Vacation

Bryant University provides paid vacation time for all regular employees within the following employment categories: 

Full-Time Exempt, Non-Union Employees 

The University expects every exempt, non-union employee to take advantage of their earned vacation as an opportunity to rest and relax away from administrative duties. 

Vacation is computed and earned at the rate of 1 2/3 days per month (pro-rated for employees who work less than 2,080 hours per year). Since vacations are intended to provide rest and diversion from the regular work routine, payment in lieu of time off will not be granted. Regular holidays as published yearly by the University are not charged against vacation time. 

Beginning with the close of the fiscal year on June 30, 2026, and at the close of each fiscal year thereafter, any vacation balance above 1.0 times the annual allotment (160 hours) will be converted into personal time. 

Converted personal time: 

• Remains available for use with supervisory approval 
• Is not subject to an annual maximum or paid out at separation 
• Does not expire 

This adjustment ensures that employees at the accrual cap can continue earning vacation time each fiscal year, reducing the risk of losing valuable time off. 

The following positions are excluded from this benefit and fall under the Flex Time Policy: President, Cabinet members, Chief Officers (Non-Cabinet), Academic Deans and Associate Deans (COB, CAS, SHBS Director/Associate Director), Associate and Vice Provosts, Athletic Coaches, and Athletic Trainers. 

Flexible Time Policy (Flex Plan) provides designated employees with the flexibility to manage their time off without a fixed accrual system. 

The Flex Plan applies to the following positions: 

• President 
• Cabinet Members 
• Chief Officers (Non-Cabinet) 
• Academic Deans and Associate Deans (COB, CAS, SHBS Director/Associate Director) 
• Associate and Vice Provosts 
• Athletic Coaches 
• Athletic Trainers 

Under the Flex Plan: 

• There is no set number of vacation days per month or per year. 
• Employees are responsible for taking time off as needed and working as required, with supervisor approval. 
• Vacation time is not tracked in the payroll system; monthly timesheets for vacation usage are not required. This policy does not affect personal sick time or family sick time. These must continue to be reported in UKG. 
• New hires may take vacation immediately; there is no waiting period for accrual. 

Full-Time Non-Exempt, Non-Union Employees 

Vacation covers regular full-time employees and is pro-rated for employees who work less than 1,820 regular hours per year. It is a benefit, which accrues on regular time hours (not overtime) and may be taken only after it is earned. Payment in lieu of vacation will not be granted except if employment is terminated. Regular holidays as published yearly by the University are not charged against vacation time. 

Service/Maintenance and Public Safety Employees covered by a Collective Bargaining Agreement should refer to their applicable agreement for current vacation schedules. 

Part–Time Non–Exempt, Non-Union (except students and temporary employees) 

Part-time employees accrue a prorated share of the full-time vacation schedule. Maximum accumulation is one and one-half times the prorated allowance. 

• Less than 5 years of service: Hourly accrual of .038461x annual scheduled work hours. 
• 5 or more but less than 10 years of service: Hourly accrual of .057692 x annual scheduled work hours. 
• 10 years or more of service: Hourly accrual of .07692x annual scheduled work hours. 

Payment in lieu of vacation will not be granted except if employment is terminated. 

Illness or death occurrences during a vacation: If an employee is hospitalized during vacation, vacation time can be returned to the employee. If a member of the employee’s immediate family (as defined in the Bereavement section below) dies during the employee’s vacation, vacation time can be returned. Requests for return of vacation time must be submitted to Human Resources. Under no other circumstances can vacation time be returned. 

Accrued and unused vacation time will be paid upon termination of employment. However, vacation time may not be used to extend a terminating employee’s last day of employment.