For each full month completed after initial eligibility, vacation accrues at 0.833 days/month.

After completion of 10 years of service, vacation accrues at 1.250 days/month.

No vacation credits are accumulated during the initial Introductory period. Employees who fail to complete this Introductory period are not eligible to receive any vacation pay. Employees who satisfactorily complete their Introductory period will be awarded retroactive vacation accrual for the 3 months spent as an introductory employee (i.e., 0.833 days multiplied by 3), which shall be treated as a bonus for successful completion of the Introductory period.

Vacation is awarded for full years of service only. After completion of one full year of service, an employee is awarded two weeks (80 hours) of vacation pay. Vacation pay awarded may be used only during the year in which awarded, unless otherwise authorized by the Company.

On the service year anniversary date of each subsequent year (as adjusted), the employee will receive an award of the following amount of vacation pay:

Anniversary of 2nd year through 5th year: 2 weeks (80 hours)

Anniversary of 6th year through 15th year: 3 weeks (120 hours)

Anniversary of 16th year and thereafter: 4 weeks (160 hours)

Vacation time is awarded as of January 1st of each year. The amount of vacation time which will be awarded to regular fulltime employees on the calendar year starting January 1st is calculated as follows:

Employees with more than one year, but less than 5 full years of completed service, as of January 1st will receive 2 weeks (80 hours) of vacation pay which may be used during the calendar year. Employees with 6 years of completed service through 15 years of completed service as of January 1st will receive 3 weeks (120 hours) of vacation pay. Employees with 16 or more years of completed service as of January 1st will receive 4 weeks (160 hours) of vacation pay. Employees with less than one full year of service will receive a pro-rata award of vacation pay, based upon the number of completed full months of service (for example, an employee with 6.5 months of service will receive 1/2 of the vacation pay granted to employees with a full year of service, which amounts to 1 week of vacation (40 hours).

Upon termination of employment, employees will be paid for unused vacation time in their account (including any vacation which was authorized to be carried over from the prior benefit year). Vacation is treated as having accrued only after completion of each full month of service. Thus, no vacation credit will be given for any fractional month of service.

Upon termination of employment, employees will be paid for unused vacation time in their accounts. Because vacation pay is not awarded until after the completion of each successive full year of service, no vacation pay is considered to have been earned nor is any vacation payable for any partial years of service which may have been completed since the last vacation awards were made.

Upon termination of employment, employees will be paid for unused vacation time in their accounts. Because vacation pay is awarded on a yearly basis as a reward for completion of a full year of service, employees will not receive additional vacation pay for partial years of service completed since January 1st of the current year.

In January of each year, the supervisor will hold a meeting to record vacation requests from all employees under his/her supervision, and will create a master vacation calendar in a meeting with all employees. At the start of such meeting, or in an announcement prior to the meeting, the supervisor will list the number of employees who can be permitted to take vacation during the same time period and will also announce black-out periods during which no vacations can be scheduled.

Vacation selection shall proceed in order of seniority (using full years of seniority). If two or more employees have the same length of full years of service (i.e., one has 3 years and 2 months, and another has 3 years and 2.5 months), then they will draw lots to determine the order of selection of vacations.

Once vacations have been scheduled, the Company will make every effort to honor the requests for these specific vacation times. However, employees are encouraged to check with their supervisors about departmental workloads before purchasing non-refundable tickets or making deposits, and should try to purchase tickets as close to the time of departure as is possible, because circumstances occasionally do arise when a scheduled vacation must be canceled for some reason (such as unforeseen workload requirements or unexpected hospitalization of a coworker). While we will try to honor specific vacation requests where we can, we reserve the right to require that vacations be reset if unexpected problems arise. If a scheduled vacation is cancelled by the Company less than thirty (30) days before it was to be taken, the employee will have the option of resetting the vacation to the next available date; carrying over the vacation to the next year (up to a maximum of four weeks for the year); or being paid in lieu of taking the vacation.

Accrued vacation days only will remain in the employee's account for twelve consecutive calendar months, after which any unused vacation time will be treated as forfeited, unless the employee has been asked to defer the vacation in the interests of the Company or unless the employee has applied for and received advance permission to carry vacation time forward in order to apply the same to a foreseeable impending absence (such as maternity leave, extensive surgery, or similar reasons).

Once the vacation schedule is set, the employee normally will be expected to take a vacation at the time selected, unless the employee obtains permission from the supervisor at least two weeks before the original vacation date to reset the vacation to a different time period. Failure to take scheduled vacation at the time selected may result in forfeiture of the vacation time, unless the Company has requested the change in scheduling or the employee presents acceptable extenuating reasons to allow the vacation to be reset. While this provision may seem harsh, the Company has determined that it has too many workaholics and procrastinators who inevitably will wait until the last minute to try to set vacations or who pick dates desired by others and then cancel (causing coworkers to want to strangle them), and also has too many worriers who keep banking their vacation days for fear that they might possibly need them for some unknown potential catastrophe. Usually, these are the individuals who are in most need of time away from the office, so this approach has been adopted in the hopes of pushing these employees into actually taking their vacation time.

Special arrangements may be made in the case of employees who wish to bank vacation time in order to use it for a foreseeable future absence (such as childbirth or anticipated surgery), or who want to reschedule vacation days when such a situation arises. It is very important to notify your supervisor as soon as possible of the anticipated dates of the absence in order to allow any necessary scheduling changes to be made (as other coworkers may want the vacation time slot which you are giving up, or may have spoken for the time when you will be out - and these coworkers are likely to be most upset if you wait until the last minute to mention that you want to change the schedule). Belated requests for changes in vacation scheduling may result in denial of the request to apply vacation time to the absence and/or insistence that the absence be postponed to a date when it can be better accommodated (if this is a viable option).

Once accrued, vacation may be scheduled at any time during the year, subject to approval of the supervisor. Employees are cautioned that requests for use of vacation in the last two months of the year, as well as in July, are very popular. Only a limited number of these requests can be approved, so it is advisable to request such time early. Where more employees have requested time off during these time periods than can be accommodated by their department, the supervisor usually will hold a meeting of the employees to decide upon an equitable way to allocate popular vacation times.

Once vacations have been scheduled, the Company will make every effort to honor the requests for these specific vacation times. However, employees are encouraged to check with their supervisors about departmental workloads before purchasing non-refundable tickets or making deposits, and should try to purchase tickets as close to the time of departure as is possible, because circumstances occasionally do arise when a scheduled vacation must be canceled for some reason (such as unforeseen workload requirements or unexpected hospitalization of a coworker). While we will try to honor specific vacation requests, we reserve the right to require that vacations be reset if unexpected problems arise. If a scheduled vacation is cancelled by the Company less than thirty (30) days before it was to be taken, the employee will have the option of resetting the vacation to the next available date; carrying over the vacation to the next year (up to a maximum of four weeks for the year); or being paid in lieu of taking the vacation.

Accrued vacation days only will remain in the employee's account for twelve consecutive calendar months, after which any unused vacation time will be treated as forfeited, unless the employee has been asked to defer the vacation in the interests of the Company or unless the employee has applied for and received advance permission to carry vacation time forward in order to apply the same to a foreseeable impending absence (such as maternity leave, extensive surgery, or similar reasons).