The college recognizes the following holidays: New Year’s Day, Good Friday, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and the Friday after Thanksgiving, Christmas Eve Day, and Christmas Day. Offices will be closed during the period between Christmas Eve Day and New Year’s Day.
When a holiday falls on Sunday, it will be observed on the following Monday. If a holiday falls on a Saturday, it will be observed on the preceding Friday.
Holiday pay is computed as straight time to all non-exempt employees. Any employee at .50 FTE, but less than 1.00 FTE, will receive holiday pay pro-rated based on the number of hours budgeted for the current fiscal year. Non-exempt employees required to work on holidays shall be paid holiday pay in addition to the applicable rate of pay for the hours worked.
When an official college holiday falls on a normal business day within an employee’s scheduled vacation period, the employee will be paid for the holiday and will not be charged with a vacation day.
If an employee is on an unpaid leave of absence for any reason other than FMLA, the employee is ineligible for holiday benefits observed during the leave.
Holiday pay is not permissible when an employee is on Short Term Disability; the time off needs to be recorded as Short Term Disability.
When an employee resigns, the college requires the employee to give at least a two-week notice and to work one week after the Christmas/New Year Holiday in order to be eligible for Christmas/New Year holiday pay. Vacation hours are not considered time worked for purposes of satisfying this requirement.
Holiday hours (assuming the employee does not actually work the holiday) are not considered hours worked for purposes of calculating overtime.
The college welcomes diversity of religious beliefs and practices, recognizing the contributions differing experiences and viewpoints can bring to the community. There may be times when a work requirement conflicts with religious observances and practices. If that happens, employees may request reasonable accommodation of their religious practices. In all cases, you must put your request in writing. The supervisor, director, or vice president will review the situation in an effort to provide a reasonable accommodation when possible to do so without creating an undue burden for the college.
Employees should inform their supervisor, director, or vice president of the conflict and requested accommodation at the earliest possible time. If an accommodation is given, employees may be required to complete work assignments in advance of an absence, which further demonstrates the need to address the conflict early. Because religious observances can vary widely not only between religions, but within them as well, requests for accommodations will be reviewed on a case by case basis.