In this article, we discuss holiday out-of-office messages and offer 25 examples of out-of-office messages you can use for inspiration. By reviewing some key examples of out-of-office messages, you can craft your own before your holiday time off. Comment below or email Follow Hyman’s blog at /PracticalEmployer.One aspect of preparing to take off work for a holiday involves setting up your out-of-office email reply. Jon Hyman is a partner at Meyers, Roman, Friedberg & Lewis in Cleveland. Also, these 8 tips assume that your company lacks a collective bargaining agreement. If you are considering adopting or changing a holiday pay policy in your organization, or have questions about how your employees are being paid for holidays and other days off, it is wise to consult with counsel. The laws of your state might be different. Another is allowing an employee to use a vacation day for the observance. One example of a reasonable accommodation is unpaid time off for a religious holiday or observance. If an employee takes a day off as a religious accommodation, does it have to be paid? An employer must reasonably accommodate an employee whose sincerely held religious belief, practice, or observance conflicts with a work requirement, unless doing so would pose an undue hardship. Similarly, if an employee reduces his or her work schedule for intermittent FMLA leave, you may proportionately reduce any holiday pay (as long as you treat other non-FMLA leaves the same).Ĩ. Thus, you only have to pay an employee for holidays during an unpaid FMLA leave if you have a policy of providing holiday pay for employees on other types of unpaid leaves. Do you have to provide holiday pay for employees on the Family and Medical Leave Act leave? You have to treat FMLA leaves of absence the same as other non-FMLA leaves. Also, an employer does not have to pay any overtime or other premium rates for holidays (although some choose to do so).ħ. How do paid holidays interact with the overtime rules for non-exempt employees? If an employer provides paid holidays, it does not have to count the paid hours as hours worked for purposes of determining whether an employee is entitled to overtime compensation. To guard again this situation, some companies require employees to work the day before and after a paid holiday to be eligible to receive holiday pay.Ħ. For example, some employers are concerned that employees will combine a paid holiday with other paid time off to create extended vacations. Can we place conditions on the receipt of holiday pay? Yes. In fact, the operational needs of some businesses will require that some employees work on holidays (hospitals, for example).ĥ. Can we require employees to work on holidays? Because holiday closings are a discretionary benefit, you can require that employees work on a holiday. Similarly, an employer can choose only to provide holiday pay to full-time employees, but not part-time or temporary employees.Ĥ. If we choose to pay non-exempt employees for holidays, can we require that they serve some introductory period to qualify? It is entirely up to your company’s policy whether non-exempt employees qualify for holiday pay immediately upon hire, or after serving some introductory period. Similarly, many employers observe a holiday on the preceding Friday or the following Monday when a holiday falls on a Saturday or Sunday when the employer is not ordinarily open.ģ. This often happens when employees work compressed schedules (four 10-hour days as compared to five 8-hour days). What happens if holiday falls on an employee’s regularly scheduled day off, or when the business is closed? While not required, many employers give an employee the option of taking off another day if a holiday falls on an employee’s regular day off. You can make a holiday unpaid for exempt employees, but it will jeopardize their exempt status, at least for that week.Ģ. The Fair Labor Standards Act does not permit employers to dock the salary of an exempt employee for holidays. Exempt employees present a different challenge. Paid holidays is a discretionary benefit left entirely up to you. Do you have to pay for holidays? You are not required to pay non-exempt employees for holidays. In light of the holiday, I thought it was a good idea to revisit that list.ġ. I previously wrote a post titled, “ 8 things you need to know about holiday pay.” The July 4 holiday is a paid day off for many American workers.
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