A. 
Each permanent employee having the following service hours shall accrue at the following vacation rate for each hour in paid status, not including overtime, and not to exceed credit for more than 80 hours in paid status in any one pay period.
Hours of Service
Earned Per Hour*
0—4,160
.0385
4,161—8,320
.0461
8,321—18,720
.0577
18,721—39,520
.0769
39,521 or more
.0962
Note:
*
Per year equivalents are:
 
.0385 = 10 days
 
.0461 = 12 days
 
.0577 = 15 days
 
.0769 = 20 days
 
.0962 = 25 days
 
2,080 hours = one year of full-time equivalent service
New vacation accrual rates begin within the pay period where the required hours in paid status are completed.
B. 
Vacation earned shall be added to the employee's vacation account upon the completion of the pay period, with no credit to be applied during progress of the pay period. For DSA and PCLEMA employees, no vacation credit shall be given until a new employee has completed 1,040 paid hours, excluding overtime. At the completion of 1,040 paid hours (excluding overtime), the employee will be credited for the prorated vacation hours based upon the hours in paid status.
1. 
An employee with less than 20,800 paid regular hours (10 continuous years of county service) shall not have in his or her vacation account more than 400 hours.
2. 
An employee with more than 20,800 paid regular hours (10 continuous years of county service) shall not have in his or her vacation account more than 520 hours.
C. 
DSA and PCLEMA Represented. Military Leave Accrual Cap Exception. Any employee on active military leave qualifying under Section 3.04.560(B) and reaching the maximum vacation accrual limit as of the time specified in subsection B of this section will, upon his or her return to work be paid in cash, the salary equivalent of hours that would have accrued while on leave in excess of the maximum vacation accrual limit.
D. 
Management, Safety Management, PCLEMA, Unclassified Nonmanagement and Confidential Employees.
1. 
All employees designated as management or confidential by the board of supervisors shall not have in a vacation account more than 520 vacation hours.
2. 
The county executive officer may adjust the vacation accrual rate of management and unclassified nonmanagement employees.
3. 
The appointing authority, upon approval of the county executive officer, may offer a beginning balance of vacation leave upon hire to an eligible candidate.
E. 
DDAA Employees. Upon initial hire of an eligible DDAA candidate, the appointing authority, upon approval of the county executive officer, may offer either or both additional vacation as provided below. Consideration shall be given to labor market conditions, recruiting needs, education, and experience of the eligible candidate as compared to the minimum qualifications for the class.
1. 
Beginning balance of vacation up to a maximum of 80 hours.
2. 
Adjustment of the vacation accrual rate to the equivalent of 12 days or 15 days per year.
(Ord. 5683-B § 16, 2012; Ord. 5700-B § 16, 2013; Ord. 5719-B § 2, 2013; Ord. 6159-B § 1, 2022; Ord. 6161-B § 1, 2022; Ord. 6246-B, 1/23/2024)
A. 
Permanent part-time county employees shall be entitled to vacation leave with pay. Vacation leave shall be earned in the same manner as specified in Section 3.04.475(A).
B. 
The provisions of Section 3.04.475(B), (C) and (D) shall also apply to part-time permanent employees.
C. 
The provisions of Section 3.04.475 and this section shall not be applicable to permanent part-time employees not having definite, fixed hours of employment and whose positions have not been allocated to any department.
(Prior code § 14.410; Ord. 5478-B (Attach. A), 2007; Ord. 5683-B § 17, 2012)
A. 
The time at which vacation leave shall be taken shall be determined by the appointing authority.
1. 
DSA Represented, Management, Confidential and Unclassified Nonmanagement. If such authority does not provide a specific time for vacation leave, an employee may take, as a matter of right, by giving oral notice, the accumulated vacation to his or her credit during the last month of the year following the year in which the vacation credit was earned. An employee on a leave of absence shall be required to use accrued vacation after sick leave has been exhausted for his or her regular work schedule prior to taking unpaid leave.
2. 
PPEO and PPOA Represented Employees. If the appointing authority does not provide a specific time for vacation leave, an employee may take, as a matter of right, by giving written notice, the accumulated vacation to his or her credit during the last month of the year following the year in which the vacation credit was earned. The department head or designee shall approve, disapprove or modify a vacation request within 10 days of the receipt of the request.
B. 
During the last month of the calendar year seniority shall be the criteria used to determine vacations for the following calendar year. After the one-month sign up period, vacations shall be granted on a first-come first-served basis. For PPEO and PPOA represented employees, revised written vacation scheduling procedures may be applied as agreed to by a majority of affected employees and the department head.
C. 
An employee on a medical leave of absence shall be required to use accrued vacation hours after sick leave hours have been exhausted prior to going into an unpaid status, with the exception of leave covered by Pregnancy Disability Leave.
1. 
Employees on a medical leave of absence who are at the vacation cap may request to use their vacation hours, in lieu of accumulated sick leave to bring the vacation balance under the cap. Employees who request vacation hours under this section will be permitted to apply the amount of vacation hours needed to prevent the loss of vacation accrual only.
2. 
An employee granted a personal or educational leave of absence shall be required to utilize all leave balances for the duration of the leave, or until his or her leave balances have been exhausted. Once such leave balances have been exhausted, the employee will be placed in an unpaid status for the duration of the approved leave.
a. 
Management and Confidential Employees. For good cause, the county executive officer may approve unpaid leave for employees on a personal or education leave.
D. 
PPEO, PPOA, DDAA, Placer County Deputy Sheriffs Association Represented, and Unclassified Nonmanagement Employees. Vacation Cash Out. Any employee with a vacation balance of 300 hours or more may request once per calendar year to cash out up to 40 vacation hours of his or her annual vacation accrual in the following calendar year at his or her base hourly rate which shall be defined as the hourly rate on the salary schedule plus any longevity pay if applicable, subject to the following:
1. 
Any employee utilizing this provision will be required to submit an irrevocable election by December 31st of the calendar year prior to the calendar year in which the vacation hours to be cashed out are earned.
2. 
The cash out will coincide with the applicable IRS tax year based upon the check dates.
3. 
The actual payment of the requested hours cannot occur until the hours to be cashed out for that calendar year have accrued. Cash-outs for hours accrued in prior years are not allowed.
4. 
Requested vacation cash outs will be cashed out by the last paycheck of the calendar year in which the vacation hours are earned.
E. 
Ma​nagement, Safety Management and Confidential Employee—Vacation Cash Out. Any employee may request once per calendar year to cash out up to 100% of their annual vacation accrual in the following year at their base hourly rate which shall be defined as the hourly rate on the salary schedule plus confidential pay; additional pays that are percentage based; the hourly proration of any POST, Special Teams, and Wellness monthly incentive allowances based on 2,080 hours annually; and/or longevity pay if applicable. Any employee utilizing this provision will be required to submit an irrevocable election by December 31st of the calendar year prior to the calendar year in which the vacation hours to be cashed out are earned. The cash out will coincide with the applicable IRS tax year based upon the check dates and will be cashed out by the last paycheck of the calendar year in which the vacation hours are accrued. Cash outs for hours accrued in prior years are not allowed.
(Prior code § 14.420; Ord. 5442-B, 2007; Ord. 5443-B, 2007; Ord. 5478-B (Attach. A), 2007; Ord. 5531-B, 2008; Ord. 5627-B § 4, 2010; Ord. 5644-B § 2, 2011; Ord. 5658-B § 3, 2011; Ord. 5683-B § 18, 2012; Ord. 5700-B § 17, 2013; Ord. 5835-B § 5, 2016; Ord. 5903-B § 1, 2018; Ord. 6068-B § 1, 2021; Ord. 6246-B, 1/23/2024; Ord. 6303-B, 3/18/2025; Ord. 6306-B, 4/15/2025)
A. 
Vacation Cash Out at Termination.
1. 
PPEO, PPOA, DDAA, Management, Safety Management, Unclassified Nonmanagement and Confidential Employees. Employees leaving the county service will be paid the monetary value of their earned vacation leave.
2. 
DSA and PCLEMA Represented Employees. Employees leaving the county service after having been paid more than 1,040 hours, excluding overtime, will be paid the monetary value of their earned vacation leave.
B. 
If terminating employees take accrued vacation leave immediately prior to the effective day of their termination, it shall not be necessary to keep the position vacant for the equivalent time of the vacation period.
C. 
Any employee retiring from Placer County service and eligible to receive California Employees' Retirement System (CalPERS) benefits at the time of such retirement may have the full cash value of their vacation deposited into their deferred compensation account(s) (401(k) and 457) subject to the annual IRS limitations. If the employee chooses the option of having the vacation cash value deposited into their deferred compensation account(s), and this value, plus any prior contributions, exceed the IRS annual deferred compensation limits, the excess over the limitations will be cashed out to the employee.
(Prior code § 14.430; Ord. 5478-B (Attach. A), 2007; Ord. 5529-B § 2, 2008; Ord. 5608-B § 3, 2010; Ord. 5627-B § 5, 2010; Ord. 5683-B § 19, 2012; Ord. 5700-B § 18, 2013; Ord. 6218-B, 9/26/2023; Ord. 6246-B, 1/23/2024; Ord. 6303-B, 3/18/2025)
A. 
Management, Safety Management, and PCLEMA Represented Employees. Full-time employees in an active status on or after January 1st of that calendar year shall receive an allotment of management leave hours accrued on January 1st of that calendar year as follows:
1. 
Employees hired, or initially promoted or transferred into a management position classification, prior to December 14, 2013.
a. 
Department heads shall receive 80 hours of management leave each calendar year.
b. 
Management, PCLEMA represented, and safety management employees shall receive 72 hours of management leave each calendar year.
c. 
Management employees are eligible to receive additional hours if four percent of the employee's annual salary exceeds $1,500. The amount of additional hours will be determined by subtracting $1,500 from the four percent amount and dividing the difference by the hourly wage in effect on January 1st of the new calendar year. The annual salary used for this calculation will be the employee's hourly rate on the salary schedule plus longevity if applicable.
2. 
Employees hired, or initially promoted or transferred into a management position classification, on or after December 14, 2013 shall receive a flat amount allotment of 100 hours of management leave each calendar year.
a. 
Employees hired, or initially promoted, or transferred into a management position classification, on or after September 1st of the calendar year shall receive a partial allotment in the amount of 50 hours in the year they are hired unless their start date is after the annual cash out, in which case the employee would not receive an allotment until January 1st of the subsequent calendar year.
3. 
Part-time employees shall receive a prorated allotment based on the ratio of their standard/scheduled hours to a 40-hour week.
4. 
Employees may elect to utilize their management leave hours on payroll as paid leave and/or may receive cash payment for such management leave hours.
a. 
Use of management leave hours for paid leave shall be subject to the same limitations as the use of vacation leave; useable in one-half hour increments, except that no minimum period of employment shall be required before management leave hours may be so utilized.
b. 
Cash payment for such management leave hours will be at the employee's hourly rate from the salary schedule, including additional pays that are percentage based; the hourly proration of any POST, and Hazard Premium pay monthly allowances based on 2,080 hours annually; and longevity if applicable.
c. 
All management leave hours shall be taken as paid time off or paid in cash by the last paycheck of the calendar year (coinciding with the applicable IRS tax year based upon paycheck dates) in which the management leave hours are earned.
5. 
While on a leave of absence, employees will be required to use all management leave balances prior to going into an unpaid status.
B. 
DDAA Represented Employees. Deputy District Attorney/Child Support Attorney Leave shall be provided as set forth in the Memorandum of Understanding between the county and the DDAA.
(Prior code § 14.450; Ord. 5058-B (Attach. 25), 2000; Ord. 5478-B (Attach. A), 2007; Ord. 5644-B § 3, 2011; Ord. 5658-B § 4, 2011; Ord. 5683-B § 20, 2012; Ord. 5725-B § 1, 2013; Ord. 5740-B § 8, 2014; Ord. 6068-B § 1, 2021; Ord. 6161-B § 1, 2022; Ord. 6213-B § 1, 2023; Ord. 6246-B, 1/23/2024)