2017-18 Winter Holiday Closure FAQs

The responsible Dean or Vice Chancellor (i.e., the Organization Head to whom this responsibility is delegated) will identify those services that are essential to remain open and the departments or resources needed.

As in previous years, employees will be given the option of using accrued vacation, accrued compensatory time off, if applicable, or leave without pay. The option of compensatory time off does not apply to exempt employees, who do not earn compensatory time. (See question #7 below.)

Yes. These options can be applied either independently or in combination. Staff should arrange in advance with their respective supervisors to utilize either vacation, compensatory time off (if available), or leave without pay for the two days that are not among the University’s paid holidays.

Yes. Most of the collective-bargaining agreements contain specific provisions allowing the University to present these options to represented employees. Additionally, all of the bargaining units have been provided ample notice regarding the upcoming closure and the options available to employees during this two-day period. Please consult Labor Relations in Campus Human Resources or Health Sciences Human Resources if you have any questions.

Yes. For the holiday closure, policy-covered probationary employees who may not be eligible otherwise, may utilize vacation accruals before having completed six continuous months on pay status.

For this closure period only, staff who wish to use vacation, but do not have sufficient time accrued, may utilize two days of vacation leave in advance of accrual. Alternatively, employees with accrued compensatory time off may elect to use compensatory time to cover the days off. Leave without pay (LWOP) may also be utilized.

No. For purposes of the closure only, up to two days of unpaid leave shall be considered time on pay status for the purpose of accruing vacation credits and sick leave. In order to ensure that employees receive their full vacation and sick accruals for this period, PTR preparers will need to make manual adjustments. Detailed processing information to PTR preparers will be forthcoming.

UCRP service credit is earned proportionally to the number of hours paid in the month. So, if someone uses LWOP for the holiday closure, then service credit for December will be slightly less than it would be if they received pay for the entire month.

Yes. As stated above, to assist those employees who have limited vacation credits available, for this period only, vacation time may be used in advance of accrual. For those employees with insufficient vacation time, PTR preparers should process their regular pay as usual. More detailed information to preparers will be forthcoming.

No. Sick leave cannot be used in lieu of vacation leave for purposes of the holiday closure. However, existing policies on sick-leave usage continue to apply. Therefore, if an employee gets ill during this period, he or she shall be permitted to use sick leave based upon satisfactory verification of illness or injury. Additionally, existing policies for maternity leave and family leave continue to apply.

Only those employees who are required to provide essential services, as approved by the responsible Dean, Vice Chancellor or designated Organization Head, may work during the closure.

The annual Winter Holiday Closure saves UCLA approximately $200,000 in energy costs. It also reduces campus greenhouse gas emissions by more than one-million pounds of CO2, which helps preserve natural resources and moves the University closer to its 2025 Carbon Neutrality goal.

For questions regarding application of personnel policies, contact CHR Personnel Services at (310) 794-3147 or Anthony Solana in CHR Employee & Labor Relations at asolana@chr.ucla.edu. For questions related to the Health Sciences, contact Maure Gardner in Health Sciences Human Resources at mgardner@mednet.ucla.edu. For questions regarding your department’s holiday closure plans, contact your supervisor.