All Regular University employees.
The purpose of this Policy is to establish the criteria and process regarding holiday observance for employees at Thomas More University.
Exempt Employees: employees who are exempt from the overtime provisions of the Fair Labor Standards Act as amended.
Fair Labor Standards Act (FLSA): a federal law governing minimum wage, overtime pay, child labor and record keeping requirements.
Non-Exempt Employees: employees who are covered by minimum wage, overtime, and time card provisions of the Fair Labor Standards Act as amended. These employees receive overtime pay for any hours worked over 40 per week.
Certain designated University holidays are paid during the year for all regular full-time employees. Regular part-time employees are eligible for holiday pay when (1) they are scheduled to work twenty or more hours per week; and (2) they are normally scheduled to work on that day of the week (the day the holiday falls on). Part-time employees are paid holiday pay based on the number of hours they are normally scheduled to work on that specific holiday.
The University holidays are:
New Year’s Day
Martin Luther King Day
Good Friday
Easter Sunday
Memorial Day
Independence Day
Labor Day
Mid Semester Fall Break
Wednesday before Thanksgiving
Thanksgiving Day
Friday after Thanksgiving
Christmas Eve through New Year’s Day (inclusive)
An announcement will be made if there is any variation in the holiday schedule.
If an employee is required to work on a designated holiday, the employee must schedule an alternate day off, within the same pay period, with his/her supervisor. If the University is closed for a holiday, and a part-time employee who is ineligible for the holiday pay works a non-scheduled work day in order to “make up” for the missed pay, they receive their regular rate of pay and not holiday pay. Exempt employees who are required to work on a holiday, may take a comparable amount of time off during the pay period.
An employee must work the day before the holiday (national holidays and college holidays) and the day following the holiday to be eligible for holiday pay. To receive holiday pay, an employee must be in active status, and must work or be on previously approved paid time off on his/her regularly scheduled work day, before and after the holiday. Special circumstances must be discussed with the Human Resource Director and a doctor’s note may be required.
Non-exempt employees required to work on a National holiday will be paid time-and-a-half for the hours worked in addition to holiday pay for the day. Time-and-a-half pay begins at 11 pm on the eve of the holiday and ends at 11pm on the holiday.
The National holidays are:
New Year’s Day
Martin Luther King Day
Easter Sunday
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Christmas Day
If a scheduled holiday falls on a Sunday, it will be observed the following Monday. Holidays falling on a Saturday will be observed on the preceding Friday. This policy does not apply to the time after Christmas day and before New Year’s day. Holidays are not counted as time worked for purposes of computing overtime pay.
Religious Holidays
Employees desiring to observe a religious holiday not coinciding with an official University holiday may be given a leave of absence without pay or be authorized to take vacation time if eligible. Such requests must be consistent with an employee’s sincerely held religious beliefs. Requests must be made with the employee’s supervisor at least 10 working days prior to the day of religious observance. A request by an employee for time away from work to observe a religious holy day will generally not be denied unless the request would impose an undue hardship on the University.
Overtime Policy
Vacation Policy
There are no procedures to this Policy.
|
Date |
Supersedes Policy |
Summarize Change |
|
September 2018 |
This is a new policy, replacing language in the Staff Manual (May 2014). |
|
There are no appendices to this Policy.
Laura Custer, Director of Human Resources
Dr. Kathleen Jagger, Acting President