4.23.1 Employee Entitlement to Holidays

A. Purpose

The purpose of this policy is to provide guidelines regarding the entitlement to holidays for employees of The University of Texas at Tyler.

B. Persons Affected

All employees appointed at least twenty (20) hours per week for a period of at least four and one-half months in a position not requiring student status.

C. Definitions

N/A

D. Policy and Procedures

All regular employees (those appointed at least twenty (20) hours per week for a period of at least four and one-half months in a position not requiring student status) are entitled to such holidays as provided by state law or alternate holidays approved in the official calendar of UT Tyler.

PROCEDURE

  1. Hourly and part-time employees meeting the above appointment criteria will be granted holiday time on a percentage basis for the time worked.
  2. Regular employees whose work schedules differ from that provided in Section
    658.005 of the Texas Government Code shall observe the equivalent number of holidays each year as employees working normal office hours.
    1. Employees who work during an approved holiday period will be allowed compensatory time off during the twelve-month period following the date of the holiday worked. Employees may be paid on a straight-time basis for hours worked during a holiday period when taking of compensatory time would be disruptive to normal teaching, research, and other critical functions.
  3. Religious Holidays

    Employees who believe in and practice the rites of a religious faith may wish to observe religious holidays of that faith which may occasionally occur on normal University working days. UT Tyler will show a ‘reasonable accommodation’ toward such employees provided their religious holiday observance does not create undue hardship in the conduct of University business. UT Tyler will not establish special holidays for religious observances.

    If an employee wishes to observe a religious holiday and it is determined by his/her supervisor that such an observance will not create an undue hardship in the conduct of University business, one of the following ‘reasonable accommodations’ is available to the employee:

    1. Work another day mutually agreed upon by the employee and his/her supervisor to make-up for the day of absence.

    2. Charge the absence as a day of vacation, or

    3. If items one and two are not feasible, reduce the employee’s wages or salary by the amount he/she would have earned for the day of absence.

E. Responsibilities

See Policy and Procedures section.

F. Review

This policy shall be reviewed by Human Resources every five years or as legislation changes.

ORIGINALLY APPROVED:  12/01/2001

LAST AMENDED:  04/22/2008

REVIEWED:  AY 2014-15