Franklin & Marshall College Franklin & Marshall College

Holiday Pay Policy

Eligibility

Full-time members of the College’s faculty and professional staff are eligible to receive their regular base pay on approved College holidays. To be eligible for “holiday pay”, an employee must work the day before and the day after the holiday unless the employee was not scheduled to work the day before and/or the day after the holiday; had arranged in advance to take a personal day (non-exempt employees only) or vacation day before and/or after the holiday; or had an excused absence due to illness.

Holiday pay is not granted if a staff member works no hours / has no wages during the bi-weekly pay period in which the holiday falls.

College employees who work on a part-time basis will normally not be required to work on College holidays.  Except as noted below under “Special Holiday Observance”, part-time employees do not receive pay for College holidays if they do not work on the holiday.  Part-time employees may work another day during the pay period in which a College holiday falls to make-up their hours, with their supervisor’s advance permission. 

Holiday Pay

Full-time employees receive their normal base pay on approved College holidays (typically up to a maximum of 7 or 8 hours of pay, depending on the employee’s normal scheduled daily work hours). Please see the College holiday schedule, at www.fandm.edu/humanresources/Resources, for a list of approved College holidays.

Employees who are scheduled to work on an approved College holiday but are off work due to illness or injury, and those who report off due to illness or injury prior to announcement of an early holiday closing, will be charged with use of a full sick day and, if eligible, will receive paid sick leave benefits in lieu of holiday pay.

Full-time employees who are required, by their supervisor or department manager, to work on an approved College holiday will receive one hour of pay, at their normal base rate, for each hour actually worked on the holiday.  Such employees may then take equivalent paid time off work at a later date (one hour of paid time off for each hour worked on the holiday). Time off must be scheduled in advance, in consultation with the supervisor, and is to be taken before the end of the current fiscal year.

Essential Personnel-- At the discretion of the department manager, essential personnel in Facilities & Operations, Public Safety, and Appel Health Services who are required to work on a College holiday will be granted "holiday pay", in addition to their normal base rate of pay for hours actually worked, in lieu of taking paid time off at a later date.  If holiday pay is granted in lieu of taking time off, holiday pay will equal one-time an employee's normal base rate of pay for the number of hours the employee is typically scheduled to work each day (generally up to 7 or 8 hours).

Overtime Hours-- Per standard College policies, if a non-exempt employee works over 40 hours during the work week in which an approved College holiday falls, hours over 40 will be compensated at 1.5 times the individual’s regular hourly rate.  Absences on approved College holidays count as up to a maximum of 7 or 8 “hours worked” per day (based on the staff member's regular number of scheduled daily work hours), solely for purposes of determining whether a non-exempt employee worked over 40 hours (see www.fandm.edu/humanresources/college-policies for more information).

Special Holiday Observance

If the College President or his designee elects to close the College for a holiday observance or any other special occasion (not emergency or weather related), full-time and part-time employees who have reported to work for the day but are not required to work during the time designated as a holiday will receive their regular rate of pay, for their regularly scheduled work hours, for that day.  

If a full-time staff member had planned to use a paid vacation day or personal day for the full day, he/she may use ½ vacation day or personal day instead, and will receive normal salary during the time administrative offices are closed.

“Essential Personnel”-- Essential personnel in Facilities & Operations, Public Safety, and Appel Health Services on all shifts that day who are required to work by their supervisor or department manager will receive one hour of pay for each hour actually worked. In addition, such essential personnel may take equivalent paid time off work at a later date (one hour for each hour worked during the designated holiday period). Time off must be scheduled in advance with the supervisor, and is to be taken before the end of the current fiscal year. Or in lieu of taking paid time off, at the discretion of the department manager essential personnel may receive one additional hour of pay, at their normal base rate, for each hour worked during the time period designated as a holiday.

Public Safety Officers-- Public Safety Officers who do not work on a College holiday will receive 8 hours of holiday pay, paid at one-time their normal hourly rate.  For purposes of determining whether an Officer worked over 40 hours during one work week, in order to determine eligibility for overtime pay, these 8 hours will count as "hours worked".

Officers who are scheduled to work on a College holiday but are off work due to illness or injury will be charged with use of a full sick day and, if eligible, will receive paid sick leave benefits in lieu of holiday pay.

Officers who are required to work on a College holiday will receive one hour of pay for each hour actually worked, plus one additional hour of pay, at their normal hourly rate, for each hour worked on the holiday (holiday pay).  For purposes of determining whether an Officer worked over 40 hours during one work week, in order to determine eligibility for overtime pay, only hours actually worked on the College holiday will count toward total hours worked for the week.  The additional hours paid for the holiday will not count as "hours worked" when an Officer works on the holiday.

If an Officer works less than 8 hours on an approved College holiday, he/she will receive one hour of pay for hours actually worked, plus one hour of pay equal to the number of hours actually worked, plus “holiday pay” equal to one-time the normal hourly rate for holiday hours not worked.  For example, if an Officer is scheduled to work 4 hours on a College holiday, he/she will receive a total of 12 hours of pay at one-time the normal hourly rate (4 hours of pay for actual work hours, 4 hours as compensation for being scheduled to work on a holiday, plus 4 hours of “holiday pay” during the remainder of the 8-hour holiday period the Officer is not scheduled to work).


Policy Maintained by: Human Resources, Director

Last Reviewed: May 8, 2013