Faculty Handbook
Policy No. ULC. 1999.007
1.1 This policy is designed to comply with the holiday selection process which is stated as follows:
a. The Legislators of the State of Texas authorize certain legal holidays for state employees. The State further provides that educational institutions may adjust the observance of these holidays to permit the most efficient operation of the institution.
b. The annual holiday schedule for eligible UHCL employees is established by the UHS Board of Regents, on recommendation of the Chancellor, based on the recommendations of the Presidents of the component institutions.
2.2 Regular, benefits-eligible employee - an individual employed to work at least 20 hours per week (50% FTE) for 4.5 continuous months or longer in a position that does not require student status as a condition of employment.
2.3 Non-benefits-eligible employee (Part-time) - an individual employed to work less than 20 hours per week (less than 50% FTE) regardless of the length of appointment; or an individual employed to work at any FTE for less than 4.5 continuous months in a position that does not require student status as a condition of employment.
2.4 Temporary employee – one employed at any FTE for less than 4.5 continuous months; a temporary employee is not eligible for benefits.
2.5 Paid Status – actively working or on approved paid leave.
2.6 Unpaid leave status - considered an employee, but on leave without pay or docked time status.
3.1 Regular, benefits-eligible employees of UHCL, regardless of length of service, are entitled to paid holidays as authorized by state law. Part-time and temporary employees and student employees are ineligible for paid holidays. Eligible employees are limited to no more than 8 hours of holiday pay per approved holiday.
3.2 Eligible employees who work less than full time shall receive paid holidays proportionate to their percentage of full time effort.
3.3 If a department observes approved schedules that differ from the normal 8-hour per day, 40-hour per week schedule, holiday compensation will nevertheless be restricted to 8 hours per holiday. Schedules may be adjusted accordingly. If more than 8 hours are taken off on a holiday as a result of the department’s work schedule, excess hours off will be reported as either:
a. compensatory time; or
b. annual leave time; or
c. docked (unpaid) time.
3.4 Holiday pay is calculated at the straight rate and does not include shift differential or other premium pay.
3.5 In order to qualify for holiday pay, an eligible employee must be in a paid status for the scheduled workday immediately before the holiday.
3.6 Work on a scheduled holiday. The nature of some operations may require that they be kept functioning during part or all of scheduled holidays. Staff assigned to such work groups must, as a condition of their employment, be willing and available to work on some or all of such holidays. Work on scheduled holiday must be approved in advance by the departmental supervisor.
An eligible employee who is required to work on a scheduled holiday is entitled to equivalent time off with pay to be taken during the 12-month period following the end of the workweek in which the holiday occurs. The date(s) of such equivalent time off will be mutually agreed upon in advance by the employee and the supervisor. In some circumstances, pay in lieu of compensatory time off may be approved by the appropriate Vice President or President.
Holiday entitlements for employees in approved leave status. When a university designated holiday occurs during an eligible employee’s approved vacation period, the holiday is not counted as a day of vacation.
When a university-designated holiday occurs during an eligible employee’s approved absence for sick leave, the holiday is not counted as a day of sick leave.
When a university-designated holiday occurs during an eligible employee’s approved unpaid leave of absence, the employee is not entitled to holiday pay.
3.7 Optional Holidays. An eligible employee is entitled to observe Rosh Hashanah, Yom Kippur, and/or Good Friday in lieu of any holiday(s) on which the university is required to be open and staffed to conduct public business. Staff must provide reasonable advance notice to the supervisor of the intent to substitute holidays. Supervisory approval is required. Alternative substitutions must be approved by the executive director of Human Resources. The substitution must be properly reported on the employee’s time and effort report for the affected pay period.
3.8 Election days. The university does not observe as a holiday any day on which an election is held throughout the state. However, employees shall be allowed a maximum of 2 hours at the beginning or end of the workday to vote in federal, state and local elections without deduction from pay or leave time. Staff must provide notice to the appropriate supervisor of the intent to arrive late or leave early for voting purposes. Within departments, absences for voting should be scheduled so as to cause minimum interruption of services.
Signature:
William A. Staples
Title: President
University of Houston-Clear Lake
Approval Date: September 9, 1999
Sunset Date: September 9, 2019
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