A: It may depend on the state where you work and your employer’s policies. Call now to speak with one of our Employment Law Attorneys to learn your workplace rights. Generally, there is no federal law that requires employers to pay provide paid time off on holidays. However, most employers offer some level of holiday pay to their employees to attract and retain high quality candidates. Some states require employers to notify its employees of its holiday pay policy. For example, in New York, pursuant to New York Labor Law, employers are required to notify its employees regarding is policy on sick leave pay, vacation pay, personal leave pay, holiday pay. These notifications are typically included in the employee handbook.
Q: My Boss Won’t Pay Me Holiday Pay Because I Didn’t Work the Day After the Holiday – Is that Legal?
A: It may depend on the state where you work and your employer’s policies. Generally, employers are allowed to create conditions on the payment of holiday pay. For example, an employer can require an employee to work the day before and after a holiday to receive holiday pay. An employer may also institute a uniform waiting period such as 90 days before employees can receive holiday pay. Call now to speak with one of our Employment Law Attorneys to learn your workplace rights.
Q: My employer offers holiday pay – will I receive a premium pay rate for working on a holiday?
A: It depends on your employer’s policies. Generally, your employer is not required to offer extra compensation for working on a holiday. That being said, most employers do provide premium pay on working on a holiday to remain competitive in the employment marketplace.
Q: Does my employer have to offer the same holiday pay benefits to full-time employees and part-time employees?
A: No. Generally, an employer can create a non-discriminatory uniform employment policy to offer different levels of holiday pay benefits to its classes of employees. Call now to speak with one of our Employment Law Attorneys to learn your workplace rights.
Thank you for visiting our Blog. This blog provides general information and thoughts about various employment law issues primarily in the New York Tri-State area and occasionally in other areas. You are welcome to read the posts. However, do not construe any content on this blog as legal advice or the creation of an attorney-client relationship. Again, we provide the content only for informational purposes. You should not make decisions based information on our blog since the application of the law depends on the facts and each situation may be different. In addition, the law in most jurisdictions is different and changes constantly and we make no representations that any information on our blog has been updated. The Blog should not be used as a substitute for competent legal advice from an experienced employment law attorney in your state or jurisdiction.