Holiday Absences. An employee who is absent though scheduled to work the observed holiday itself or the workday immediately prior to, or subsequent to the holiday, is not automatically eligible for holiday and/or sick pay. Medical or other documentation may be required by the manager for absences on the scheduled day of work prior to or after a holiday. Managers may authorize holiday pay, but such authorization must be consistently and fairly enforced within the department. Employees who refuse the order to work on a holiday when necessary will be subject to disciplinary action, up to and including termination.
Holiday Absences. If an employee is absent on a Designated Holiday, the employee must use accrued paid leave to cover all missed work time. For example, an employee who calls in sick for an eight-hour shift must use (and will be paid for) eight hours of sick leave. Employees will also receive eight hours at time and one-half the ARP (“Designated Holiday Pay”) for that holiday. As further example, an employee who is scheduled to work a twelve hour shift on Christmas Day who takes vacation that day must use (and will be paid for) twelve hours of vacation leave. Employees will also receive eight hours at time and one- half the ARP (“Designated Holiday Pay”) for that holiday. Requests to take Designated Holidays off must be according to the Unbid Board rules and procedures, including the Paid Leave Rules in Article 11.8 and the Unbid Time Off Request Procedure in Article 11.9.
