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Holiday Pay
Benefits & Compensation
Holiday Pay
Exchange ideas about health plans, retirement, work/life benefits, and employee assistance.
I work in a newly-established 24/7 call center. Our corporate holiday policy was written and implemented for a standard M-F/8-5 workforce. My dilema is as follows: We offer employees 8 paid holidays.
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Forums » Topic Forums » Benefits & Compensation » Holiday Pay
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Holiday Pay
posted at 11/7/2000 3:13 AM EST
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Posts: 4
First: 11/7/2000 Last: 12/13/2000 |
I work in a newly-established 24/7 call center. Our corporate holiday policy was written and implemented for a standard M-F/8-5 workforce. My dilema is as follows: We offer employees 8 paid holidays. Because Christmas Eve & Day fall on Sun/Mon respectively, we adjust the day for our mgt staff - they will observe the holiday on Mon & Tues, while our 24/7 employees will observe the holiday on the actual day. We have some 24/7 employees whose 40 hour work week falls outside of the scheduled holiday (ie., scheduled Sun/Mon off).
Has anyone else experienced this situation and did you: 1. Pay the 24/7 employees for 40 hours plus the holiday pay? (48-56 hour check) 2. Pay them for hours worked and disregard the paid holiday? 3. Something else altogether....? (More time off is not an option) Thank you. |
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Holiday Pay
posted at 11/14/2000 2:21 AM EST
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Posts: 1
First: 11/14/2000 Last: 11/14/2000 |
We are a property management company and face the same dilema between our corporate office and the site staff. In order to compensate for the day off on Christmas Eve, most of the sites will make a schedule that will allow all employees to take an additional day off throughout the week. |
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Holiday Pay
posted at 11/14/2000 4:43 AM EST
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Posts: 3
First: 10/20/2000 Last: 7/10/2001 |
We have this same problem in some of our operations. We pay the people for the holiday, even if they were not scheduled to work it. There are no questions about whether or not this is the "right" thing to do. Holiday pay is an benefit: therefore employees are paid for the holiday.
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Holiday Pay
posted at 11/14/2000 6:07 AM EST
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Posts: 1
First: 11/14/2000 Last: 11/14/2000 |
If you offer employees 8 paid holidays then you must give them 8 paid holidays. If time off is not an option, then you must pay the employees for time worked plus the holiday pay. One option for the future that many 24/7 operations use is giving employees a yearly time bank that includes the equivalent of the sum total of vacation, sick, personal and holiday hours combined. Employees schedule time off in advance (except of course when using time for illness) and have it approved by a supervisor - it avoids that holiday problem and generally creates smoother scheduling during the holiday season. |
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Holiday Pay
posted at 11/14/2000 6:07 AM EST
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Posts: 1
First: 11/14/2000 Last: 11/14/2000 |
We too are 24/7 and this is how we handle Holiday Pay.
1. If an employee is scheduled to work on the holiday we would pay "Holiday Premium" (time and a half) on top of the regular hours worked. Another suggestion would be to give another day off within the same work week, if business needs allowed. If the employee also received "shift diff." that dollar or percentage amount would affect the "holiday premium" pay. |
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Holiday Pay
posted at 11/14/2000 9:12 AM EST
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Posts: 1
First: 11/14/2000 Last: 11/14/2000 |
In the past how we have paid employees that work the holiday is like this: First they get 8 hours holiday pay at straight time, then any hours they work on a holiday are paid at time and a half, even if they actually work less than 40 hours in that work week. If they run into over time on the holiday, they are paid double time. This in my eyes is a fair way to pay employees that must work on a holiday. In the past we have also asked for volunteers to work a holiday which works out. Some have children and want to stay home with them, others might need the money or not have family close by. |
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Holiday Pay
posted at 11/14/2000 11:31 PM EST
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Posts: 1
First: 11/14/2000 Last: 11/14/2000 |
In our call center (8 am-12 midnight), if the employee works his/her regular schedule in a workweek in which a holiday falls, then we leave it up to the various department heads to choose among the following:
1) the employee banks a holiday "comp" day to be used later; 2) the employee takes a different day off during the same pay period; 3) the employee is paid for 8 hours of straight time pay in lieu of time off for the holiday. We do not pay time and a half for holiday pay, we pay straight time. We're open 363 days a year and we observe 7 holidays, one of which is a floating holiday. Folks know that they will have four holidays off (two b/c we're closed two days a year and two becuase they get to select their preference for 2 days off among the remaining 4). They know they will have to work the remaining two holidays, but with the options above, this system works well and folks recognize it to be a fair system. (Note: Option 3 is almost never used --- Holiday time or holiday comp time with those 'near and dear' is simply TOO valuable to just toss away lightly, so this option is discouraged except in extreme circumstances. And no, employees cannot choose to "take the money instead," the decision is made by department heads.) Please do not even *consider* letting the holiday(s) slide by without comp time/alternative days off/pay in lieu of vacation for your employees. All employees are entitled to the same benefits, regardless of such accidents of fate that cause some folks to be scheduled off on the observed holidays!!! Fair is fair. ) Best of luck! |
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Holiday Pay
posted at 11/15/2000 2:14 AM EST
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Posts: 1
First: 11/15/2000 Last: 11/15/2000 |
I work for a police department. We obviously work 24/7! We handle this issue by paying all employees 8 hours holiday pay in addition to their 40 hours if they work the holiday or work a full 40 hour week; if they take the holiday off (when that is approved) they receive 8 hours holiday pay plus whatever number of hours they actually work. That is for non-uniform/civilian employees. Officers receive 8 hours overtime for the holiday whether they work it or not...this is by contract (collective bargaining) and works out to 2 and a half times their base pay because whether they work it or not, they are paid 40 hours plus 8 OT hours for the holiday. It's a good deal for them...but of course they risk a lot for us. |
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