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Administrative Manual - 206 Work Schedules and Pay

206.05 Holidays

POLICY

  1. ELIGIBILITY

    All employees who are scheduled to work 20 or more hours per week shall be paid for designated holidays except:

    1. Casual employees and student interns;
    2. An employee who is on an absence not authorized by his/her supervisor either the day preceding or the day following a holiday;
    3. An employee on layoff, suspension, or a leave without pay in excess of ten (10) working days;
    4. An employee who is scheduled to work on the holiday but does not report and is on unauthorized absence.
  2. HOLIDAYS OTHER THAN JSA-OBSERVED HOLIDAYS

    Absence for other holidays, including religious holidays, shall be charged to vacation or, if the employee has insufficient vacation accrued, he/she may request leave without pay.

PROCEDURE

  1. PAID HOLIDAYS
    1. JSA-Observed Holidays
      1. JSA observes eleven (10) holidays. They normally include: New Year's Day, Martin Luther King, Jr. Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, the Friday after Thanksgiving Day, Christmas Eve (or announced equivalent), Christmas Day, and New Year's Eve (or announced equivalent).
      2. Determination of Day of Observance

        When a holiday falls on a Saturday, it shall be observed on the preceding Friday. When a holiday falls on a Sunday, it shall be observed on the following Monday. JSA-observed holidays may differ from national days of observance.

    2. Holiday Pay
      1. All eligible full-time employees are paid for JSA-observed holidays at their straight time rate of pay for a standard eight hour workday.
      2. Nonexempt employees who are required to work on a JSA-observed holiday are paid for the eight-hour holiday plus the hours they actually work on the holiday. Both the eight holiday hours and the actual work time count toward time worked for overtime purposes.
      3. Eligible part-time employees are paid for the holiday at the proportionate ratio of their regular work schedule.
      4. Exempt employees who are required by the Laboratory to work a full holiday will be allowed to take an alternative work day as a holiday. Alternative holidays may not be taken in advance of the actual holiday. The alternative holiday must be taken by the end of the fiscal year in which the holiday occurred and must be approved in advance by the supervisor. The Payroll Office must also be notified in advance of any arrangement for alternative holidays.

        If the employee terminates prior to using the alternative holiday, he/she will be paid at their regular rate for the holiday time not used. If the employee does not use the alternate holiday within the fiscal year he/she will be paid at their regular rate for the holiday time not used.

    3. Effect on Leave Accrual and Benefits for New Hires

      Benefits are affected when holidays fall at the beginning of a pay period.

      1. New employees beginning work on the day after the holiday shall not be paid for the holiday.
      2. New employee eligibility for benefits when holidays fall at the beginning of a pay period varies depending on the individual insurance companies. New employees will be advised in New Employee Orientation of their particular status.


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