Common use of Optional Holidays Clause in Contracts

Optional Holidays. If the return- to-work date is on or after July 1st, the employee will be provided three (3) Optional Holidays for that calendar year. The Optional Holidays shall be taken in full day increments and shall be scheduled with the prior approval of the immediate supervisor. If the need to take an Optional Holiday is foreseeable, the employee must request to use an Optional Holiday at least seven calendar days in advance. If the need to use an Optional Holiday is unforeseeable, the request to use an Optional Holiday must be made as soon as the employee becomes aware of the need. In certain limited circumstances, e.g. a rain event, a flooding event, an emergency situation, a holiday, or the day(s) directly before or after a holiday or special event, the District may deny the employee’s request to use an Optional Holiday to ensure sufficient personnel exists for the continued and proper functioning of District operations or to meet its core operational needs. Optional Holidays must be used by the end of the calendar year and cannot carry over from one calendar year to the next. Unused Optional Holidays shall not be payable at separation. An employee not scheduled to work on a holiday is eligible for holiday pay, in accordance with the Agreement, provided the employee works or has an excused absence on the last regularly scheduled workday preceding and the first scheduled workday following the holiday. An excused absence is considered time-off-with-pay, but does not include ordinary or duty disability, FMLA absences without pay, or other leaves of absence without pay. Employees reinstated from ordinary or duty disability on the holiday will be eligible for holiday pay. Any day declared by the Board of Commissioners to be a holiday not listed above shall automatically be considered a holiday under this Agreement. Shift employees who actually work on a holiday are entitled to holiday pay as described above. A shift employee who schedules or calls in to request FMLA on a holiday shall be coded, “FMLA Absence Without Pay” and “Holiday”, provided that such employee has been granted and is using FMLA leave in accordance with the Family and Medical Leave Act Directive in effect at the time the leave is being requested.

Optional Holidays. If the return- return-to-work date is on or after July 1st, the employee will be provided three (3) Optional Holidays for that calendar year. The Optional Holidays shall be taken in full day increments and shall be scheduled with the prior approval of the immediate supervisor. If the need to take an Optional Holiday is foreseeable, the employee must request to use an Optional Holiday at least seven (7) calendar days in advance. If the need to use an Optional Holiday is unforeseeable, the request to use an Optional Holiday must be made as soon as the employee becomes aware of the need. In certain limited circumstances, e.g. a rain event, a flooding event, an emergency situation, a holiday, or the day(s) directly before or after a holiday or special event, the District may deny the employee’s request to use an Optional Holiday to ensure sufficient personnel exists for the continued and proper functioning of District operations or to meet its core operational needs. Optional Holidays must be used by the end of the calendar year and cannot carry over from one calendar year to the next. Unused Optional Holidays shall not be payable at separation. An employee not scheduled to work on a holiday is eligible for holiday pay, in accordance with the Agreement, provided the employee works or has an excused absence on the last regularly regular scheduled workday preceding and the first scheduled workday following the holiday. An excused absence is considered time-off-with-pay, but does not include ordinary or duty disability, FMLA absences without pay, or other leaves of absence without pay. Employees reinstated from ordinary or duty disability on the holiday will be eligible for holiday pay. Any day declared by the Board of Commissioners to be a holiday not listed above shall automatically be considered a holiday under this Agreement. Shift employees who actually work on a holiday are entitled to holiday pay as described above. A shift employee who schedules or calls in to request FMLA on a holiday shall be coded, “FMLA Absence Without Pay” and “Holiday”, provided that such employee has been granted and is using FMLA leave in accordance with the Family and Medical Leave Act Directive in effect at the time the leave is being requested.

Optional Holidays. If A holiday is one which is recognized regardless of the return- to-day of the week on which it falls. A holiday falling on a Saturday will be observed on the preceding Friday; one which falls on a Sunday will be observed on the following Monday. For shift employees scheduled to work date is on or after July 1sta holiday, the employee actual day of the holiday shall be coded as "holiday" for pay purposes. Shift employees who actually work on the holiday shall receive the following as holiday pay: one and one-half times the hourly rate for the hours worked as well as eight (8) hours "holiday earned" credit. Shift employees not scheduled to work on a holiday will be provided three credited eight (3) Optional Holidays 8) hours "holiday earned" for that day. For shift employees, the ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇ Day holiday will be observed on the third Monday in January, the President's Day holiday will be observed on the third Monday in February, the Memorial Day holiday will be observed on the last Monday in May, and the Labor Day holiday will be observed on the first Monday in September. Employees hired after June 30th in any calendar yearyear will receive the third Optional Holiday the following January 1st. The Optional Holidays shall be taken in full day increments and shall are to be scheduled with the prior approval of the immediate supervisor. If the need to take an Optional Holiday is foreseeable, the employee must request to use an Optional Holiday at least seven calendar days in advance. If the need to use an Optional Holiday is unforeseeable, the request to use an Optional Holiday must be made as soon as the employee becomes aware of the need. In certain limited circumstances, e.g. a rain event, a flooding event, an emergency situation, a holiday, or the day(s) directly before or after a holiday or special event, the District may deny the employee’s request to use an Optional Holiday to ensure sufficient personnel exists for the continued supervisor and proper functioning of District operations or to meet its core operational needs. Optional Holidays must be used each year by December 31st. Under no circumstances will an employee be allowed to carry any optional holidays over into the end of the following calendar year and cannot carry over from one calendar year to the next. Unused Optional Holidays shall not be payable at separation. An employee not scheduled to work on a holiday is eligible for holiday pay, in accordance with the Agreement, provided the employee works or has an excused absence on the last regularly scheduled workday preceding and the first scheduled workday following the holiday. An excused absence is considered time-off-with-pay, but does not include ordinary or duty disability, FMLA absences without pay, or other leaves of absence without pay. Employees reinstated from ordinary or duty disability on the holiday will be eligible for holiday payyear. Any day declared by the Board of Commissioners to be a holiday not listed above shall automatically be considered a holiday under this Agreement. Shift employees who actually work on a holiday are entitled to holiday pay as described above. A shift employee who schedules or calls in to request FMLA on a holiday shall be coded, “FMLA Absence Without Pay” and “Holiday”, provided that such employee has been granted and is using FMLA leave in accordance with the Family and Medical Leave Act Directive Administrative Procedure in effect at the time the leave is being requested. An employee not scheduled to work on a holiday is eligible for holiday pay, in accordance with the Agreement, provided the employee works or has an excused absence on the last regular scheduled workday preceding and first scheduled workday following the holiday. An excused absence is considered time-off-with-pay, but does not include ordinary or duty disability, FMLA absences without pay, or other leaves of absence without pay. Employees reinstated from ordinary or duty disability on the holiday will be eligible for holiday pay.

Optional Holidays. If A holiday is one which is recognized regardless of the return- to-day of the week on which it falls. A holiday falling on a Saturday will be observed on the preceding Friday; one which falls on a Sunday will be observed on the following Monday. For shift employees scheduled to work date is on or after July 1sta holiday, the employee actual day of the holiday shall be coded as “holiday” for pay purposes. Shift employees who actually work on the holiday shall receive the following as holiday pay: one and one-half times the hourly rate for the hours worked as well as eight (8) hours “holiday earned” credit. Shift employees not scheduled to work on a holiday will be provided three credited eight (3) Optional Holidays 8) hours “holiday earned” for that day. For shift employees, the ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇ Day holiday will be observed on the third Monday in January, the President’s Day holiday will be observed on the third Monday in February, the Memorial Day holiday will be observed on the last Monday in May, and the Labor Day holiday will be observed on the first Monday in September. Employees hired after June 30th in any calendar yearyear will receive the third Optional Holiday the following January 1. The Optional Holidays shall be taken in full day increments and shall are to be scheduled with the prior approval of the immediate supervisor. If the need to take an Optional Holiday is foreseeable, the employee must request to use an Optional Holiday at least seven calendar days in advance. If the need to use an Optional Holiday is unforeseeable, the request to use an Optional Holiday must be made as soon as the employee becomes aware of the need. In certain limited circumstances, e.g. a rain event, a flooding event, an emergency situation, a holiday, or the day(s) directly before or after a holiday or special event, the District may deny the employee’s request to use an Optional Holiday to ensure sufficient personnel exists for the continued supervisor and proper functioning of District operations or to meet its core operational needs. Optional Holidays must be used each year by December 31st. Under no circumstances will an employee be allowed to carry any optional holidays over into the following calendar year. Optional holidays must be scheduled not later than November 1. Any optional holidays not scheduled by November 1 may be scheduled by the end of the calendar year and cannot carry over from one calendar year to the next. Unused Optional Holidays shall not be payable Master ▇▇▇▇▇▇▇▇ at separationhis/her discretion in accordance with operational needs. An employee not scheduled to work on a holiday is eligible for holiday pay, in accordance with the Agreement, provided the employee works or has an excused absence on the last regularly scheduled workday preceding and the first scheduled workday following the holiday. An excused absence is considered time-off-with-pay, but does not include ordinary or duty disability, FMLA absences without pay, or other leaves of absence without pay. Employees reinstated from ordinary or duty disability on the holiday will be eligible for holiday pay. Any day declared by the Board of Commissioners to be a holiday not listed above shall automatically be considered a holiday under this Agreement. Shift employees who actually work on a holiday are entitled to holiday pay as described above. Employees will be given the choice of one additional holiday based on the following choices: For 2021, employees may choose one of the following days: Wednesday, November 24, 2021, or Friday, November 26, 2021, or Thursday, December 23, 2021, or Monday, December 27, 2021, or Thursday, December 30, 2021, or Monday, January 3, 2022. For 2022, employees may choose one of the following days: Monday, June 20, 2022, or Wednesday, November 23, 2022, or Friday, November 25, 2022, or Friday, December 23, 2022, or Tuesday, December 27, 2022, or Friday, December 30, 2022, or Tuesday, January 3, 2023. For 2023, employees may choose one of the following days: Monday, June 19, 2023, or Wednesday, November 22, 2023, or Friday, November 24, 2023, or Friday, December 22, 2023, or Tuesday, December 26, 2023, or Friday, December 29, 2023, or Tuesday, January 2, 2024. The proper time sheet coding for regular day (non-shift) employees to use for this additional holiday is Code 0030, Holiday. Shift employees will receive holiday pay for Christmas and New Year’s Day in accordance with the holiday schedule above. Shift employees scheduled to work on the seven designated days for that particular year, and who actually work on all seven of those days designated are entitled to holiday pay (eight hours Holiday Earned and four hours Overtime Pay Straight Time) for one day only in accordance with past practice. If a shift employee has a regular day off on one or more of the designated days, and works as scheduled on the other designated days, the employee will earn eight hours of Holiday Earned for one day only. This eight hours of Holiday Earned would be received on the date that is given as the last choice of possible additional holidays. If a shift employee has an approved day off (vacation, holiday used, compensatory time, or optional holiday) on any of the designated days, that employee will be coded “Holiday” for a previously scheduled day off. The previously scheduled day off will be rescheduled for another date with the approval of the supervisor. Employees may not receive holiday pay or holiday earned for more than one day. A shift employee who schedules or calls in to request FMLA on a holiday shall be coded, “FMLA Absence Without Pay” and “Holiday”, provided that such employee has been granted and is using FMLA leave in accordance with the Family and Medical Leave Act Directive in effect at the time the leave is being requested.

Optional Holidays. If the return- return-to-work date is on or after July 1st, the employee will be provided three (3) Optional Holidays for that calendar year. The Optional Holidays shall be taken in full day increments and shall be scheduled with the prior approval of the immediate supervisor. If the need to take an Optional Holiday is foreseeable, the employee must request to use an Optional Holiday at least leave seven calendar days in advance. If the need to use an Optional Holiday is unforeseeable, the request to use an Optional Holiday must be made as soon as the employee becomes aware of the need. In certain limited circumstances, e.g. a rain event, a flooding event, an emergency situation, a holiday, or the day(s) directly before or after a holiday or special event, the District may deny the employee’s request to use an Optional Holiday to ensure sufficient personnel exists for the continued and proper functioning of District operations or to meet its core operational needs. Optional Holidays must be used by the end of the calendar year and cannot carry over from one calendar year to the next. Unused Optional Holidays shall not be payable at separation. An employee not scheduled to work on a holiday is eligible for holiday pay, in accordance with the Agreement, provided the employee works or has an excused absence on the last regularly scheduled workday preceding and the first scheduled workday following the holiday. An excused absence is considered time-off-with-pay, but does not include ordinary or duty disability, FMLA absences without pay, or other leaves of absence without pay. Employees reinstated from ordinary or duty disability on the holiday will be eligible for holiday pay. Any day declared by the Board of Commissioners to be a holiday not listed above shall automatically be considered a holiday under this Agreement. Shift employees who actually work on a holiday are entitled to holiday pay as described above. A shift employee who schedules or calls in to request FMLA on a holiday shall be coded, “FMLA Absence Without Pay” and “Holiday”, provided that such employee has been granted and is using FMLA leave in accordance with the Family and Medical Leave Act Directive Administrative Procedure in effect at the time the leave is being requested. An employee not scheduled to work on a holiday is eligible for holiday pay, in accordance with the Agreement, provided the employee works or has an excused absence on the last regular scheduled workday preceding and first scheduled workday following the holiday. An excused absence is considered time-off-with-pay, but does not include ordinary or duty disability, FMLA absences without pay, or other leaves of absence without pay. Employees reinstated from ordinary or duty disability on the holiday will be eligible for holiday pay.