The following holidays are observed as official holidays:
The additional holiday is to be declared by the President of the university. This holiday may or may not be on the same day as the calendar holiday. Payment for the above university holidays will be granted on a prorated basis dependent upon the part-time employee's total number of hours worked during the preceding 30 days (or nearest 30 days tracked in the Human Resources Information System) assuming the employee has been employed at least 30 calendar days immediately preceding the holiday. The employee must be scheduled to work regularly at least 20 hours per week to qualify for holiday pay. In addition, during the week of the designated holiday, the part-time employee has to be in pay status for 20 hours (including holiday pay). Thus, in order for part-time employees to receive holiday pay, the following must happen:
Requirement: If the employee doesn't work enough hours in combination with the prorated amount for holiday pay to reach the 20 hours, available sick leave and/or vacation may be used to remain in pay status. In order to earn vacation and sick leave, a part-time employee must be employed for at least two years. Any corrections regarding holiday pay will be made on the employee's next regular paycheck. If an employee terminates employment, no pay will be received for holidays occurring after the last day worked even though the holidays fall within the period of the employee's projected terminal vacation leave if any. Regular, part-time employees who are normally scheduled to work between 3:00 PM and 5:00 PM on the day(s) the university closes early prior to certain holidays will not suffer a loss of earnings due to the early closing. Because of the unusual schedule followed by Residence Halls Dining Service (RHDS), this procedure does NOT apply to RHDS regular, part-time staff personnel. Part-time staff personnel employees working in Residence Halls Dining Service or University Banquet and Catering or University Food Court should check with their supervisors regarding holiday pay practices in those three areas.
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