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!