Holiday Pay - for Staff (see Faculty Handbooks for their policies) Regular, full-time employees receive pay for University holidays, without any waiting period. Regular, part-time employees will receive pay only for the holidays which occur on the days they are regularly scheduled to work. Non-exempt employees who are required to work on a holiday will be compensated at time and one-half for hours worked on that day, using code OT- 102. In addition, such employees will receive either another day off in the same workweek OR a day's pay at the normal rate.
So, in essence, it is 2.5 times pay for the hours worked if no other day off during the same workweek is allowed. Otherwise, it is 1.5 times pay for the hours worked and time off in the same workweek, equal to the number of hours worked. Example: An essential person is required to work 4 hours during a holiday They will Either a) get paid 10 hours (time and a half for 4 hours=6 hours plus an additional 4 hours at full pay=10 hours/2.5 times pay) OR b) get paid for 6 hours (4 hours at time and a half) AND get 4 hours off on another day that weekShould the holiday be observed on a day other than the actual holiday, and employees are scheduled to work both days, they will receive time and one-half for both days plus either 2 additional days off in the same workweek or 2 additional days pay at the normal rate (example: if July 4 is a weekend and observed on Mon or Fri). The policy on holiday scheduling and holiday pay may not be applicable to departments that operate on a six- or seven-day work schedule, such as Cummings and Dental, which have Clinical Operations. You should consult your Department Head if you are employed in a unit with such shift assignments. If you take an unexcused absence the day before or the day after a holiday, you will not receive pay for that holiday.
If a University holiday falls during a leave of absence, the employee will not receive Holiday pay. Whatever earnings code is being applied should also apply for that day (example, if on Extended Illness Pay, that Code will apply for the Holiday as well). The University recognizes the right of employees to observe the holidays of their religion. At the employee's discretion, time taken for this reason may be considered vacation time, personal days, or absence without pay. Employees should discuss religious holidays with their supervisors well ahead of time, so that the supervisor can prepare for the employee’s absence from the workplace. (see Employee Handbook)
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