Holiday Pay Guidance with Ally Dagnino


If you have any questions about anything in the video, don’t hesitate to reach out. CEDR members can reach us directly

If you are interested in learning about CEDR’s services, please schedule an appointment with a member of our team.



As we approach the holidays, many of you may be finding yourselves reviewing your holiday pay policies wondering just which days you’re supposed to be paying for, and you’re not alone. This is a question we see all the time in the Solution Center and while it may seem confusing, it actually really just comes down to the policies that you set in place.

One of the biggest misconceptions about holiday pay is that if the holiday is federally recognized then it has to be paid, and that’s actually not true. While there’s a couple of states that do have certain requirements around holiday pay, private healthcare practices are excluded from these laws. This means that if you are a private healthcare practice, there is no federal/state requirement to close for a holiday, pay for a holiday, or pay extra for employees who work on a holiday. That also means that these pay policies come down to whatever you set in place. This will differ from office to office, and there’s no “right” policy. There’s no blanket policy for everyone. The key is just that you’re applying the same policy consistently to all of your employees and tracking time correctly for exempt vs. non-exempt employees.

If you’re a CEDR Member, this policy was customized during your handbook review so all of the criteria for time off and pay can be found in this section. If you have any questions about holiday pay in general or your specific policy, please reach out to the Solution Center. Happy holidays!

Jan 3, 2022

Friendly Disclaimer: This information is general in nature and is not intended to provide legal advice or replace individual guidance about a specific issue with an attorney or HR expert. The information on this page is general human resources guidance that is believed to be current as of the date of publication. Note that CEDR is not a law firm, and as the law is always changing, you should consult with a qualified attorney or HR expert who is familiar with all of the facts of your situation before making a decision about any human resources or employment law matter.
Related Reading
Setting Overtime Exemption and Bonuses for Office Managers
Setting Overtime Exemption and Bonuses for Office Managers

I wanted to share a couple of insights about Office Managers (OMs) when it comes to salary and bonus structures. The first part of this perspective is all about HR compliance. The second offers up a number of components that you should keep in mind before implementing...

read more
Share This