How are vacation requests handled and how much notice needs to be given?

For an employee to take any accrued vacation, it must first be approved by their supervisor. Prior to the approval of the vacation, the employee must make sure they are eligible to use the accrued vacation time.

A regular full-time employee who has completed their six-month probation period is eligible to use accrued vacation time. It is the employee’s responsibility to notify their supervisor with as much advance notice as possible, and in accordance with specific department rules for any vacation request.

The employee should submit the appropriate department leave request form to the supervisor within enough notice to allow the supervisor to make any arrangements needed to maintain sufficient departmental staffing levels. Depending upon the department, advance notice could be two weeks or one month, contingent upon departmental rules.

The supervisor is then placed with the responsibility of responding to the leave request (approved or not) in a timely fashion so that the employee can make any necessary arrangements. Overall, vacation leave is a benefit to all regular full-time employees. Having the opportunity to use vacation time not only benefits the employee, but also the company culture. Keeping employees happy, focused and productive is vital to the health of the organization.

For more details concerning vacation leave, refer to the Vacation Leave Policy available on Inet. For more information, email Senior Employee Relations Advisor TeRena Colbert at or call (972) 721-7704.

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1. If I get arrested, what are my responsibilities? Will I be terminated?
2. If the weather gets too bad and an employee is not able to come into work, how does that affect the employee’s pay?
3. How are vacation requests handled and how much notice needs to be given?
4. What should I do if I believe to be the victim or witness of sexual harassment while at work?
5. Do I have options other than using vacation or personal leave to care for a seriously ill dependent once I have used 40 hours of dependent sick leave?
6. If I am placed on a Performance Improvement Plan (PIP), do I still get my merit increase?
7. With the holidays approaching, is it a requirement for me to work on the business day preceding and following the holiday in order to get my holiday pay?
8. I am considering getting a part-time job outside of the city. Am I obligated to notify my supervisor?
9. If a resident or client gives me a Christmas gift, am I able to accept it?
10. What is the Sick Leave Buy Back? How does it work?
11. If I have problem/concern with one of my peers or supervisor, what do I need to do?
12. If I need to handle something personal during my lunch and I know it may exceed longer than an hour, can I not take my breaks and use that additional time to cover?
13. What do I do if I know someone is stealing city equipment or materials?
14. What information will be released if someone calls to verify my employment?
15. Once I am hired on with the city and complete my initial drug test and background check, can my supervisor request a random background check on me anytime during my employment?
16. As a city employee and an Irving resident, is there any point at which my support of a candidate for Irving City Council could violate city policy?
17. My partner and I are expecting a child. What steps should I take to prepare for this event?
18. If I have a car accident during work hours or receive a traffic violation while conducting official city business while operating a city vehicle, what do I need to do?
19. If I hold a professional position with the city, is it acceptable to wear leggings?
20. If I am placed on a Performance Improvement Plan (PIP), do I still get my merit increase?