While it may seem unethical on the surface, there is no law or policy that
requires consistent implementation or use of accrued leave on the basis of
grant vs nongrant employee.  It's not covered by the EEOC(as is age
discrimination, gender discrimination, american's with disabilities, etc),
so provided it is not a violation of an INTERNAL policy (if it is, change
it) and their is no union req, you can make whatever provisions you want.
Now, having said that, I STRONGLY recommend that if you make it a requisite
of one grant employee you make it a requisite of ALL grant employees - there
is your consistency factor.

Tracy
----- Original Message -----
From: "Kris A. Monahan" <xxxxxx@WELLESLEY.EDU>
To: <xxxxxx@hrinet.org>
Sent: Tuesday, September 25, 2007 1:58 PM
Subject: Re: [RESADM-L] Treating Grant Employees Differently

>I have worked at more than one institution which requires grant employees
> to take vacation during the grant period. In at least one case, human
> resources amended the offer letter to reflect the College's expectation
> that grant employee would use vacation time during the award. Employees
> who signed the offer agreement acknowledged this restriction.  The project
> directors were also alerted and encouraged employees to take vacation
> throughout the project period. However, If you are dealing with collective
> bargaining at your institution, this may pose a number of other issues.
>
> Kris A. Monahan
> Director of Pre-Award Services
> Wellesley Centers for Women
> www.wcwonline.org
> e-mail: xxxxxx@wellesley.edu  Phone: 781 283-2508
> Wellesley College 106 Central Street Wellesley, MA 02481-8203
>
>
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