Employee Benefits
         Holidays

PURPOSE: To set policy regarding the granting and usage of holiday pay for staff members.

RESPONSIBILITY: The Vice President for Human Resources is to ensure compliance with this policy.

POLICY:

This policy applies to regular full-time staff members, regular part-time staff members who work a minimum of twenty (20) hours per week, and full-time temporary staff members after six (6) months of continuous employment in the same position. Temporary part-time staff members as well as full-time temporary staff members employed for less than six (6) months are not eligible for holiday pay.

The University recognizes fifteen (15) holidays as follows:

All staff members, except as noted above, in active payroll status on January 1 of each year are granted six (6) float holidays.

Staff members who were not in active status on January 1 and return to active status before July 1 and staff members hired between January 2 and July 1 are granted three (3) float holidays by the second pay day in July.

Float holidays may be used for emergencies, observance of religious holidays or other days of celebration, personal business or other personal matters but not official University holidays or sick time.

Staff members must request the usage of a float holiday at least one (1) week in advance of the utilization date and receive the approval of their department head or designee except in the case of an emergency. Failure to do so can result in the denial of the request. Float holidays may be authorized with notice of less than one week in cases of personal emergency for which other paid leave is not provided.

A staff member claiming emergency usage of float holiday time may be required to submit proof of such an emergency upon returning to work. Failure to supply the requested proof shall result in a salary deletion and appropriate disciplinary action may be issued.

For holiday compensation purposes, non-exempt staff members (eligible for overtime) are to be treated as follows:

Full and Part Time staff members that are routinely scheduled to work twelve (12) hour shifts and effective July 1, 2000, staff members covered by HPAE Local 5089 (Nurses) routinely scheduled to work eight (8) hour shifts in Newark inpatient units, shall be compensated for the nine (9) University designated holidays totaling seventy two (72) hours as follows:

For the period July 1 through November 30 of each year, each staff member will be compensated for all four (4) University designated holidays which fall within this period while the staff member was actively employed. Payment will be made in December, and paid in one lump sum at the staff member's hourly rate of pay in effect at the time payment is made.

For the period December 1 through June 30 of each year, each staff member will be compensated for all five (5) University designated holidays which fall within this period while the staff member was actively employed. Payment will be made in July, and paid in one lump sum at the staff member's hourly rate of pay in effect at the time the payment is made.

A staff member who is not in active status on a day designated by the University as a holiday will not receive compensation for said holiday.

Upon termination of employment or transfer from the twelve (12) hour work shift scheduling basis, the staff member will be compensated for accrued holiday pay for any University designated holiday which has not been paid, less any monies the staff member may owe the University.

Premium Pay Holiday

If a staff member is required to work on a premium holiday (excludes Good Friday and the Day After Thanksgiving), he/she will be 1) paid at the rate of time and one half (1 1/2) for all hours worked on the holiday and 2) will either receive another day off to substitute for the holiday, or receive holiday pay for the holiday at the option of the department head. If an alternate day off is to be utilized, such day off with pay should be mutually agreed upon by the department head and staff member and should not create any additional overtime. If an alternate date cannot be agreed upon, the department head may designate a date for the holiday. Except when fiscally necessary, it is strongly recommended that a staff member be paid for a holiday rather than given an alternative day off.

Non-Premium Pay Holiday

If a staff member is required to work on Good Friday or the Day After Thanksgiving which are non-premium holidays, he/she will be 1) paid at his/her regular rate of pay for all hours worked on the holiday and 2) will either receive another day off to substitute for the holiday, or receive holiday pay for the holiday at the option of the department head. If an alternate day off is to be utilized, such day off with pay should be mutually agreed upon by the department head and staff member and should not create any additional overtime. If an alternate date cannot be agreed upon, the department head may designate a date for the holiday. Except when fiscally necessary, it is strongly recommended that a staff member be paid for a holiday rather than given an alternative day off.

To be eligible for holiday pay, a non-exempt staff member:

When a scheduled holiday falls on either Saturday or Sunday, the following shall apply:

Exempt Staff

Exempt staff members who are not scheduled to work on a day on which a holiday occurs or are required to work on a holiday should make arrangements with their department head for an alternate day off to be charged to holiday pay. Exempt staff members do not receive premium pay if required to work on a holiday.

by direction of the President

Vice President for Human Resources