Paid Time Off

CSUF Provides Paid Time Off

California State University, Fullerton provides employees with a bank of hours to use as the need or desire arises. Explore the tabs below to learn more.

Vacation Leave & Carryover Rules

Vacation Leave is an accrued benefit which provides time off with pay with management approval.


All employees are eligible for vacation except those whose vacation accrual = 3 on the CSU Salary Schedule. (Note: Per the 1874 Impact Agreement with bargaining unit R04, a select group of Student Service Professional employees are allowed to accrue vacation at 16 hours per month, as long as they are in the appropriate classification. Part-time employees will receive a pro-rated amount.)

Accrual Eligibility:

Vacation is accrued following completion of a qualifying month-of-service. A qualifying month-of-service consists of 11 days or more of pay in a pay period for full-time and part-time employees. For intermittent employees, a qualifying month-of-service consists of 160 hours.

Accrual Rate/Amount:

Some employee groups accrue vacation at a rate based on total State Service. Others accrue vacation at a flat rate regardless of State Service. The amount of accrual is based on the employee's time base, i.e., full-time = full rate; part-time = pro-rated rate; intermittent = full-time rate after a month of qualifying service.

Group Vacation Rate Based On: Article #
R01 Length of State Service 22
R02 Length of State Service 14
R03 Flat Rate 34
R04 Length of State Service 26
R05 Length of State Service 14
R06 Length of State Service 16
R07 Length of State Service 14
R08 Length of State Service 18
R09 Length of State Service 14
Confidentials, Management, President Flat Rate Chancellor's Office Coded Memorandum
Other Non-Rep Contact Payroll Office  

Schedule of Vacation Rate Increases (Based on full-time)
Length of Service Monthly Allowance Annual Allowance
1 - 36 months (3 years) 6 2/3 hours 10 days
37 - 72 months (6 years) 10 hours 15 days
73 - 120 months (10 years) 11 1/3 hours 17 days
121 - 180 months (15 years) 12 2/3 hours 19 days
181 - 240 months (20 years) 14 hours 21 days
241 - 300 months (25 years) 15 1/3 hours 23 days
301 months and over 16 hours 24 days
Flat Rate 16 hours 24 days


  1. To be eligible to use vacation, an employee must be in active status (not on leave or 10/12 or 11/12 month off).
  2. Accruals earned after 11 days of pay cannot be used until the first day of the following pay period.
  3. Vacation may be used in increments of hours and tenths of hours.

Vacation Maximums:

  1. All employees eligible to earn vacation (represented and un-represented) may accumulate unused vacation hours provided that, on December 31 the limit is not exceeded. The vacation accumulation limits are:

    Vacation Maximums
    Group Length of Service Vacation Maximum
    R01, R02 & R05 thru R09 10 years or less
    More than 10 years
    272 hours
    384 hours
    R03, R04 10 years or less
    More than 10 years
    320 hours
    440 hours
    Confidential Regardless of service 384 hours
    Management 10 years or less
    More than 10 years
    384 hours
    440 hours
    President Regardless of service 480 hours
    Other Non-Represented Contact Payroll Office  
  2. After one full year of employment R03 employees who accrue vacation must use 40 hours of vacation during the calendar year or lose that part of 40 that is unused. For part-time employees, the amount to be used is based on a pro rata basis.
  3. Under certain conditions, as specified in the bargaining unit contractsOpens in new window , employees may be allowed to carry over more vacation than their maximums, if authorized by the supervisor and the appropriate Vice President.

Separations, Transfers and Temporary Reassignments:

  1. Upon separation from State Service some represented employees are entitled to a lump-sum payout. Employees who move to an academic-year position or to a position in which vacation credits are neither accrued nor used are entitled to receive a lump-sum payment for the balance at the time of the appointment to the other position. Employees leaving CSU to another State agency in which vacation credits are accrued and used differently are entitled to receive lump-sum payment for the balance at the time of separation.
    1. If the separation is with fault (AWOL or Disciplinary), or the employee has moved to a class not eligible for vacation, the amount of lump-sum vacation cannot exceed the available balance.
    2. If the separation is without fault, the lump-sum vacation amount is computed by projecting the accumulated time on a calendar basis so that the lump-sum amount will equal the amount which the employee would have been paid had the employee taken the time off but not separated.
  2. Employees who are separated to move to another campus or non-CSU position within State Service may be allowed to carry over a mutually agreed upon vacation balance. (Note: "Mutually agreed" implies agreement between the employee and the new employer).

Forms Used:

Attendance Recording:

Enter the number of hours and tenths of hours taken for time reporter code "VA" on Absence and Additional Time Worked Report - CMS 634.

Information presented is for educational purposes only. The most current labor contracts, State Administrative Manual or other sources contain the updated official rules, regulations and policies.

Bereavement/Funeral Leave

Jury Duty

An employee who is summoned for jury duty service is eligible for paid jury duty leave for the days that he/she actually reports to jury duty. On-call jurors who are not required to report for jury duty service are not eligible for paid jury duty leave.

Depending on the employee's category, an hourly employee or an employee that works less than full time, is eligible for time off with pay for jury duty for only those hours he/she was scheduled to work.

To initiate Jury leave, indicate the time served on the attendance form #634 in section 7F. Attach the Jury notice and monies received to form #634 and forward to your attendance reporting clerk.

Additional Information: