Policy Number: 27
I. POLICY AND GENERAL STATEMENT
The University of Texas Health Science Center at Houston (“university”) is allowed by law to establish its own holiday schedule which is compatible with its academic calendar. Human Resources is responsible for publishing and distributing the annual holiday calendar throughout the institution at the beginning of the fiscal year. (Refer to the Holiday and Vacation Schedule.)
Each department is responsible for maintaining accurate time records for holidays.
The fundamental eligibility requirement for receiving holiday pay is that the employee must be appointed for a minimum of 20 hours per week for at least four and one-half months. In addition, the employee must be on paid status on both the day before and the day after the holiday. An employee who is on leave of absence without pay, for example, is ineligible to receive holiday pay.
All regular employees are entitled to the same number of paid holidays. A regular employee is appointed for a period of at least four and one-half consecutive months with a definite job assignment that must be 50 percent time or more. (See HOOP Policy 17 Appointment Status.) An eligible employee appointed on a less than 100 percent basis is entitled to holiday pay on a percentage basis proportionate to the employee's appointment.
The university observes two kinds of holidays: those on which the institution is officially closed and those on which the institution must be prepared to conduct "public business." Each unit and/or department head must ensure the capability of that unit or department to respond to inquiries from the public on the latter holidays.
For information on observing a “religious holy day,” refer to policy HOOP Policy 112 Observing Religious Holy Days.
If a holiday falls on an eligible employee's regularly scheduled work day, and the employee is required to work that day (or whose work is approved by the supervisor), or a fraction of it, the employee will be allowed compensatory time off during the 12-month period following the date of the holiday worked. This compensatory time should be scheduled to be agreeable with both the employee and the supervisor. Should the granting of compensatory time off be disruptive to normal office functions, the supervisor will authorize payment on a straight time basis for the holiday.
Hours for which an employee receives holiday pay do not count in the computation of overtime pay. See HOOP Policy 154 Overtime Pay and Compensatory Time Off.