2019 - 2023 SCLEAMemorandum of Understanding: Article 20: Holidays

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What’s on this Page

• 20.1 Holidays – Paid
• 20.2 Holidays – Day Observed
  • 20.2.1 Holidays – Floating
• 20.3 Holidays – Compensation for
• 20.4 Holidays – Compensation for – Day Worked
• 20.5 Holidays – Part-Time Employees
• 20.6 Holiday Pay Maximum
• 20.7 Holidays – Compensation – Employees on Leave Without Pay

Read Next: Article 21: Vacation

The County shall provide full-time and part-time County employees the following paid holidays provided that the employee is in paid status on the employee’s regularly scheduled workdays before and after the holiday.

1. New Year's Day, January 1^st *
2. Martin Luther King’s Birthday, the third Monday in January
3. Lincoln’s Birthday, February 12^th *
4. President’s Day, the third Monday in February
5. Cesar Chavez Day, March 31^st *
6. Memorial Day, the last Monday in May
7. Independence Day, July 4^th *
8. Labor Day, the first Monday in September
9. Veteran’s Day, November 11^th *
10. Thanksgiving Day, as designated by the President
11. The day following Thanksgiving Day
12. Christmas Day, December 25^th *
13. Each day formally recognized by the Board of Supervisors of the County of Sonoma as a day of mourning, thanksgiving or special observance.

* Date Specific Holidays

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If a date-specific holiday listed in Section 20.1 falls on a Saturday, the preceding Friday shall be the County observed holiday. If a date specific holiday listed in Section 20.1 falls on a Sunday, the following Monday shall be the County observed holiday. All other date-specific holidays listed in Section 20.1 shall be observed on the date specified in Section 20.1.

20.2.1 Holidays – Floating

Each regular, full-time employee will be granted eight floating holiday hours effective the first pay period of each year. The employee must be in paid status on the employee’s regularly scheduled workdays before and after using the floating holiday. The timing of the employee’s use of the floating holiday shall be subject to advance approval of the Department Head or designee. The floating holiday hours must be taken before the last full pay period of the year, and will not be carried over into the next year. Further, there will be no cash out of floating holiday hours. Floating holiday hours must be taken in no less than 1/10 of an hour increments. Each part-time employee shall be entitled to a prorated number of hours based on allocated FTE at the time of the annual allocation.

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A full-time employee whose assigned work schedule does not include either the date specific holiday or the observed holiday, shall elect to receive eight (8) hours of compensatory time or eight (8) hours holiday paid at their base hourly rate. The election to receive eight (8) hours holiday paid will not increase paid status hours for the purposes of overtime in Article 14 Hours and Overtime.

All other full-time employees whose regular assigned work schedule includes the date specific holiday or the observed holiday shall receive their regular eight (8) hours pay at their base hourly rate of pay.

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An employee who actually works on either the scheduled holiday or the observed holiday shall be entitled to overtime compensation for the hours actually worked.  An employee who works on both the scheduled holiday and the observed holiday shall elect which day shall be at overtime.  However, only one (1) day shall be at overtime.

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Any part-time employee shall, for each holiday in the pay period, receive holiday pay equivalent to one-tenth (1/10) of an hour for each hour regularly scheduled to be worked based on the employee’s ongoing work schedule. If the employee’s total hours in  paid status (excluding the holiday benefit) exceed the hours regularly scheduled to be worked, the employee shall receive holiday pay equivalent to one-tenth (1/10) of an hour for each hour in paid status (excluding the holiday benefit).

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Holiday pay shall not exceed eight (8) hours for each holiday.

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An employee on leave without pay who has paid leave remaining (including vacation, sick leave or compensatory time), shall not be permitted to use that paid leave to demonstrate that the employee was in paid status on the employee’s regular scheduled workdays before and after the holiday as required by Section 20.1.

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