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Vacation Leave Benefits
Vacation Leave Benefits

Annual/Monthly rate vacation hours are earned monthly based on years of full-time service


Full-time Staff Vacation Benefits

First 3 Years of Employment

3rd Anniversary

5th Anniversary

10th Anniversary +

12 days/year at
8 hours/month

15 days/year at
10 hours/month

20 days/year at
13.3 hours/month

21 days/year at
14 hours/month


Full-time Administrator Vacation Benefits

First 10 Years of Employment

10th Anniversary +

20 days/year at
13.3 hours/month

21 days/year at
14 hours/month

  • Vacation leave is available to full time staff after 90 calendar day new staff employee probation.

  • Full annual vacation accrual is credited at the beginning of each fiscal year (or prorated upon employment), but is earned monthly on the last day of each month, provided the employee is in paid status. 

  • Vacation requests must be approved by the supervisor in advance of leave.

  • Providing quality academic and student services to our students is our priority and therefore, all staff and administrator requests for days off during the week before the semester begins and the first week of classes each semester should be very limited.A written request with rationale from the employee must be submitted to and approved by the appropriate Vice President, then forwarded to the appropriate HR Consultant to be included in the personnel file before vacation leave is taken during those critical periods each semester.

  • A maximum of three consecutive weeks of vacation may be taken.

  • Full-time employees can roll over a maximum of 120 hours of accrued, unused vacation each fiscal year. 

  • Earned but unused vacation hours are paid out at termination of full time employment, retirement, or status change to a non-benefits eligible position.  In addition, up to a maximum of 80 hours earned vacation rolled from the previous year are paid at termination of employment, retirement, or status change to a non-benefits eligible position.  Vacation hours that have been used but have not yet been earned must be repaid upon termination of employment or change to a non-benefits eligible position. 

To assure sufficient funding to cover earned vacation balances, employees funded by a grant must use all earned vacation hours by the end of the grant funding year.  In the event that grant employment ends, payment for earned but unused vacation hours is contingent upon the availability of grant funds for such payment, and is not eligible to be paid from non-grant funds.

If you need more information or have questions, contact Collin College HR at the Collin Higher Education Center (CHEC): Christina Canales at 972-599-3164 or Mae Francis at 972-548-6659.