Holidays and Holiday Pay
Policy Number: 27
Eligible regular employees
- Date Reviewed:
- January 2018
- Responsible Office:
- Human Resources
- Responsible Executive:
- Vice President and Chief Human Resources Officer
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 (Holiday and Vacation Schedule).
Each department is responsible for maintaining accurate time records for holidays.
Eligibility for receiving holiday pay or compensatory time
The fundamental eligibility requirement for receiving holiday pay or compensatory time is that the employee hold a regular appointment (HOOP 17, Appointment Status). 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. 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 HOOP 112, Observing Religious Holy Days.
If a holiday falls on an eligible employee's regularly scheduled work day, and the employee is required by his/her supervisor to work that day, or a fraction of it, or has approval in advance from his/her supervisor to work that day, 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. Holiday worked balances expire 12 months from the date of the holiday worked. This compensatory time should be scheduled at a time 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. (HOOP 154, Overtime Pay and Compensatory Time Off).
- Human Resources