There are many federal holidays, such as Labor Day, Independence Day, Memorial Day, New Year’s Day, Christmas, Thanksgiving, and others, that are widely recognized. While many organizations grant employees time off on these federal holidays, the status of less popular ones remains a question. For some employees, the terms “federal holidays” and “days off” are synonymous, particularly when the holiday holds personal significance. Consequently, discussions about reasonable expectations surrounding federal holidays can be challenging, especially for HR professionals at small to midsize employers who regularly interact with employees and anticipate concerns related to issues like paid time off (PTO).
The decision about which federal holidays employees are not required to work ultimately lies with the employer. Balancing workforce satisfaction with organizational needs, especially during highly-anticipated holidays, is crucial. Factors to consider include eligibility criteria for employees (exempt, nonexempt), designating dates as paid holidays, special pay rates or bonuses for those working on holidays, and protocols for observing holidays falling on weekends.
There are instances where an organization’s needs may necessitate employees working on federal holidays. Addressing potential discontent over not having specific days off can be managed during the onboarding process. Clearly outlining the organization’s PTO policy and having employees review and acknowledge it can provide a reference point when concerns arise.
The decision to not grant specific federal holidays off may be due to various reasons, and employers have the discretion to determine organizational needs. As an HR professional, navigating such discussions falls under your purview. Consistent and assertive communication becomes crucial during these challenging conversations, especially when the prospect of a full day off is at stake. When addressing employees, maintaining a polite and professional demeanor is essential, recognizing the diverse cultural and traditional values associated with federal holidays.
Provide Clear Policies
A comprehensive policy regarding federal holidays should provide clear guidelines to employees about the organization’s stance and expectations regarding these designated days. There are a few key elements to include in such a policy. Clearly specify the federal holidays that the organization recognizes. Include well-known holidays like New Year’s Day, Independence Day, Labor Day, Thanksgiving, and Christmas, as well as any other holidays relevant to your region or industry. Define the eligibility criteria for employees to be entitled to holiday benefits. This may include distinctions between exempt and nonexempt employees or any other relevant categories within your organization. Finally, be sure to clearly state which federal holidays are designated as paid days off.