Earned Benefit Leave Types
Compensatory Time Off (CTO)
Overtime
Overtime is defined as authorized time worked in excess of forty (40) hours in a seven (7) consecutive twenty-four (24) hour period beginning at 12:01 a.m. on Sunday and ending at 12:00 midnight the following Saturday. For employees assigned to a 9/80 work schedule, overtime is defined as authorized time worked in excess of forty (40) hours in seven (7) consecutive twenty-four (24) hour periods beginning at 12:01 p.m. on Friday and ending at 12:00 p.m. (noon) on the following Friday. For the purposes of administering a 3/12 work schedule, overtime shall be defined as time worked in excess of eighty (80) hours within a fourteen (14) day schedule. Overtime shall be compensated in cash or in compensatory time off (CTO) as determined by the President and shall be paid only as provided in the Fair Labor Standards Act (FLSA). Employees eligible to receive overtime shall be compensated at the rate of one and one-half times their hourly straight time rate.
All employees shall be classified as either exempt or non-exempt for purposes of compliance with FLSA requirements for payment of overtime or compensatory time off (CTO).
Overtime must be authorized before the time is actually worked. The total hours authorized must be recorded on the form STD 682 and signed by the person authorized to approve overtime work. After the overtime is worked, the actual hours worked are recorded in the last column (do not record the hours at time and one-half). The form is certified by the employee's signature and the supervisor's signature and is then sent to Payroll Services on the posted due date. Record the overtime hours on form STD 634 on line 7H for straight time worked in excess of the employees scheduled work week but less than 40 hours in a work week, on line 7I for premium time worked in excess of 40 hours in a work week and line 7F when CTO hours are being used.
Pay Day:
Overtime is paid on the mid-month pay day following the pay period in which the overtime work was performed, provided the Overtime & Shift Differential Request form was turned in by the posted deadline.
Compensatory Time Off (CTO)
Requests for scheduling CTO shall be submitted to the appropriate administrator at least seven (7) days in advance (with the exception of Units 1,3,4, and 8 - see appropriate Collective Bargaining Agreement
). CTO shall be scheduled and taken only as authorized by the appropriate administrator. CTO should be taken within the year it is earned whenever possible. If an employee has been unable to take his/her CTO and has a CTO balance in excess of the number of hours allowable in their Collective Bargaining Agreement
, he/she shall be paid in cash for all hours in excess of the allowable number of hours in their Collective Bargaining Agreement
. Straight time overtime provisions apply to certain classifications (see salary schedule for list of eligible classes at http://www.calstate.edu/HRAdm/SalarySchedule/Salary.aspx
Computing Hours Worked:
In computing and reporting the number of hours worked in a work week, the following rules apply:
- Paid holidays, paid sick leave, vacation and paid compensating time off are considered as time worked.
- The following symbols should be used to identify overtime hours on STD 682:
|
Symbol |
Definition |
|---|---|
|
P |
Extra hours worked for cash payment at straight time |
|
PP |
Overtime hours which are paid at premium pay rates (e.g. time and one-half) |
|
W |
Extra hours worked at straight time for CTO |
|
PW |
Extra hours which are to be credited at premium CTO rates (e.g. time and one-half) |
Call Back Time:
The majority of the Collective Bargaining Agreements (CBA)
follow this rule; Call-Back work is work performed at a time outside of and not continuous with an employee's regular work schedule. An employee called back to work shall receive no less than three (3) hours pay at the overtime rate unless such call-back is within three (3) hours of the beginning of the employee's next shift, in which case the employee shall only be paid for the hours remaining before the beginning of the employee's next shift. (See the appropriate CBA for the actual number of hours the employee will be compensated.)
Earnings Eligibility:
Refer to the appropriate Collective Bargaining Agreement (CBA)
.
Usage:
To be entitled to use CTO, an employee must be eligible and in active employment status.
CTO Cash Out:
- The Fair Labor Standards Act (FLSA) and some union contracts require payment of CTO hours, which exceed a certain level.
Separations, Transfers, Reassignments:
Upon separation from State Service employees are entitled to a lump-sum payment for any accumulated CTO hours.
Per FLSA, if the provisions of FLSA are in conflict with the union contracts, the FLSA shall be controlling unless the contract provides a greater benefit.
|
Unit |
Compensation |
Ref |
|---|---|---|
|
R01 |
Not eligible for overtime compensation |
FLSA |
|
R02 |
For non-exempt employee, "overtime shall be compensated in cash for CTO as determined by the President (or his or her designee). CTO in excess of one hundred twenty (120) hours as of December 31, must be paid in cash for all hours in excess of 120."(Contract) CTO in excess of 240 hours at any time, must be paid in cash, (FLSA) |
Article 19 and FLSA |
|
R03 |
Not eligible for overtime compensation |
FLSA |
|
R04 |
For non-exempt employees, "all overtime hours worked shall be compensated in cash or CTO as determined by the appropriate administrator. Overtime worked beyond the accrual of two hundred and forty (240) hours shall be paid in cash. "When there is no Contract negotiated, ALL OVERTIME MUST BE PAID IN CASH" |
Article 28 |
|
R06 |
"All overtime hours worked shall be compensated by cash or compensatory time as determined by the appropriate administrator. All overtime worked beyond the accrual of two hundred and forty (240) hours of compensatory time shall be paid in cash. Shift differentials and the asbestos pay differential, where applicable shall be included in the regular hourly rate of pay. All other payments and allowances are not included in the regular hourly rate of pay." CTO in excess of 240 hours at any time must be paid in cash. (FLSA) |
Article 23 and FLSA |
|
R08 |
All overtime hours worked shall be compensable by cash or compensatory time off, as determined by the Chief of Police." (Contract) CTO in excess of 480 hours at any time must be paid in cash. (FLSA) |
|
Required Forms:
Attendance Recording:
State and Federal laws require that all CTO be recorded. Failure to report CTO could result in substantial fines to the campus.
- When an eligible employee earns CTO report the hours on form STD 682 and submit it with the employee's CMS 634 form.
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.
Holiday Credit
With the exception of retired annuitants and employees in “academic-year” pay classifications, employees in bargaining units R01 through R09 who work on holidays receive CTO or cash. Certain excluded employees who work on holidays receive Holiday Credit (HC) or cash. The amount of compensation (straight time or time and one-half) for working on holidays depends on collective bargaining agreement
language and whether the employees are exempt or non-exempt from the Fair Labor Standards Act. (Note: prior to collective bargaining, all employees who worked on a holiday earned Holiday Credit thus, some employees in bargaining units R01 through R09 may still have some old holiday credits on the books.)
Separations, Transfers, and Reassignments:
Upon separation from State service, employees are entitled to a lump-sum payment for any accumulated holiday credit hours.
Forms Used:
Holiday Credit for Intermittent Employees:
Holiday pay for intermittent employees is based on the number of hours worked in the pay period (and hours covered by leave credits) in which the holiday is scheduled. Do not include Personal Holiday.
|
Number on Pay Status During Pay Period* |
Number of Hours of Holiday Pay Due |
|---|---|
|
0 - 10.9 |
0 |
|
11 - 30.9 |
1 |
|
31 — 50.9 |
2 |
|
51 — 70.9 |
3 |
|
71 — 90.9 |
4 |
|
91 — 110.9 |
5 |
|
111 — 130.9 |
6 |
|
131 — 150.9 |
7 |
|
151 or over |
8 |
*Note: Informal time off granted by the Governor usually has a different schedule.
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.
Overtime
Overtime is defined as authorized time worked in excess of forty (40) hours in a seven (7) consecutive twenty-four (24) hour period beginning at 12:01 a.m. on Sunday and ending at 12:00 midnight the following Saturday. For employees assigned to a 9/80 work schedule, overtime is defined as authorized time worked in excess of forty (40) hours in seven (7) consecutive twenty-four (24) hour periods beginning at 12:01 p.m. on Friday and ending at 12:00 p.m. (noon) on the following Friday. For the purposes of administering a 3/12 work schedule, overtime shall be defined as time worked in excess of eighty (80) hours within a fourteen (14) day schedule. Overtime shall be compensated in cash or in compensatory time off (CTO) as determined by the President and shall be paid only as provided in the Fair Labor Standards Act (FLSA). Employees eligible to receive overtime shall be compensated at the rate of one and one-half times their hourly straight time rate.
All employees shall be classified as either exempt or non-exempt for purposes of compliance with FLSA requirements for payment of overtime or compensatory time off (CTO).
Overtime must be authorized before the time is actually worked. The total hours authorized must be recorded on the form STD 682 and signed by the person authorized to approve overtime work. After the overtime is worked, the actual hours worked are recorded in the last column (do not record the hours at time and one-half). The form is certified by the employee's signature and the supervisor's signature and is then sent to Payroll Services on the posted due date. Record the overtime hours on form STD 634 on line 7H for straight time worked in excess of the employees scheduled work week but less than 40 hours in a work week, on line 7I for premium time worked in excess of 40 hours in a work week and line 7F when CTO hours are being used.
Pay Day:
Overtime is paid on the mid-month pay day following the pay period in which the overtime work was performed, provided the Overtime & Shift Differential Request form was turned in by the posted deadline.
Compensatory Time Off (CTO)
Requests for scheduling CTO shall be submitted to the appropriate administrator at least seven (7) days in advance (with the exception of Units 1,3,4, and 8 - see appropriate Collective Bargaining Agreement
). CTO shall be scheduled and taken only as authorized by the appropriate administrator. CTO should be taken within the year it is earned whenever possible. If an employee has been unable to take his/her CTO and has a CTO balance in excess of the number of hours allowable in their Collective Bargaining Agreement
, he/she shall be paid in cash for all hours in excess of the allowable number of hours in their Collective Bargaining Agreement
. Straight time overtime provisions apply to certain classifications (see salary schedule for list of eligible classes at http://www.calstate.edu/HRAdm/SalarySchedule/Salary.aspx
Computing Hours Worked:
In computing and reporting the number of hours worked in a work week, the following rules apply:
- Paid holidays, paid sick leave, vacation and paid compensating time off are considered as time worked.
- The following symbols should be used to identify overtime hours on STD 682:
|
Symbol |
Definition |
|---|---|
|
P |
Extra hours worked for cash payment at straight time |
|
PP |
Overtime hours which are paid at premium pay rates (e.g. time and one-half) |
|
W |
Extra hours worked at straight time for CTO |
|
PW |
Extra hours which are to be credited at premium CTO rates (e.g. time and one-half) |
Call Back Time:
The majority of the Collective Bargaining Agreements (CBA)
follow this rule; Call-Back work is work performed at a time outside of and not continuous with an employee's regular work schedule. An employee called back to work shall receive no less than three (3) hours pay at the overtime rate unless such call-back is within three (3) hours of the beginning of the employee's next shift, in which case the employee shall only be paid for the hours remaining before the beginning of the employee's next shift. (See the appropriate CBA for the actual number of hours the employee will be compensated.)
Earnings Eligibility:
Refer to the appropriate Collective Bargaining Agreement (CBA)
.
Usage:
To be entitled to use CTO, an employee must be eligible and in active employment status.
CTO Cash Out:
- The Fair Labor Standards Act (FLSA) and some union contracts require payment of CTO hours, which exceed a certain level.
Separations, Transfers, Reassignments:
Upon separation from State Service employees are entitled to a lump-sum payment for any accumulated CTO hours.
Per FLSA, if the provisions of FLSA are in conflict with the union contracts, the FLSA shall be controlling unless the contract provides a greater benefit.
|
Unit |
Compensation |
Ref |
|---|---|---|
|
R01 |
Not eligible for overtime compensation |
FLSA |
|
R02 |
For non-exempt employee, "overtime shall be compensated in cash for CTO as determined by the President (or his or her designee). CTO in excess of one hundred twenty (120) hours as of December 31, must be paid in cash for all hours in excess of 120."(Contract) CTO in excess of 240 hours at any time, must be paid in cash, (FLSA) |
Article 19 and FLSA |
|
R03 |
Not eligible for overtime compensation |
FLSA |
|
R04 |
For non-exempt employees, "all overtime hours worked shall be compensated in cash or CTO as determined by the appropriate administrator. Overtime worked beyond the accrual of two hundred and forty (240) hours shall be paid in cash. "When there is no Contract negotiated, ALL OVERTIME MUST BE PAID IN CASH" |
Article 28 |
|
R06 |
"All overtime hours worked shall be compensated by cash or compensatory time as determined by the appropriate administrator. All overtime worked beyond the accrual of two hundred and forty (240) hours of compensatory time shall be paid in cash. Shift differentials and the asbestos pay differential, where applicable shall be included in the regular hourly rate of pay. All other payments and allowances are not included in the regular hourly rate of pay." CTO in excess of 240 hours at any time must be paid in cash. (FLSA) |
Article 23 and FLSA |
|
R08 |
All overtime hours worked shall be compensable by cash or compensatory time off, as determined by the Chief of Police." (Contract) CTO in excess of 480 hours at any time must be paid in cash. (FLSA) |
|
Required Forms:
Attendance Recording:
State and Federal laws require that all CTO be recorded. Failure to report CTO could result in substantial fines to the campus.
- When an eligible employee earns CTO report the hours on form STD 682 and submit it with the employee's CMS 634 form.
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.
Personal Holiday
A Personal Holiday (PH) is a paid day off credited to employees at a specified time for use during the calendar year.
Eligibility:
All employees are entitled to one Person Holiday per calendar year, January 1 through December 31.
Earning Eligibility:
Eligible employees are entitled to one Personal Holiday per calendar year, January 1 through December 31.
Usage:
- To be entitled to use a PH an employee must be eligible and in active employment status.
- The amount of the PH usage is based on an employee's time base at the time it is reported as used.
- PH cannot be used in increments.
- If a PH is not taken by December 31, it is forfeited.
Separations, transfer, and reassignments:
Non-academic employees
- An employee who separated prior to using his or her PH is entitled to a lump-sum payment for the amount of which the employee is entitled on the effective date of separation. A separating employee is entitled to receive PH credit to the new calendar year if the projection of other lump sum credits, i.e., vacation, holidays, extends into the following calendar year. (If separated with fault, (AWOL, Disciplinary), PH cannot be projected.)
Forms Used:
Attendance Recording:
- For full time and part time employees, enter a "1" on the "PH" line on the CMS 634 form.
- For Intermittent employees, enter "PH" and the number of hours they are entitled to on the Intermittent Timesheet. (See the holiday schedule below.)
Holiday pay for intermittent employees is based on the number of hours worked in the pay period (and hours covered by leave credits) in which the holiday is scheduled. Do not include other holiday hours.
|
Hours on Pay Status During Pay Period* |
Number of Hours of Holiday Pay Due |
|---|---|
|
0 - 10.9 |
0 |
|
11 - 30.9 |
1 |
|
31 - 50.9 |
2 |
|
51 - 70.9 |
3 |
|
71 — 90.9 |
4 |
|
91 — 110.9 |
5 |
|
111— 130.9 |
6 |
|
131 — 150.9 |
7 |
|
151 — over |
8 |
- *Note: Informal time off granted by the Governor usually has a different schedule.
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.
Sick Leave
An accrued benefit which provides time off with pay due to personal illness or injury, due to dental, eye, or other physical or medical examinations or treatments by a licensed practitioner; to care for ill or injured family members; or due to death of a family member.
Eligibility:
All employees are eligible except for the following:
- Volunteers
- Graduate Assistants
- Resident Assistants
- Note Takers
- Readers
- Student Employees
- Retired Annuitants (except those participating in the Faculty Early Retirement Program)
- Special pay classifications, e.g., summer session, extension, special session, special consultants, substitute faculty.
Accrual Eligibility:
Sick Leave is accrued following completion of each qualifying month pay period. A qualifying pay period consists of 11 days or more of pay in a pay period for full-time and part-time employees. For intermittent employees, a qualifying pay period consists of 160 hours in a pay period.
Accrual Rate/Amount:
The full-time Sick Leave rate of accrual for all employees is 8 hours per qualifying monthly pay period. The amount of accrual is based on the employee's time base, e.g., full-time = flat rate; part-time = pro-rated rate; intermittent = full-time rate after a month of qualifying service.
- At the time of Service Retirement and appointment into the Faculty Early retirement Program (FERP), the participant may elect to carry over up to 48 hours of Sick Leave from their previous position to their FERP position.
- There is no limit to the amount of sick leave that can be accumulated except for FERP employees who may accumulate up to 160 hours during their total FERP employment period. If they use any part of the 160 hours, they do not accrue any additional sick leave.
Usage:
- To be entitled to use Sick Leave, an employee must be eligible and in active employment status.
- Sick Leave may be used in increments of hours and tenths of hours.
- Employees in classifications that are exempt from the Fair Labor Standards act cannot be docked or have their leave credits charged for a partial days' absence. Use of sick leave or use of a dock may be utilized for absences of a full day. A full day is whatever an employee's normal schedule is, e.g., if they are only scheduled to work 4 hours on Friday and they call in sick for the day, they must charge 4 hours of sick leave. However if, for example, a full-time faculty member (or any academic-year classified employee) calls in sick for a day that they have classes, they must charge sick leave until they are available for work . This applies even though the employee may not have any other scheduled duties for the rest of their absence. The reason for this is that faculty are being paid for all days shown on the Academic Certification and Pay Period Calendar regardless of their actual work schedule.
- Exempt employees cannot be charged for partial day absences.
- Sick Leave may be used to care for ill or injured "immediate" family members within the following maximums for the calendar year:
|
Sick Leave for Family Care Maximums |
||
|---|---|---|
|
Unit |
Contract Provision |
Article |
|
R01 |
Illness or injury in the immediate family; and sick leave for family care is primarily for emergency situations. Up to five (5) days of accrued sick leave credit may be used for family care during any one (1) calendar year. |
14.7 |
|
R02 |
Sick leave for family care is primarily for emergency situations. Up to ten(10) days of accrued sick leave credit may be used for family care during any one (1) calendar year. The appropriate administrator may authorize an additional five (5) days of accrued sick leave credit for family care during one (1) calendar year. |
15.9 |
|
R03 |
Sick leave for family care is primarily for emergency situations. Up to forty (40) hours of accrued sick leave credit may be used for family care during any one (1) calendar year. |
24.13 |
|
R04 |
Sick leave for family care is primarily for emergency situations. Up to five (5) days of accrued sick leave credit may be used for family care during any one (1) calendar year. The appropriate administrator may authorize the use of additional sick leave for family care. |
19.12 |
|
R06 |
Sick leave for family care, as defined in 18.10, is primarily for emergency situations. Up to seven (7) days of accrued sick leave credit may be used for family care during any one (1) calendar year. The appropriate administrator may authorize the use of additional sick leave for family care upon request by an employee. Upon mutual agreement between the employee and appropriate administrator, an employee may use more than seven (7) days of sick leave for Family Care and Medical Leave as provided in Article 19. |
18.9 |
|
R08 |
Up to five (5) days of accrued sick leave credit may be used for family care during any one calendar year. |
22.2 |
- Note: Some contracts allow employees additional family care sick leave beyond the maximums. For employees who have exceeded their maximums, a memorandum is required from the appropriate administrator if they are granted additional time.
- Employees may use their personal sick leave for the death/bereavement of a qualifying close relative(SD). Sick Death may only be used after Funeral Leave (FL) is exhausted.
Forms Used:
Attendance Recording:
Sick leave is recorded on three (3) seperate lines:
- If sick leave is used for the employee, enter the number of hours used on the "SL" line.
- If sick leave is used for the employee's family, enter the number of hours used on the "SLF" line.
- If sick leave is used for bereavement, enter the number of hours used on the "SLD" line. (Note: The employee's CMS 634 form must indicate relationship of deceased under "Relationship To the Deceased".)See Bereavement Leave
for additional information.
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.
Vacation
Vacation Leave
An accrued benefit which provides time off with pay with management approval.
Eligibility:
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 |
Usage:
- To be eligible to use vacation, an employee must be in active status (not on leave or 10/12 or 11/12 month off).
- Accruals earned after 11 days of pay cannot be used until the first day of the following pay period.
- Vacation may be used in increments of hours and tenths of hours.
Vacation Maximums:
- 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
|
272 hours
|
|
R03, R04 |
10 years or less
|
320 hours
|
|
Confidential |
Regardless of service |
384 hours |
|
Management |
10 years or less
|
384 hours
|
|
President |
Regardless of service |
480 hours |
|
Other Non-Represented |
Contact Payroll Office |
|
- 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.
- Under certain conditions, as specified in the collective bargaining agreement
, 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:
- 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.
- 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.
- 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.
- 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:
- CMS 634 - Absence and Additional Time Worked Report
- Intermittent Time Sheet
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.
