vacation pay in this case is a reward for length of service or is short-term compensation, I look to Foster v. Dravo Corp., 420 U.S. 92, 95 S.Ct. 879, 43 L.Ed.2d 44 (1975). In that case, the court held that vacation pay is a form of short-term compensation and is not protected under the VKRA if the employee must complete some work requirement in order to receive vacation time. 420 U.S. at 99, 95 S.Ct. 879. However, “where it clearly appears that vacations were intended to accrue automatically as a function of continued association with the company,” then vacation benefits are protected and the returning veteran is entitled to receive vacation pay as if he had been continuously employed. Id. at 101, 95 S.Ct. 879; see also LiPani v. Bohack Corp., 546 F.2d 487, 489-90 (2 Cir., 1976)(<HOLDING>). In Dravo, an employee was required to work at
holding that employees vacation benefits are form of compensation for services rendered and are not gratuity holding that vacation pay is shortterm compensation because an employee must work six months before getting any vacation vacation pay was computed on the basis of the employees weekly earnings and if an employee was laid off he received vacation pay on a pro rata basis holding that vacation pay not yet paid to the employee was wages or compensation as defined by section 841049 crs1973 holding that depriving an employee of vacation days to which he was entitled would constitute adverse action holding that vacation pay not yet paid to the employee was wages or compensation as defined by section 841049 crs 1973