Paid Holidays: Non-Vacation
Paid Holidays: Non-Vacation
Everyone wakes up at least once in their life and wonders if there is an excuse good enough to call out of work. Luckily there are a few days in the year that we can stay in bed instead of getting ready for work. These are the major and some minor holidays that we celebrate. For most they mean a promised day off, and you don’t even need to make up an excuse for them. The ones that almost every business closes it’s doors for include Easter, Thanksgiving, and Christmas. Others will close for days such as Labor Day, or for religious holidays based off their companies religious believes. Of course these holidays are a cherished time to spend time with friends and family, but they are also cherished for being a break from the workplace.
Are these holidays subject to pay though?
Legally, the law does not dictate that a federal holiday off of work must be paid for. Rather a company will pay an employee for time not worked because of a holiday is purely up to the employer. The only exception to this is for salaried workers. A salary worker is paid a predetermined amount regardless of time worked, and can not be reduced because of a holiday. Many companies will typically offer some form of holiday pay as part of a benefits package. For anyone who works a wage or commission, they have to hope their employers are really in the holiday mood.
Alternatively, the rules for working on a major holiday are much the same. Many employers will pay time and a half for working during a major holiday such as Christmas, meaning if you get paid 10 dollars an hour, you will get paid 15 an hour on a Holiday. A few will even go as far to pay double for actively working. This is not required by law though, and some may find they are spending Christmas stocking shelves for regular wage. This time Salary is not exempted from the rules. Working during a major holiday does not require any extra pay for them.
When an employee is hired, typically the talk of benefits arrises. If you plan on giving them paid holidays, this is the time it would typically be discussed. Just be warned, if you offer holiday pay at the beginning, and do not deliver on the promise, it could at the very least cause tension in the workplace. If it is physically stated anywhere in the work place, than it may lead to possible legal issues. If you plan on ending any sort of holiday pay previously promised, make sure to announce it to all affected by it. If possible, explain to them the reason behind it. This will give them time to plan accordingly, while also helping them understand the situation. Naturally they will be a little sour at the lost income. Explaining the situation will help make the workplace morale from dropping.
If you are not sure on how to implement holiday pay into your payroll, yet want to give something back to your employees, consider outsourcing your payroll to an company such as Vision H.R. They have trained staff that can keep your regular payroll current and effective, who can handle items such as paid holidays and vacations. To get a free quote on your payroll options, visit the Vision H.R. website today.
