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Holiday Pay Dilemma for 2004

JayJayJayJay 1 Post
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[font size="1" color="#FF0000"]LAST EDITED ON 04-20-04 AT 03:10PM (CST)[/font][br][br]Our Company compensates employees for the following holidays: New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. This year 3 of the holidays fall on the weekend. Our business is open M-F. Since our customers are our going to be open the Friday before the holiday and the Monday after the holiday, the C.E.O. wants to be open as well and does not want to designate a Friday or a Monday as an observance of those 3 holidays. However, the employees feel like they are being shorted 3 days of Holiday Pay this year. Can we give everyone (Hourly and Salaried-exempt)Holiday Pay? This means they would get an extra days pay vs a day off. How is your company handling this? Is this breaking any rules for the salaried-exempt employees?
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  • LindaSLindaS 1,510 Posts
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    We have 10 paid holidays each year and we are using the Thursday before as closed holidays for Christmas and New Year's Day (we are also closed Christmas Eve and new Year's Eve) so our employees get 2 four day weekends.

    If you choose to give them the pay, that's a good idea if you cannot talk the CEO into closing down.
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  • Don DDon D 9,834 Posts
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    This will surely buy you a passle of ill will and nothing, absolutely nothing, positive can come of it. We pay double time and a half for hours worked on a holiday. That amounts to holiday pay plus time and a half.
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  • CamlanCamlan 23 Posts
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    Our company gives December 24 and 25 and December 31 as paid holidays. This year we are getting Friday, Dec. 24 and Friday, Dec. 31 as paid holidays. December 25 has been designated a floating holiday and each employee can take the day when s/he wants during 2004. Most people are tacking it onto a three day weekend such as Memorial Day--but everyone is taking a different day off. Next year Jan. 1 will be a floating holiday because it is on a Saturday.

    Our company gives 10 paid holidays a year. This way, everyone gets their 10 holidays. And the company is actually open for business one more day than usual during the year. It seemed to us to be a win/win situation.


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  • kjsnyderkjsnyder 19 Posts
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    Yes, you can pay additional pay for the week, even for salaried employees. If your hourly employees work any overtime that week, however, you will have to recalculate the hourly rate to include this additional pay in order to get the new overtime rate.

    Why not offer them floating holidays instead of additional pay? The employees were probably looking forward to a day off. The employer can require that the employee have prior approval to use the day and require that the day be used by a certain time period, i.e. 4th of July holiday needs to be used by the end of August. Just a suggestion.
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  • amwkimamwkim 72 Posts
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    Our company will allow extra "floating" holidays for the regularly paid holidays that fall on weekends this year. Our employees seem happy with this because they can pick when they want the extra time off. The one catch we have is that the floaters have to be used in the same calendar year that they are earned in.
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