Note: This is not a current version of the policy. View current version. »
|The University recognizes the following holidays to be observed by the closing of all departments and offices except where continuous service is essential: New Year's Day, Martin Luther King, Jr. Day, Memorial Day, Independence Day, Labor Day, Presidential Election Day, Thanksgiving Day, the Day after Thanksgiving, and Christmas Day. The Day after Thanksgiving is not a holiday for employees of the University Hospital.
|When a holiday falls on a Saturday, the Friday immediately before shall be observed as a holiday. When a holiday falls on a Sunday, the immediate following Monday shall be observed as a holiday.
|Any regular full-time and half-time employee is entitled to regular pay on a holiday.
|A regular half-time employee is entitled to regular pay for the hours of a holiday in an amount directly proportionate to the amount of hours worked relative to a full-time employee. In the case where the regular half-time employee is not scheduled to work on a holiday, the pro rata percentage of part-time hours to full-time hours shall be calculated on an annualized basis. The principle governing pro rata percentages under this policy is to provide, within reasonable limits, an equitable allowance of holiday hours for an eligible employee who is not full-time but who works half-time or more.
|When a staff employee is scheduled to work on a holiday which falls on a Saturday or Sunday, that Saturday or Sunday shall be considered the holiday for purposes of granting equivalent time off.
|When a regular full-time staff employee is required to work or is normally scheduled off on any University holiday, equivalent time-off with pay shall be granted on another scheduled work day, within a specified period of six (6) weeks at the convenience of the department. Departments with special scheduling and staffing problems may extend this six (6) week period with the approval of the department head.
|The department shall grant the time off with pay for the holiday; the department does not have the option to pay the employee for the hours at the regular hourly rate or time-and-a-half rate, if overtime is applicable, in lieu of the time off with pay.
|An employee who is in a no pay status on a scheduled day immediately before or after a holiday shall not be paid for the holiday.
|A staff employee on authorized vacation leave shall not be charged vacation leave for a holiday which occurs while the employee is on vacation leave.
|Special holidays may be granted by action of the Board of Trustees or the President.
|The special holidays, if granted, shall be taken in accordance with a schedule as arranged by the various departments within the period of time as outlined by the President of the University.
|A department with special scheduling and staffing problems may schedule the special holidays at the department's convenience, as close to the holidays as possible, and preferably within six (6) weeks, but no more than twelve (12) weeks. The department head shall approve any such special scheduling. Scheduling the special holidays in this manner shall permit a sufficient degree of flexibility in keeping the department operational, as well as allowing for individual preference in taking time off.
|The department has the option either to grant the employee time off with pay for the holidays or to pay an employee the applicable rate of pay for the holiday time (i.e., regular hourly rate or time-and-a-half rate if overtime is applicable).
|Only a regular full-time or half-time staff employee who is employed prior to the cut-off date established by the President shall be eligible for the special holidays.
|An employee whose retirement follows the usual retirement regulations (ARII-1.6-1) and occurs during a special or regular holiday period will receive that special or holiday pay.
|Department heads are encouraged to be sensitive to the importance of official religious holidays. Every effort should be made to allow an employee to observe official religious holidays. Possible alternatives for accommodating an employee's religious holiday might be to allow an employee to substitute one of the "traditional" holidays (see 83.1) for a religious holiday (assuming this arrangement is compatible with the department's operating schedule), or allow the employee to use an accrued vacation day. If all accrued vacation is exhausted, a department head may grant a leave without pay.