Human resources questions: handling holidays

Aug. 4, 2011
Tim Twigg and Rebecca Crane of Bent Ericksen & Associates tell you all you need to know about adding holidays to your benefits package, as well as the specifics relating to nonexempt employees.

Question: I am planning to add holidays to my benefits package. Are there legal holidays I must observe? Are holiday hours counted in determining overtime for which my employees would be eligible?

Answer: Holidays are a discretionary benefit. If provided, you can limit eligibility as long as you are consistent, fair, and nondiscriminatory. It is entirely up to you as to which holidays to recognize and the conditions under which they are provided; e.g., must work the day before or the day after if those days are workdays. Overtime is calculated for nonexempt employees based on actual hours worked, so benefits such as holidays, sick leave, and vacation leave are not included in overtime calculations.

Click here for more human resources questions and answers.

The opinions expressed above are based on the writer’s comprehensive background as a human resources professional and the policies in our Bent Ericksen & Associates products having been reviewed by legal counsel. The writer is not an attorney, and the advice provided in this message should not be construed as a legal opinion. If you have legal questions after considering the advice and reading any materials referenced, it is recommended that you consult with your attorney.

Author bio
Tim Twigg is the president of Bent Ericksen & Associates, and Rebecca Crane is a human resource compliance consultant with Bent Ericksen & Associates. For 30 years, the company has been a leading authority in human resource and personnel issues, helping dentists deal successfully with the ever-changing and complex labor laws. To receive a complimentary copy of the company’s quarterly newsletter or to learn more about its services, call (800) 679-2760 or visit www.bentericksen.com.