Holiday Pay

AZHR

Isn't it common for employers to have the policy that requires employees to work their scheduled hours the day before and after a holiday to be eligible for holiday pay...or did I miss the memo that said such a policy is no longer legal?? Thanks much.

sonny

That is our policy unless you are on approved leave.

AJ SPHR

We require employees to be on active status the work day before and after the holiday, which means they could be actively at work or receiving vacation or sick pay - but not disability pay or on an unpaid loa.

Whatever

It's part of the union contract in NJ. The exemption is the employee on vacation.

ray a

Must have 8 hours of paid time the day before and after. The 8 hours can be worked, vacation or personal time. Less than 8 hours, the holiday pay is forfeited.

lnelson

[font size="1" color="#FF0000"]LAST EDITED ON 11-21-03 AT 02:06PM (CST)[/font][br][br]It is our company policy that the ee must work the day prior and day after the holiday in order to be paid for that holiday. Unless they have previously scheduled the time off or on leave.

We also have a policy stating the ee must be employed with us for 30 days prior to the holiday to be paid for the holiday.

Balloonman

Ditto, must work the day before and after unless an approved day off. We also require them to be here for 90 days.
My $0.02 worth.
DJ The Balloonman

Don D

I think it's archaic. Sounds like the old college requirement that you get double cuts if you don't show up the day before a holiday. What's the point of being that controlling? In my last three jobs, we have not had such a policy for hourly employees.

ray a

My employer also requires ee's to be here 90 days before they are eligible for holiday pay. Most other local employers pay holiday immediately or after no more than 2 weeks employment. I've been after my boss to relax our requirements for nearly 6 years, but he won't give in. When I tell degreed professionals they will not receive holiday pay, it seems like a slap in the face.

Judith

Be careful if your degreed professionals are exempt their weekly rate cannot change even if they are off for a holiday per FLSA

HRH

If our Employee Manual states that no benefits begin until an ee completes their 90 Day Introductory Period, do we still have to pay them holiday pay because they are exempt???

lnelson

Don D.-
I don't make the rules I just have to follow them.

Lisa

ritaanz

Our company also requires that you work your scheduled hours the day before and after a holiday, unless you are on vacation or arranged a personal day.

If we didn't have that policy, our employees would be home on the reservation or gone to visit family and friends in Illinois.

The concept is we are running a business and although there is a holiday, we need to be able to count on our employees to meet our commitments to our customers.

Judith

Our company pays for the holiday even if the ee is on unpaid leave -- I agree with the masses that the ee should be working or on approved leave to get paid but did not make that decision here.

SandiF

We don't have that policy, and there is no wait before an employee is paid for a holiday.

When an employee is on FMLA leave, don't we have to pay for the holiday? As leave "should not result in the loss of any benefit," and receiving holiday pay is a benefit. I've always interpreted it that way.

blw

We also require the employee to be at work or on paid leave the week of the holiday. A previous employer took it one step further. If you called in sick the day after a holiday, you got paid, but both days were charged to your sick leave balance - an incentive to report to work!

Re: FMLA and not paying holidays, I'm not sure. I know that some things are affected by FMLA and some aren't. Attendance bonus can't be penalized, but a production bonus can be. Also, an employee on an unpaid FMLA is not accruing vacation or sick leave, so that is losing a benefit.