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Holiday Policies

Posted By Eve Framinan, Wednesday, November 11, 2009
I was recently asked by Maggie for best practices on Holiday policies, especially for those companies that have both federal and commercial business. 

Two policies about handling leave when clients recognize different holidays. The first is at one end of the spectrum and has employees take time from their paid time off to cover holidays. The second, which is the more common, uses floating holidays to cover client holidays.


Core Holidays

Each year, COMPANY observes the Core Holidays listed below. Other holidays which you may wish to celebrate can be taken as paid time off by using General Leave. See the General Leave section which follows this section.

  • New Year’s Day
  • Memorial Day
  • Independence Day
  • Labor Day
  • Thanksgiving Day
  • Christmas Day

For any of the Holidays listed above which fall on a Saturday, COMPANY will generally observe the preceding Friday; for a Holiday falling on a Sunday, generally the following Monday will be observed.

All regular, full-time and part-time employees are eligible to receive full or pro-rated pay, respectively, for a Core holiday if they attended work on the day preceding and the day following the holiday. Previously approved absences, illness or injury confirmed by a doctor’s note, or company designated Administrative Leave days exempt an employee from this attendance rule. Employees who have resigned or given notice and completed their last day of work before the holiday are not eligible for holiday pay.

Please note that if you are a COMPANY employee assigned to a customer site, holidays for which the customer location is closed become your Core Holidays and you must take these days as paid holiday leave unless you are authorized to do otherwise, in writing, by an appropriate representative of the customer’s management team. If the customer site to which you are assigned has more than six (6) such days, any additional days will be automatically deducted from your General Leave bank.



Holidays

Full-time employees are eligible for paid holidays during each calendar year. To receive holiday pay you must work the regularly scheduled workday before and after the holiday, unless the Supervisor approves an exception in writing. A paid holiday does not count as a day worked in calculating overtime for the week.

Six holidays are observed by COMPANY each year:

  • New Year's Day
  • Memorial Day
  • Independence Day
  • Labor Day
  • Thanksgiving Day
  • Christmas Day

In addition to the six holidays listed above, there will be four (4) floating holidays per calendar year. These floating holidays become available to employees at the rate of one per quarter, on the first day of that quarter (meaning January 1st, April 1st, July 1st, and October 1st). Employees are eligible to receive this floating holiday if they are employed on the first day of that quarter. These floating holidays must be used within the calendar year; they do not carry-over from year to year. Floating holidays must be used in 8-hour increments only. All leave for floating holidays shall be requested in writing and scheduled in advance with the employee’s immediate supervisor to ensure that leave does not conflict with job requirements. When scheduling time, employees must give at least two week’s notice to their supervisor so that business requirements can be fulfilled in their absence.

When on client site and a client-observed holiday occurs which is not a COMPANY-observed holiday, the employee has several options including working in COMPANY office space, working from home or using a floating holiday. See your supervisor for specific contract terms which may limit the options available to you. Note that if you choose to work, you must coordinate work assignment and deliverables with your client in addition to coordinating with your supervisor.

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