Q: What holidays do State employees observe?
A: State employees observe the following holidays:
New Year’s Day -- January 1
Martin Luther King, Jr. Day -- Third Monday in January
George Washington’s Birthday or President’s Day -- Third Monday in February
Confederate Memorial Day -- May 10
National Memorial Day -- Last Monday in May
Independence Day -- July 4
Labor Day -- First Monday in September
Veterans Day -- November 11
Thanksgiving Day -- Fourth Thursday in November
Day after Thanksgiving -- Fourth Friday in November
Christmas Eve -- December 24
Christmas Day -- December 25
Day after Christmas -- December 26
Q: What happens if a holiday falls on Saturday or Sunday?
A: If a holiday falls on a Saturday, employees working a Monday through
Friday schedule will observe the holiday on the preceding Friday. If a holiday
falls on a Sunday, employees working a Monday through Friday schedule will
observe the holiday on the following Monday.
Q: Who is eligible for paid holidays?
A: Employees in FTE positions are eligible for paid holidays. Time
limited project and temporary grant employees may also be eligible for paid
holidays when the time limited contract or grant permits the eligibility.
Q: How do public colleges and universities schedule holidays?
A: The holiday schedules of colleges and universities may be modified
based on the academic schedule, but the number of holidays cannot exceed the
number of holidays allowed by the State and as stated in the State Human
Resources Regulation 19-708.02.
Holiday Compensatory Time
Q: If an employee is required to work on a holiday, how much holiday compensatory time should the employee earn for that holiday?
A: An employee will earn holiday compensatory time equal to all hours worked during that holiday, not to exceed the employee's average workday.
Q: How long does an employee have to use accumulated holiday compensatory
A: An employee not following an academic schedule should be allowed to
use holiday compensatory time within 90 days of the holiday. An employee
following an academic schedule should be allowed to use holiday compensatory
time within one year of the holiday.
Q: If a non-exempt employee is unable to use holiday compensatory time
within the required timeframes, what happens to the unused holiday compensatory
A: A non-exempt employee should be compensated for the holiday by the
employing agency at the straight hourly pay rate of the employee.
Q: Can the agency extend the time to allow a non-exempt employee to use
accumulated holiday compensatory time?
A: An agency may submit a request for an additional 90 days to the
Office of Human Resources (OHR). The request must be made prior to the end of
the original 90-day period and must be based on limited staffing.
Q: Can an employee be compensated for all unused holiday compensatory time
upon separation from employment?
A: A nonexempt employee should be compensated for all holiday
compensatory time upon separation from employment. An exempt employee cannot be
paid for unused holiday compensatory time upon separation from employment.
Q: How does an agency determine the number of hours contained in a holiday
for an employee in an FTE position?
A: The length of an employee’s holiday is computed based on the number
of hours in the employee’s average workday. The number of hours in a holiday is
determined by dividing the total number of hours an employee is regularly
scheduled to work during a week by five (regardless of the number of days the
employee actually reports to work).
M - 5
T - 10
W - 5
TH - 10
F - 7.5
Average workday = 37.5/5=7.5 hours
In the preceding example, if the holiday falls on Monday, the employee would
receive 5 hours of holiday time and 2.5 hours of holiday compensatory time.
Q: If an employee works a compressed workweek, how does this affect the
amount of holiday compensatory time he earns for a holiday on which he is not
scheduled to work?
A: For an employee working on a compressed workweek, he is eligible to
receive holiday compensatory time equal to the number of hours in his average
workday when a holiday falls on a non-scheduled workday.
Q: Does an employee who is required to work a portion of a holiday due to
shift work earn holiday compensatory time?
A: An employee who is required to work a portion of the holiday due to a
shift that begins on one day and ends on another shall be granted holiday
compensatory time equal to all hours actually worked on the holiday.
Q: Does a part-time employee in an FTE position receive a holiday on a
non-scheduled workday? (For example, the employee works Monday through
Thursday, 30 hours a week and Friday is a holiday.)
A: A part-time employee is treated the same as a full-time employee in
an FTE position in applying holiday guidelines. The employee will receive the
holiday or holiday compensatory time based on the number of hours in his
Holidays While On Leave
Q: Is an employee who is on paid leave (i.e., sick or annual leave) when a
holiday occurs entitled to the holiday?
A: An employee who is on paid leave on a legal holiday is entitled to
the legal holiday and is not required to take paid leave for that holiday.
Q: Is an employee eligible for a holiday when that employee is on leave
A: An employee who is on leave without pay should not be paid or receive
holiday compensatory time for holidays falling during this period of leave
Q: When a holiday occurs during a period when an employee is taking FMLA
leave, does the employee receive the holiday?
A: If a holiday occurs during a period when an employee is taking FMLA
leave and is on paid leave, the holiday is counted as a day of FMLA leave and
included in the total 12 workweeks of FMLA leave an employee is eligible to
receive during each calendar year.