455\/revisions"}],"predecessor-version":[{"id":457,"href":"https:\/\/policies.pstcc.edu\/index.php?rest_route=\/wp\/v2\/pages\/455\/revisions\/457"}],"wp:attachment":[{"href":"https:\/\/policies.pstcc.edu\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=455"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}