Vacation Carryover Request
What this document covers
The Vacation Carryover Request form is a document that allows employees to formally request the carryover of vacation time that exceeds five days. This form is essential when an employee has accrued more vacation time than can be automatically carried over to the next year, as per company policy. Unlike automatic carryovers, which are limited to five days, this request requires supervisory and Human Resources approval to ensure compliance with company regulations and policies regarding vacation time.
What’s included in this form
- Employee identification: Name, date, social security number, and department.
- Request section: Specific number of additional vacation hours requested, beyond the automatic five-day carryover.
- Reason for request: A space for employees to detail circumstances justifying the carryover request.
- Approval signatures: Sections for supervisor and Human Resources representatives to sign and date.
- Submission deadline: Completed forms must be submitted to Human Resources by January 5.
When this form is needed
Who this form is for
- Employees who have accrued more than five vacation days and need to carry over the excess into the next year.
- Workers whose vacation time was not taken due to operational needs of the company.
- Individuals who are familiar with their company's vacation policies and are seeking additional time off for future use.
How to prepare this document
- Provide your name, date, social security number, and department at the top of the form.
- Indicate the total number of vacation hours you are requesting to carry over beyond the automatic five days.
- In the provided section, outline your reason for requesting the carryover of vacation time.
- Submit the completed form to your supervisor for initial approval and signature.
- After obtaining your supervisor's approval, submit the form to Human Resources for final approval.
- Ensure that you submit the completed form by the deadline of January 5.
Does this form need to be notarized?
This form usually doesn’t need to be notarized. However, local laws or specific transactions may require it. Our online notarization service, powered by Notarize, lets you complete it remotely through a secure video session, available 24/7.
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Make edits, fill in missing information, and update formatting in US Legal Forms—just like you would in MS Word.
Download a copy, print it, send it by email, or mail it via USPS—whatever works best for your next step.
Sign and collect signatures with our SignNow integration. Send to multiple recipients, set reminders, and more. Go Premium to unlock E-Sign.
If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
We protect your documents and personal data by following strict security and privacy standards.
Common mistakes
- Failing to submit the form by the January 5 deadline.
- Not providing sufficient detail in the reason for the vacation carryover request.
- Overlooking required signatures from both the supervisor and Human Resources.
- Requesting more hours than you are eligible to carry over according to company policy.
Why use this form online
- Convenient access: Downloadable forms are readily available to complete at your own pace.
- Editability: You can easily fill in details and make any necessary changes before printing.
- Reliable format: Legal forms created by licensed attorneys promote compliance with company policies and legal standards.
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FAQ
An employee's vacation will roll over year to year, but once he or she reaches 17.5 days, no more vacation will accrue until the vacation bank falls below that amount.
24 statesAlaska, Arizona, California, Colorado, Illinois, Indiana, Kentucky, Louisiana, Maine, Maryland, Massachusetts, Minnesota, Nebraska, New Hampshire, New York, North Carolina, North Dakota, Ohio, Oklahoma, Pennsylvania, Rhode Island (after one year of employment), Tennessee, West Virginia, and Wyomingand the
In general, yes, employers may require the use of vacation/paid time off (PTO) and restrict its use.For consistency, employers should have policies regarding the use of PTO. Many employers have peak operating times when an employee's absence would cause a hardship.
Some employers find it easier to combine the employees' vacation, sick and personal leave, and call it PTO.An employer must allow accrued, unused, paid sick leave to be carried over to the next year (but a cap on carryover hours of no less than 48 hours or six days is permitted).
Can I deny vacation requests even when an employee has accrued vacation? Yes. California employers are not required to provide paid vacation or paid-time-off (PTO) under California law, but if they choose to do so there are rules that must be followed.
As part of an incentive plan, employers may allow their staff to carry over any unused vacation days from one calendar year into the next, to be used at a later date. The amount of time that can be carried over will vary greatly from one employer to the nextaccording to each individual company's policy.
If an employer does not have a written policy that limits pay for accrued, unused vacation to a departing employee, the employee is entitled to the cash value of whatever earned, unused vacation is left. The employer is not required to make these payments if the employer has both: Established a written policy.
According to California law, PTO and vacation are wages that have been earned by, but not yet paid to, the employee. Once you earn vacation or PTO, it cannot be taken away. This means "use it or lose it" policies, in which employees must use vacation by a certain date or forfeit it, are illegal in California.
To take PTO requires two days of notice to the supervisor and Human Resources unless the PTO is used for legitimate, unexpected illness or emergencies. (Use the Paid Time Off form to request PTO.) In all instances, PTO must be approved by the employee's supervisor in advance.
