Back to HR & Employee Care
USA Operations Centers Holiday Pay May 2017
California, Iowa, Massachusetts, New Hampshire, Oregon, Rhode Island
Joyner employees are given a designated number of days off each year as Company Holidays.
This policy identifies our Company Holidays, explains the policies surrounding time off for a holiday and outlines how to handle occasions when an employee is asked, volunteers or is required to work on a holiday due to business needs or other requirements.
This policy defines the appropriate application of “Regular Holiday Pay” for non-exempt/overtime eligible employees taking time off for a Company Holiday. It also defines the appropriate application of “Holiday Premium Pay” for non-exempt/overtime eligible employees and “Holiday Incentive Pay” for exempt (salaried) employees when they actually work on a designated holiday.
The following 8 Company Holidays are observed by employees throughout the United States:
New Year's Day
Memorial Day
Independence Day
Labor Day
Juneteenth Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
For the purposes of this policy, a National Holiday is defined as a holiday tied to one of the 8 Company Holidays when the holiday falls on a weekend and the Company observes the holiday on either the Friday before or the Monday after the holiday.
All full-time and part-time employees who are normally scheduled to work on the day a Company Holiday falls, are eligible for “Regular Holiday Pay” when they do not work on the Company Holiday. Employees must be in a “paid status” for any part of the day on their last scheduled work day before or the first scheduled work day after the holiday to qualify for the paid holiday.
Employees who are not in a “paid status” for all of their last scheduled workday before the Company Holiday AND not in a “paid status” for all of their first scheduled workday after the holiday are NOT eligible to receive “Regular Holiday Pay” for the Company Holiday.
Note: Seasonal employees working at Joyner Park normally scheduled to work who do not work on a Company Holiday, are NOT eligible for Regular Holiday Pay.
All exempt and non-exempt/overtime eligible employees are eligible to receive pay should they work on the Company Holiday, as outlined in the Pay section of this policy.
Overtime
Time off taken by non-exempt/overtime eligible employees on a Company Holiday does not count as time worked for the purposes of calculating overtime. Only work time recorded by non- exempt/overtime eligible employees on a Company Holiday counts as time worked for the purposes of calculating overtime.
Pay
The following sections cover pay information for exempt and non-exempt employees based on if they work or don’t work on the Company Holiday or a National Holiday tied to a Company Holiday.
Exempt Employees
Holiday Incentive Pay:
Full-time and part-time exempt employees who work a “full shift” on the Company Holiday will receive Holiday Incentive Pay of $200 (grossed up) plus an “Alternate Holiday” day off for working a “full shift” on the Company Holiday. A “full shift” is defined as a minimum of 8 hours plus a meal period regardless of the exempt employee’s regular work hours on that particular day of the week. An exempt employee who works less than a full shift, is not eligible for Holiday Incentive Pay or an Alternate Holiday day off.
Carrying a cell phone or answering phone calls do not qualify for Holiday Incentive Pay unless the time spent responding results in a full shift of work.
To process the Holiday Incentive Pay for exempt employees the initiator would need to submit a Holiday Incentive Pay Request form found in Joyner Forms.
Non-Exempt/Overtime Eligible Employees (Full or Part-Time)
Regular Holiday Pay Full-time and part-time non-exempt/overtime eligible employees will receive their regular rate of pay for hours normally scheduled to work on a Company Holiday. Regular Holiday Pay provides employees compensation for their normal work hours without the use of a time off benefit. When non-exempt/overtime eligible employees actually work on the holiday they will receive Regular Holiday Pay for the greater of either their normally scheduled work hours that day OR their actual hours worked on the holiday if the hours worked on the holiday are more than the hours the employee would normally be scheduled to work.
Note: An employee who works hours outside of their normal scheduled hours on a Company Holiday does not receive Holiday Pay for their normal scheduled hours and actual hours worked. The schedule in Time Management Tool should be updated to include the work time. The total scheduled hours for the day should equal the total scheduled hours prior to the change. Refer to the Holiday Pay Job Aid for examples regarding schedule changes on a Company Holiday.
Holiday Premium Pay
In addition to Regular Holiday Pay, full-time and part-time non-exempt/overtime eligible employees will receive Holiday Premium Pay, paid at time and a half, for the number of hours actually worked on the holiday.
Refer to the Holiday Pay Job Aid for examples of pay application on a Company Holiday.
Absences on a Company Holiday
Employees scheduled to work who are expected to work on the Company Holiday may request to work a partial shift or, in some business areas, trade away the hours they were originally scheduled to work. This section outlines the permissible absence entry on the timesheet in the Time Management Tool.
Early Dismissal – Non-exempt/overtime eligible employees are allowed to take Early Dismissal on a Company Holiday.
When an employee takes Early Dismissal on a Holiday, the employee will enter the Holiday pay code on the timesheet and will receive Regular Holiday Pay for that time.
Unscheduled and Unauthorized Absences reported on a Company Holiday will decrement PTO and apply attendance points, if applicable. Regular Holiday Pay should be reduced when PTO – Unscheduled or PTO – Unauthorized is reported by adjusting the Holiday pay code on a non- exempt/overtime eligible employee’s timesheet.
Trading hours is an allowable practice in some business areas, such as the Service Center (Customer Care Center, for example. Eligibility for Regular Holiday Pay is dependent upon full-time or part-time status.
Full-time non-exempt/overtime eligible employees who trade away their scheduled hours, are paid Regular Holiday Pay for the hours they were originally scheduled to work on the Company Holiday. Employees will enter the Holiday pay code on the timesheet in the Time Management Tool for their originally scheduled hours.
Part-time non-exempt/overtime eligible employees who trade away their scheduled hours do NOT receive Regular Holiday Pay on the Company Holiday. No entries are required in the Time Management Tool.
Refer to the Holiday Pay Job Aid for examples of absence application on a Company Holiday.
Pay and Absences on the National Holidays tied to a Company Holiday
When a National Holiday associated with the 8 Company Holidays falls on a weekend, the Company observes the holiday on either the Friday before or the Monday after the National Holiday (e.g. Friday, July 3 is identified as the Company Holiday and Saturday, July 4 is the “National Holiday”).
Refer to the Holiday Pay Job Aid for examples of pay application on a National Holiday.
Employees with Non-Standard or Non-Traditional Workweeks
Full-time Employees with Non-standard Schedules A non-standard schedule is defined as any full-time work schedule other than a five day work week comprised of 8 hour days (or the established standard work day in the office).
The scheduled work days on which full-time employees working non-standard schedules will observe Company Holidays during the year should be determined by management and the employee as early as possible after the publication of the Company Holiday Schedule for that year, or as soon as possible after an employee’s schedule becomes non-standard.
Example #1: If an employee on a non-standard schedule normally works 10 hours on a day that falls on a Company Holiday, and the employee does not work on the holiday, then he or she is eligible to receive 10 hours of holiday pay for that day.
Example #2: If an employee is normally scheduled to work 5:00 hours on a day that falls on a Company Holiday, and the employee does not work on the holiday, then the employee is eligible to receive 5:00 hours of holiday pay for that day.
**Note: If a non-exempt/overtime eligible employee is asked to revert to a standard five day work week, the employee’s schedule in the Time Management Tool must be updated for that week to reflect the hours the employee is scheduled to work.
Refer to the Holiday Pay Job Aid for examples of Holiday Pay application for those employees with non-standard or non-traditional workweeks.
Employees with Work Days that Cross-over Two Different Days
When an employee’s work day crosses-over two different days, the hours considered for Holiday Pay purposes are adjusted to coincide with the employee’s scheduled hours even though a portion of the schedule falls on a day other than the actual holiday.
Refer to the Holiday Pay Job Aid for examples of Holiday Pay application for those employees with work days that cross-over two different days.
Holiday and After-Hours Emergencies
Refer to the After-Hours Emergencies: Phone Call and Call-Into Office Pay policy or the Holiday Pay Job Aid for more information.
Alternate Holidays
An “Alternate Holiday” is available for exempt employees, and in some cases. The “Alternate Holiday” option will also be available for situations in which exempt and non-exempt full-time employees work non-standard work weeks, such as Alternative Work Arrangements (AWA) or Compressed Work Weeks, and exempt and non-exempt full-time employees working in a department that operates 7 days a week with a non-traditional schedule that does not include the Company Holiday. It is not required that the Alternate Holiday be provided within the same week or same pay period as the holiday, however should be provided within a reasonable timeframe of the holiday.
Examples of full-time non-standard work schedules include, but are not limited to, compressed workweeks such as 4x10 schedules.
Examples of full-time non-traditional work schedules include work weeks with scheduled hours that include Saturday and/or Sunday. Schedules may or may not be five day work weeks.
Note: Non-Exempt employees are not eligible for Alternate Holidays for National Holidays. Part-time non-exempt employees are not eligible for Alternate Holidays. See the Holiday Incentive Pay for Exempt Employees section of the policy for information about exempt employee’s eligibility for Alternate Holidays.
Note: The intent of an Alternate Holiday is to provide an employee with a day off. Alternate Holidays are not measured in hours. They cannot be used for partial day absences and it is not required that the total number of hours taken as an Alternate Holiday be equivalent to an employee’s standard workday. The time off should be taken within a reasonable timeframe of the Company Holiday in which the employee became eligible for the Alternate Holiday. An Alternate Holiday cannot be cashed out in lieu of taking the time off.
Retirement or Termination
Holiday falls on Employee’s Retirement Effective Date
An employee who retires is not eligible to receive holiday pay for a Company Holiday that falls on his or her retirement effective date.
Example: If an employee retires and the effective date is January 1, the employee will not receive holiday pay for the New Year's Day Company Holiday.
Holiday falls on Employee’s Termination Date
If a Company Holiday falls on an employee’s termination effective date, the employee is not eligible to receive holiday pay for the Company Holiday.
Unused Alternate Holiday (AH) upon Termination of Employment
An employee will receive pay for any unused Alternate Holidays upon termination of employment. However, it is recommended the Alternate Holiday be used within a reasonable timeframe of the holiday and prior to retirement or termination.
State Exceptions
California employee “Make-Up Time” - Effective May 22, 2017 if management approves a request by a California employee to “Make-Up Time” by working on a Company Holiday, the employee is eligible for Regular Holiday Pay and Holiday Premium Pay for the approved “Make-Up Time” worked on a Company Holiday. The time must be recorded on the timesheet as Holiday Worked. The CA Make-Up Time pay code should not be used on a Company or a National Holiday.
The Massachusetts offices will be closed on Columbus Day and Veterans Day in observance of these holidays. Massachusetts non-exempt/overtime eligible employees who work on Columbus Day or Veterans Day are eligible for Holiday Premium pay for their actual hours worked. Employees will enter the Holiday pay code on the timesheet for time they are normally scheduled to work but do not work. All time worked on Columbus Day or Veterans Day are entered using the Holiday Worked pay code on the timesheet.
The state of Rhode Island allows the preference of not working on Victory Day, Columbus Day and Veterans Day in observance of these holidays. Rhode Island non-exempt/overtime eligible employees who work on Victory Day, Columbus Day or Veterans Day are eligible for Holiday Premium pay for their actual hours worked. Employees will enter the Holiday pay code on the timesheet for time they are normally scheduled to work but do not work. All time worked on Victory Day, Columbus Day or Veterans Day are entered using the Holiday Worked pay code on the timesheet.
The states of New Hampshire, Iowa, and Oregon allow honorably discharged veterans, no longer active in the armed forces, the preference of not working on Veterans’ Day. Refer to the State & Municipal Leaves policy for more information on requesting this state specific leave.
Non-exempt/overtime eligible employees should correctly complete a timesheet in that records all time worked on a Company Holiday. Questions about recording time on the timesheet should be discussed with the employee’s management and Human Resources. There may be occasions where an employee is asked, or volunteers, or is required to work on a holiday due to business needs or other requirements.
The supervisor explains to the employee that Company Holidays do not count as time worked unless actually working on the Company Holiday, and that pay is calculated at the employee's current shift rate.
The supervisor explains the policies in place if an employee is asked, or volunteers, or is required to work on a Company Holiday.
The supervisor reviews the non-exempt/overtime eligible employee's timesheet for accuracy and timely submission.
The Manager or Alternate Manager will enter the “Alternate Holiday” for any eligible non-exempt/overtime eligible employee in the Time Management Tool. The “Alternate Holiday” Absence Code is only available for entry by Managers and Alternate Managers.