16 paid holidays

Paid holidayspaid vacationand paid sick leave are determined by the employer, or in a represented workplace, by the employee's representative, often a union, in negotiation with an employer. Paid holidays may also be negotiated by employees who have a contract with employers; these are often senior-level employees. Senior-level employees are more apt to have come from positions in other organizations where their seniority gave them the maximum paid holidays and vacation time.

Senior-level employees are unlikely to settle for less time off if they take a new position. In fact, if an employer fails to provide equivalent paid vacation and holiday time, this may be considered a deal-breaker by the prospect—even if they don't typically use all of the time available. It is the fairness of the matter that counts. Such employees are unlikely to accept positions in companies that don't offer paid time off for holidays.

Nonexempt, or hourly, employees are less likely to have paid holidays, or they receive fewer paid holidays than their exempt or salaried counterparts. Part-time and temporary employees rarely have paid holidays. Contract employees or consultants do not receive paid holidays—and they don't expect them.

But, a contract worker who is employed by the contracting company, not the employer whose job site they work in, may receive paid holidays from the contracting company. Paid holidays are a normal part of a compensation and benefits package offered by employers to attract and retain employees. They are usually listed in an employment offer letter and appear in an employee handbook.

Increasingly, competitively paid holidays and other time-off benefits are becoming crucial to an employer's ability to attract the best employees who have skills that are critical for the operation of the business. Blue-collar and service employees have, on average, 7. Federal employees have an annual schedule of paid holidays that are established by the U. Office of Personnel Management. Business Owner's Toolkit from Wolters Kluwer offers a handy guide to paid holidays by the state.

The most common paid holidays in the U. Other companies offer a floating paid holiday that employees can take as needed. Overall, paid holiday leave provided by employers was most common for secular holidays. The SHRM study found that the percentage of employers who closed for each of these holidays was as follows. The floating holiday or several floating holidays give employees the opportunity to use paid time off to celebrate religious holidays.

Employees can also use PTOpersonal daysor paid vacation days to get paid for religious commemorations and family time off. See an example of a commonly paid holiday schedule for the private sector and the public sector in the U.Federal employees in the Washington, DC, area are entitled to a holiday on the day a President is inaugurated January 20 following a Presidential election. Employees are entitled to this holiday if they are employed in. When Inauguration Day is moved to January 21 st because January 20 th falls on Sunday, Federal employees in the Washington, DC, area who would otherwise work on Monday, January 21 stare entitled to a holiday on that day.

All full-time employees, including those on flexible or compressed work schedules, are entitled to an "in lieu of" holiday when a holiday falls on a nonworkday. In such cases, the employee's holiday is the basic workday immediately preceding the nonworkday.

A basic workday for this purpose includes a day when part of the basic work requirement for an employee under a flexible work schedule is planned or scheduled to be performed. An employee is not entitled to another day off as an "in lieu of" holiday if a Federal office or facility is closed on a holiday because of a weather emergency or when employees are furloughed on a holiday. Occasionally, two holidays will fall within the same pay period.

A full-time employee on a flexible work schedule is entitled to 8 hours of pay on a holiday when the employee does not work. See 5 U. Holidays designated by law to occur on Monday i. This applies to employees whose basic workweek is Sunday through Thursday. However, it does not apply to employees whose basic workweek is Monday through Friday or Monday through Saturday. Presidents occasionally issue Executive orders closing Federal departments and agencies for part or all of a workday.

Employees are excused from duty during such periods unless they are "emergency employees," as determined by their agencies. Such Executive orders often provide that the time off will be treated like a holiday for pay and leave purposes. Employees who are required to work during their basic tour of duty on such days are entitled to holiday premium pay. A basic nonovertime tour of duty that includes some, but not all, hours on a holiday is considered a holiday tour.

See section 5 of E. When two basic nonovertime tours of duty include hours on a holiday, the holiday tour is the tour of duty that begins on the holiday. Full-time employees who are not required to work on a holiday receive their rate of basic pay for the applicable number of holiday hours. On a holiday, employees under a standard work schedule are generally excused from 8 hours of nonovertime work, which are considered part of the hour basic workweek.

Flexible Work Schedules. On a holiday, employees under flexible work schedules are credited with 8 hours towards their hour basic work requirement for the pay period. Employees under flexible work schedules are credited with 8 holiday hours even if they would otherwise work more hours on that day. In the event the President issues an Executive order granting a "half-day" holiday, a full-time employee on a flexible work schedule is credited with half the number of hours he or she was scheduled to work, not to exceed 4 hours.

Compressed Work Schedules. On a holiday, employees under compressed work schedules are generally excused from all of the nonovertime hours they would otherwise work on that day and which apply to their "basic work requirement. In the event the President issues an Executive order granting a "half-day" holiday, a full-time employee on a compressed work schedule is entitled to basic pay for half the number of hours he or she would otherwise work on that day.

See 5 CFR This does not include overtime work. Part-time employees who are excused from work on a holiday receive their rate of basic pay for the hours they are regularly scheduled to work on that day.The Federal Government provides employees with ten paid holidays each year. It depends on the employer's company policy regarding holidays.

In addition, Inauguration Day is a paid federal holiday every four years. Federal law establishes these public holidays for Federal employees. State and local laws may have different guidelines, so check with the Department of Labor in your location for information on holiday leave and pay requirements.

Even if they do close, they are not legally required to compensate workers with paid time off PTO. However, companies may have policies that provide for holiday pay or paid time off.

A smaller percentage of businesses also planned to offer paid time off for Martin Luther King Jr. On average, private companies offered paid holidays for nine of these eleven federal holidays. Become familiar with the company's policy on holidays so you know your holiday benefits before you accept the job and sign the employment contract, rather than after the fact. Forty-eight percent of employers offered a floating holiday day to employees, typically one or two days a year.

Sometimes your work status determines whether you will be eligible for paid holidays by a private company.

U.S. Department of Labor

Levels of seniority may also determine how many paid holidays your employer is willing to give you each year. Check with the Human Resources department for a list of paid or unpaid holidays at your company.

Ideally, these should be clearly explained in an official employee handbook. Holiday benefits are generally an arrangement between an employer and an employee, as part of company policy, or as a negotiated agreement between the company and the employee's representative, e.

Some workers are more likely than others to be asked to work on a federal holiday, including shift workers, emergency personnel, and those in the healthcare, retail, and service industries. Although there are no legally mandated holidays, paid or otherwise, for these and other non-federal workers, employees who have to work because their industry doesn't stop for holidays often have resources at their disposal. For instance, many hospitals have policies that require medical staff to work either Christmas or Thanksgiving, but not both.

Bottom line: to find out where you stand in terms of holidays, you'll need to talk to Human Resources or your manager. Don't be shy. Department of Labor. International Foundation of Employee Benefit Plans. Job Salaries. Full Bio Follow Linkedin.

16 paid holidays

Follow Twitter. Alison Doyle is the job search expert for The Balance Careers, and one of the industry's most highly-regarded job search and career experts. Read The Balance's editorial policies. You don't want to be surprised when a holiday rolls around and you're asked to work. Article Table of Contents Skip to section Expand. List of Federal Holidays. Dates of Federal Holidays for Observation Days on a Weekend. State Laws. Private Sector Holidays. What Holidays You're Entitled To.

Extra Days Off. Employment Status and PTO.

16 paid holidays

Will You Be Asked to Work? Article Sources.Holiday pay is an appreciated employee benefit that employers offer to recruit and retain the best employees. In competition with other employers who provide little or no paid holiday time, the employer that offers the most generous holiday pay package will often win the talent war.

16 paid holidays

Here are the answers to the most commonly asked employer questions regarding holiday pay issues in the U. There is no Federal law that requires an employer to provide time off, paid or otherwise, to employees on nationally recognized holidays. Holidays are also typically considered as regular workdays. On a state level, legislation, ballot initiatives, or court ruling can create new rules regarding employers and holiday pay. To accommodate employees, many employers offer a floating holiday in addition to the regularly scheduled holidays.

This allows employees to take time off for religious observances that are not covered by the established holiday schedule. Courts addressing the issue of religious accommodation generally agree that unpaid time off can be a reasonable accommodation, as can allowing an employee to use a vacation day to observe a religious holiday. Employees are usually required to give adequate advance notice of their intention to take a floating holiday.

For non-exempt hourly employees, no. An employer does not have to pay hourly employees for time off on a holiday. An employer is only required to pay hourly employees for the time they actually worked. For example, an employer may require that employees work—or be on an approved leave status—the day before and after a holiday in order to receive holiday pay. An employer may also require an employee to have worked for the company for a specified period of time before becoming eligible for holiday pay.

In addition, an employer may prorate the amount of holiday pay due to a part-time employee. Whatever conditions apply to the receipt of holiday pay should be documented in writing, generally in the employee handbook. While it is common to pay a premium to an employee who works on a holiday, there is no legal requirement to do so.

It's up to the employer who may view paying employees who work on a holiday as a part of their benefits package. No, as long as the basis for the different treatment is not discriminatory. For example, based on a protected classification, such as age, race, and so forth. Similarly, many employers observe a holiday on the preceding Friday or the following Monday if a holiday falls on a Saturday or Sunday and the employer is closed on weekends.

As with employees who work a standard workweek, there is no requirement that an employer provides an employee on a compressed workweek schedule with paid or unpaid time off on a holiday. Employers who utilize a compressed workweek have generally taken one of three approaches to eligibility for holiday pay. It's worth noting that as long as the employer follows its own written policy consistently, any approach selected by an employer is acceptable.

Human Resources Compensation. By Mel Muskovitz. You want to ensure your competitiveness with other employers. Some employers prefer to give employees who work a compressed workweek at least four days a week pay for the holiday, even if the employee is not scheduled to work that day.

Holiday, Holidays, Vacation, Leave, Day off - The difference.

This gives the employees an extra day of pay. Continue Reading.Paid holidays are not required in the United States by any government regulations. This is because the Fair Labor Standards Act FLSA does not require an employer to pay employees for time that they do not work, such as for vacations or holidays.

Employees in the US receive an average of 7. Clerical and sales employees average 7. Blue collar and service employees have, on average, 7. A study of paid time off by the WorldatWork Association found that nine paid holidays was the norm in the United States. These are the most common paid holidays in a private sector organization's paid holiday schedule. They will vary by the company based on the needs of the employees and the needs of the business.

For example, even companies that offer these paid holidays may have jobs that must work on the holidays. This is a necessity, or in some cases, a choice for profitability, in industries that serve customers 24 hours a day, 7 days a week, and days a year. These jobs include manufacturing when capacity and customer demand requires more hours; direct patient healthcare services including nursing, emergency room services, hospital food services, custodial services, and more; open retail establishments; restaurants; gas stations; drug stores; convenience stores; some technical and customer support positions; and grocery stores.

Other services require employees on-call such as physician's offices, telephone services, electricity providing utilities, snow removal workers, and so forth. These people may have to depend on a fair on-call schedule to get to plan celebrations on otherwise paid holidays. The majority of employees who work jobs that must be staffed on holidays are hourly paid positions. As a reward for working the holiday and to make employees feel better about working on itthese employees often receive additional compensation in the form of time and a half or double time pay.

Additionally, some organizations add several of these days to their paid holiday schedule. This depends on regional differences and the input of employee feedback over time.

Another commonly paid holiday option is a floating holiday or two in which the employee determines the day to take off as part of his or her paid holiday schedule. These are offered so that, for example, employees with various religious and cultural celebrations and memorials and employees who wish to extend paid holiday weekends, have more options.

Knowing what your employees want is the key to creating a successful employee paid holiday schedule. Federal law 5 U. According to the U. For these employees, when a holiday falls on a non-workday—Saturday or Sunday—the holiday is usually observed on Monday if the holiday falls on Sunday or Friday if the holiday falls on Saturday.

This law also designates the names of paid holidays such as Washington's Birthday. Many public sector organizations, local and state governments, and so forth, base their holiday schedule on the Federal holiday schedule.

Now that you know the normal and typical paid holiday schedules in the U.On these days, all non-essential government employees are off work and most government offices including post offices are closed. States and private companies are not required to observe federal holidays, but most state and local governments as well as many private businesses are also closed on these days.

Use the links below to download or print holidays tables. The calendar link can be used to import federal holidays into any major calendar softwares including Microsoft Outlook, Apple Calendar, Google Calendar.

That means USPS is required to observe all federal holidays. If New Year's Day falls on a Saturday, the preceding day will be observed as a federal holiday. This will occur on January 1st, That year January will only have one holiday and the preceding December will have a holiday on December 31st, InJanuary 1st is a Sunday so the holiday will be observed on January 2nd.

Federal employees are permitted to modify their work schedules to accommodate religious observances that require one to abstain from work during regular working hours. When an employees takes off work for a religious observance they are required to make up the time or take personal leave. The hours worked in lieu of regular working schedule may not entitle the employee to premium pay for working on a weekend or overtime. Employees are required to provide a written request for schedule adjustment.

The request must state the schedule adjustment is for a religious holiday and must state when the time will be made up. Supervisors are required to approve religious leave unless the adjusted schedule would "interfere with the efficient accomplishment of the agency's mission. Note: Federal holidays are supposed to be non-religious. Christmas is the only federal holiday directly related to a religion.

There have been objections to this in the past, but changes are unlikely. Yes, if a federal employee is regularly scheduled to work during a federal holiday period then they get paid leave. If an employee is deem "essential" and cannot take off for a holiday they will receive premium pay. Military personnel are paid by salary and get paid the same amount whether they work days per year or 2.

All non-essential employees are off on federal holidays. It is up to an employee's supervisor to determine if a position is essential. Essential personnel will receive premium pay during the holiday plus a future day of administrative leave.

The schedule for military personnel varies by unit. Soldiers should always confirm with their local chain of command whether they have a federal or training holiday. Holidays are not guaranteed. Military personnel are paid the same whether they work days per year or 2. Supervisors may authorize for an early release or late open due to weather, emergency situations, or before holidays. Early release or late opens vary location and are not government-wide like federal holidays. On Inauguration Day, federal employees who work in Washington, D.

Inauguration day is January 20th each fourth year, etc. January 20, was a Sunday so no one received a holiday then. Thanks, Obama. No, the day after Thanksgiving often called Black Friday is not a federal holiday.

Federal employees must use accrued personal time to take off the day after thanksgiving if they wish to be off work. Note: The New York Stock Exchange observes an abbreviated day of trading on the day after Thanksgiving, closing at pm instead of pm as normal. All federal holidays are non-religious other than Christmas Day. When Christmas falls on a Tuesday it is common for the president to issue an executive order giving federal employees paid administrative leave on the Monday before Christmas Eve.

President Trump did this on December 24, The season may be festive, but for small business owners and employees, holiday pay policy can be confusing. If you are an employer or employee with legal questions about holiday pay, ask a lawyer. Federal holidays are holidays observed by the U. While a majority of government offices are closed on these days, small business owners and other private employers have the option of staying open. Businesses that close on federal holidays are not required to pay their employees for the day off, and those that stay open are not obligated to pay employees extra for normal work hours.

In general, holidays are considered regular workdays and employees receive their normal pay for time worked. If the federal holiday falls on a weekend, it is generally observed on the closest weekday. Paid holidays are not required in the United States, however some employers may decide to provide compensation to their employees as a matter of policy, as laid out in an employment contract or employee handbook. In addition to the federal holidays listed above, other paid holidays might also include:.

Ultimately, paid holidays are up to each employer to define. If you have questions about documenting your holiday policy, ask a lawyer. If multiple employees request time off in observance of a religious holiday, an employer must accommodate such requests in a consistent and nondiscriminatory fashion.

As stated by the Equal Employment Opportunity Commision EEOCan employer is not required to accommodate all requests if the requests will bring hardships to the company. Federal law views holidays as just another business day. That said, both federal and state law requires most employers, but not allto pay overtime to employees whose hours meet the criteria.

This is important if you hold special extended hours during the holiday season, or if you rely on employees to cover additional shifts. If your employees are entitled to overtime, calculating pay can be a bit tricky. The important thing to know is that under federal law, overtime is calculated weekly. State law requires you pay your employee overtime for 2 hours. As an incentive, some employers may opt to offer double-time to employees working on holidays, meaning that their regular rate is multiplied by 2.

While there is no federal requirement around double-time, there are double-time rules in Californiawhich come into play if an employee works more than 12 hours in any workday or if an employee works more than seven consecutive workdays.

For more information about overtime requirements, visit the US Department of Labor website or ask a lawyer. This means for every hour of overtime an employee works, you must give them their regular pay plus half of that.