I have been an employee at a private nursing home for 24 years. I now work part-time for five days in a two-week period, 7.5 hours per day. When my scheduled day to work falls on a holiday, I do not get paid for that day. Therefore I lose a day’s work and only get four days in that pay period. Why must I lose a day’s work because it is a holiday? It just does not seem fair to me.
— Expensive Holiday, Ohio
This is a pretty important issue—after all, you rely on having that consistent income, and getting a day without pay thrown at you is a big deal.
This is one of the problems with employers having all the say on what’s considered “fair.” Unless you have a contract or union agreement that says otherwise, it is probably legal. But “legal” doesn’t mean “fair.” While the federal government and most public employers recognize certain holidays and provide either paid time off or premium pay for their employers on those days, there is almost nothing required by statute for private sector employees with respect to holidays. Federal wage and hour law and the vast majority of state laws do not require private sector employers to treat holidays any differently than any other days. Unless you have an individual or union contract guaranteeing you a certain number of hours per week, or specifically requiring paid time off for holidays, you can be scheduled off without pay. Also, except in a small number of states (such as Massachusetts and Rhode Island), private sector employees are not entitled by statute to extra pay if they are required to work on a holiday.
So who gets to decide if you are going to be paid for a holiday, and who gets to decide what your schedule looks like? It’s not clear if you are working this schedule because it’s your preference or because that’s the only schedule your employer will offer you despite your long service.
Sometimes employers hold back holiday pay or other benefits as an incentive for working full-time or a certain number of hours. And too often employers are manipulating workers’ schedules so they don’t work enough hours to be eligible for those kinds of benefits. Even if that’s not what’s happening here, don’t you think 24 years working at the same place ought to come with some input into your working conditions? That might be a good question for you to take to some of your co-workers. While you’re at it, you might want to ask them if there’s anything else about their jobs they’d like to see get fixed. If enough of you end up on the same page, this might become an opportunity for you to address several issues at once—together.