FMLA and holiday pay

Leslie

Does anyone pay holidays for hourly or salary folks on FMLA? We do for salaried. At the 24/7 business, hourly employees only receive holiday pay if they work it, so if they are out on FMLA they're not working it.

Now I have my first instance at another entity - usually M through F eight hour shifts - of an hourly FML employee who received paid holiday pay...straight eight if not worked, holiday pay (an extra hour for each hour worked) if worked. Their payroll asked if he should get paid for the Labor Day holiday and I said no.

What do you all do?

Nrdgrrl

We pay holiday pay to both exempt and non-exempt IF they are in a paid status. ie. they are using PTO time or STD either the day before or the day after the holiday to be paid. If they have run out of PTO, or STD is not approved, they are unpaid in both instances.

POPEYE

>Now I have my first instance at another entity - usually M through F
>eight hour shifts - of an hourly FML employee who received paid
>holiday pay...straight eight if not worked, holiday pay (an extra hour
>for each hour worked) if worked. Their payroll asked if he should get
>paid for the Labor Day holiday and I said no.
>

Remember that the Regs say that you may not deny nor do you have to to more for someone on FMLA than you would for anyone. If I understand your scenario you normally pay 8 straight hours to hourly EEs if they do not work the holiday and if that is correct, then your FML EE would qualify for the 8 hours.

Leslie

I was afraid I had given a knee jerk answer. Thanks Popeye - I'll get it corrected.

njjel

You are governed by whatever your company policy is on holiday pay. If your posicy states they must work (or be getting PTO) the day before and the day after to get paid for the holiday, then be governed by that. If you have no such policy in place, then follow the posts above.

AnneLa

We also require that the employee work the day before and the day after the Holiday in order to be paid for it.