Holiday Premium Pay Policy

Employees who work on one of the below Company-recognized holidays are eligible to receive their hourly base for client service/eligibility QPB rate + holiday premium pay of 50% of this total rate for all client service hours worked on the holiday in accordance with this policy and the Company’s QPB policy starting on page 36.   For example, if you are eligible to receive your total hourly base/QPB rate at $10 per hour, when you work on a holiday you will receive a holiday premium pay of 50% (in this example $5) for a total of $15 an hour for all client service hours performed within the 24-hour period of a holiday listed below unless it is for hours worked on Christmas Eve and New Year’s Eve.  If you work on Christmas Eve and/or New Year’s Eve, the holiday premium pay applies only to work hours between 12 p.m. and 11:59 p.m.   If you are not eligible for your QPB rate in the payroll period a holiday occurs, then you receive a holiday premium pay that is 50% of your hourly base rate for client services (i.e., $5.00 per hour) for a total of $15.00 per hour ($10.00 + $5.00).

- New Year's Day - Easter Sunday - Memorial Day - Fourth of July

- Labor Day - Thanksgiving Day - Christmas Eve after Noon - Christmas Day

- New Year's Eve after noon

In order to be eligible for holiday premium pay, you must work the scheduled workday immediately before and after the holiday. Only excused absences and absences required or protected by law will be considered exceptions to this policy.

The hours you work on a holiday are included as part of your total hours worked in that workweek for determining your overtime hours, if any. The hourly base rate of pay and your eligibility for the QPB rate of pay, if applicable, are also included in determining your overtime pay, if any. However, the holiday premium pay is not included in determining your overtime pay, if any.  The holiday premium pay is a statutory exclusion under the FLSA regulations for purposes of determining overtime pay.

If an employee does not work on a holiday, that time does not count towards “hours worked” for purposes of calculating overtime.

You may take time off to observe your religious holidays. If available, a full day of unused PTO may be used for this purpose; otherwise the time off is without pay. You must notify your manager at least ten business days in advance of your request for time off for religious holidays.

We schedule all national holidays on the day designated by common business practice.

If a Company-recognized holiday identified in this policy occurs during your scheduled PTO time off from work, PTO will not count for the holiday time off unless you elect to use PTO for that Company recognized holiday off.  If you do not elect to use PTO for your holiday time off, the holiday will be unpaid and the day(s) after the Company-recognized holiday will continue with your approved PTO time off.

By signing below, you agree that you have read, understood and agree to abide by the Company’s Holiday Premium Pay Policy.

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Employee’s Printed Name Position

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Employee’s Signature Date

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