This week’s question comes from Kim, a business owner. We have an employee who never shows up for work the Friday before a holiday. Can we require employees to work the day before or after a holiday? Answer: Employers may condition holiday pay on attendance, i.e., employers may require employees to work on the scheduled workday before and after the holiday to receive holiday pay. Some employers have exception policies that allow employees to schedule vacation around a holiday, to take a personal day with advanced notice, or to take a sick day with a note from a doctor. Other employers strictly enforce the policy and do not allow exceptions. Contact Vision Payroll if you have any further questions on holiday pay.
This week’s question comes from Ryan, a small-business owner. We’re going to be closed next Monday for Labor Day. We have some full-time employees and some part-time employees. Do I have to pay employees for holidays? Answer: There is no requirement in the Fair Labor Standards Act (FLSA) for employers to pay employees for holidays not worked or to pay them a higher rate if they do work. Most employers do pay holiday pay to their full-time employees. Among part-time employees, some employers pay a full day’s pay, some pay according to the employee’s work schedule or other allocation method, and some do not pay part-time employees for holidays. Most public sector and union employees have holiday pay negotiated into their contracts.
State laws may provide rules that are more beneficial to the employee and must be followed. Contact Vision Payroll if you have further questions about holiday pay.
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