Holiday Pay Eligibility Requirements. To be eligible for holiday pay, an employee must meet each of the following eligibility requirements:
A. The employee must have thirty (30) days of service as a regular employee as of the date of the holiday.
B. The employee was not on layoff or leave of absence, including any time off taken due to illness beyond the period of paid sick leave eligibility, as of the date of the holiday.
C. The employee shall have worked the last scheduled workday before and the first scheduled workday after the holiday, except when the employee has been granted an excused absence.
D. The employee shall have submitted a written holiday request for a float, birthday or other holiday to his/her supervisor at least eight (8) weeks in advance for employees scheduled to see patients and at least four (4) weeks in advance for all other employees.
Holiday Pay Eligibility Requirements. Employees shall be eligibl for holiday pay under the following conditions:
(a) If the employee is a new hire, the employee must have completed his probationary period as of the date of the holiday; and
(b) The employee would have been scheduled to work such day if it had not been observed as a holiday unless the employee is on vacation; and
(c) The employee worked the regularly scheduled hours on the Employer's scheduled day before the holiday and on the Employer's first scheduled day after the holiday unless the employee is otherwise excused by the Employer; and
(d) If the holiday is observed on an employee's scheduled day off for a vacation, he shall be paid for the unworked holiday; and
(e) Employees who have established seniority, but who are on inactive status due to lay-off or sick leave that co~enced not more than thirty (30) days prior to the week in which the next succeeding holiday occurs, shall receive pay for such holiday.
Holiday Pay Eligibility Requirements. To be eligible for holiday pay, an employee must meet each of the following eligibility requirements:
1) The employee has at least thirty (30) days of service as a regular employee as of the holiday.
2) The employee was not directed to work on the holiday.
3) The employee was not on layoff or leave of absence, including any time off taken due to illness beyond the period of paid sick leave eligibility, as of the date of the holiday.
4) The employee worked the last scheduled workday before and the first scheduled workday after the holiday, except where the employee has been granted an excused absence.
Holiday Pay Eligibility Requirements. Pharmacists will not be entitled to pay for time not worked on a holiday during the first ninety (90) days of employment. No pharmacists shall receive pay for any holidays not worked, unless such pharmacist has reported for work on the regular work day preceding and following the holiday and the holiday itself if they are scheduled to work. Pharmacist shall be deemed to have reported for work if absence is due to express permission from or action of the Employer, provided the pharmacist has worked during the holiday week, except that if the pharmacist is absent during the entire holiday week due to illness or injury, then the pharmacist must have worked at least one day during the week immediately preceding the holiday week in order to be entitled to holiday pay. Part-time pharmacists shall also be required to average twenty
Holiday Pay Eligibility Requirements. Employees shall be eligible for holiday pay under the following conditions: the employee would have been scheduled to work on such day if it had not been observed as a holiday unless the employee is on a day off, vacation, layoff, or sick leave, and, the employee worked the employee’s last scheduled work day prior to the holiday unless excused by the Employer, or absent for any sickness.
Holiday Pay Eligibility Requirements. For those employees who are not scheduled to work the recognized holiday, to be eligible for holiday pay, an employee must be at work on both the last scheduled day preceding the holiday and the first scheduled day following the holiday (unless the employee is excused for an administrative absence, is on a pre-planned absence with full pay, or in the case of a hardship). Being “at work” is defined as working the last 4 scheduled hours on the “preceding day” and the first 4 scheduled hours on the “following day.” The “preceding day” and the “following day” need not occur in the same period as the holiday. Employees on a leave of absence, lay off, or disciplinary suspension are ineligible for holiday pay. A hardship is defined as an extraordinary circumstance of a serious and emergent nature. The Manager will determine eligibility for a hardship consistent with this definition. In the event the Manager and employee disagree, the Manager, the Director of Labor and Associate Relations (or designee), and PECSH leadership will determine eligibility for hardship exemption.
