Holiday pay policies for part-time employees often are much different from those for full-time workers. Nevertheless, no federal laws say an employer must offer vacation, personal days or holiday pay to employees in either class as long as the rule is applied fairly. Additionally, while state employment laws differ in some aspects, they generally follow federal guidelines concerning holiday pay. However, overtime laws still apply.
Holiday vs. Overtime Pay
Even though the federal Fair Labor Standards Act doesn’t address holiday pay as a separate topic, a part-time hourly employee who works on a recognized holiday must receive at least the agreed upon wage, including overtime if it applies. However, this rule doesn’t apply to exempt workers as they must receive at least $455 each week no matter how many hours they work or face losing their exempt status.
Employers that choose to offer holiday pay to part-time employees can choose how many hours to include. For example, while full-timers may receive eight hours, part-timers might only receive four hours of holiday pay. Additionally, an employer has the option to require that every employee work the day before and/or after a paid holiday to be eligible to receive holiday pay.
Percentages and Trends
Federal Holiday Pay
A November 2014 Society for Human Resource Management study shows that most businesses observe 7 to 9 federal holidays. These include
- New Year’s Day
- Memorial Day
- The day before Independence Day and Independence Day
- Labor Day
- Thanksgiving Day and the day after Thanksgiving
- Christmas Eve and Christmas Day
The study also showed that among employers who offer holiday pay to both employee classes, most offered the same number of paid holidays to both full-time and part-time employees. However, according to a 2014 U.S. Department of Labor news release, while 90 percent of private industry employers offered holiday pay to full-time workers, only 37 percent also offered it to part-time employees.