Vacation Policy             

• An employee’s first part-time or full-time date of employment is the established anniversary date for vacation purposes.
• For employees holding two positions, the anniversary date for both jobs is based on the employee’s first date of employment as a part-time or full-time employee.
• If an employee leaves ABX and is rehired with one year, the vacation accrual and anniversary date will be restored to the level they had previously attained. If they are rehired after one year, the vacation accrual and anniversary date will start over.

• Eligible employees begin to accrue vacation time immediately.
• Vacation is accrued every pay period that an employee has compensated hours through the ABX Air payroll system. It is accrued at the following rates:
   

  Years of Part-Time or Full-Time Employment	Vacation Accrued for Every Hour Paid
  Start through the end of the 4th year	0.038461538
  5th year through the end of the 14th year	0.057692308
  15th through the end of the 19th year	0.076923077
  20th year and beyond	0.096153846
  Employees are able to access these hours the year after they are accrued.

• If an employee transfers from one job to another, accrued vacation is credited to the vacation accumulation in the new job. If an employee does not have enough accrued vacation to cover their new hours (i.e., if the employee transfers from a part-time job to a full-time job), supervisors are encouraged to allow the employee to take the time off without pay and code this time as scheduled off.
• For employees holding two positions, vacation is accrued separately for each position. The accrual rate is based on the employee’s first date of employment as a part-time or full-time employee.
• Earned vacation may be used after six (6) months of employment.
• Vacation must be taken in the year after it is earned. If earned vacation is not used prior to the anniversary date, vacation accruals for the next year will be combined with the unused earned vacation balance. However, an employee’s earned vacation balance may never exceed the maximum vacation balance shown below.
• Vacation cannot be carried over except under extraordinary circumstances and with the approval of the Department Vice President and the Vice President of Human Resources.
• Earned vacation is paid at the rate of pay for the job in which the employee is currently assigned when taking vacation.
• The maximum amount of vacation an employee can accrue based on years of service is as follows:
   

  6 months	1 week (40 hours)*
  1 year	1 week (40 hours)*
  2-4 years	2 weeks (80 hours)
  5+ years	3 weeks (120 hours)
  15+ years	4 weeks (160 hours)
  20+ years	5 weeks (200 hours)
  * must be used by the employee’s second anniversary with the company.

• Vacation must be requested and approved in advance through your supervisor. However, vacation may be used during periods of approved Family Medical Leave without advance notice.
• If possible, vacation should be scheduled in weekly increments. Vacation will not be charged for any holiday that falls within your scheduled vacation time.
• Some dates may not be available in some areas due to operational needs.
• If you move to a new position, especially with a different supervisor, you will need to discuss your vacation plans. Time that was approved in one area may not be available in another.

• If an employee transfers from a full-time position to a part-time position, excess vacation is not paid out.
• If an employee is on a leave of absence on their anniversary date, earned vacation will be paid out.
• If an employee separates from the Company prior to 6 months of service, no vacation is paid out.
• If an employee separates from the Company after 6 months, earned vacation will be paid out.
• If an employee transfers from a part-time or full-time position to a casual or temporary position, earned vacation will be paid out at the rate of pay of the casual position.
• If an employee retires from the Company, earned and accrued vacation will be paid out.

• Submit vacation requests as early as possible so your supervisor can approve it and still schedule the remaining staff in an efficient manner.

• Establish a fair process for scheduling employee vacations.
• Approve employee vacation schedules in a timely manner.
• If there are schedule conflicts, be flexible. The first priority is to cover your staffing requirements.