To pay or not to pay for winter holidays?
The fall and winter seasons host some of the year's biggest holidays, often signaling a time when paid time off (PTO) is in high demand and business is at its peak. Coupled, these demands can put extra pressure on employers to make sure demands are being met and they are being diplomatic with staff PTO requests.
To level the playing field, 35.8 percent of businesses don't require non-exempt employees to work on holidays such as Thanksgiving, Christmas and New Year's Day, Business and Legal Resources (BLR) reports in an infographic. A survey by the firm found that New Year's Day was offered as a paid holiday by 95.9 percent of employers, while 93 percent offer Christmas as a paid holiday and 65 percent give both Thanksgiving and the next day off.
Even though it's not required in the Fair Labor Standards Act (FLSA), 20.2 percent issue non-exempt employees time-and-a-half pay if they work on those major holidays and 5.6 percent offer double time. The FLSA explains that extra wages for work on national events such as Thanksgiving, Fourth of July and Memorial Day must be agreed upon by companies and employees, as they are not guaranteed labor rights.
To level the playing field, 35.8 percent of businesses don't require non-exempt employees to work on holidays such as Thanksgiving, Christmas and New Year's Day, Business and Legal Resources (BLR) reports in an infographic. A survey by the firm found that New Year's Day was offered as a paid holiday by 95.9 percent of employers, while 93 percent offer Christmas as a paid holiday and 65 percent give both Thanksgiving and the next day off.
Even though it's not required in the Fair Labor Standards Act (FLSA), 20.2 percent issue non-exempt employees time-and-a-half pay if they work on those major holidays and 5.6 percent offer double time. The FLSA explains that extra wages for work on national events such as Thanksgiving, Fourth of July and Memorial Day must be agreed upon by companies and employees, as they are not guaranteed labor rights.
All data and information provided on this news blog is for informational purposes only. Infinisource makes no representations as to accuracy, completeness, suitability, or validity of any information on this site and will not be liable for any errors, omissions, or delays in this information or any losses, injuries, or damages arising from its display or use. All information is provided on an as-is basis. Information regarding employment suits and other legal action is not updated after publication, and may not be current.