The Texas Legislature lists holidays that may be taken each year, which may be observed as either Regular or Skeleton Staffing as long as the holidays fall during the standard work week.
MD Anderson has approved the following institutional holidays.1
Fiscal Year 2018 (Sept. 1, 2017-Aug. 31, 2018)
Labor Day*: Monday, Sept. 4, 2017
Thanksgiving Day: Thursday, Nov. 23, 2017
Day After Thanksgiving: Friday, Nov. 24, 2017
Christmas Day: Monday, Dec. 25, 2017
Winter Holiday: Tuesday, Dec. 26, 2017
New Year's Day*: Monday, Jan. 1, 2018
Martin Luther King Jr. Day*: Monday, Jan. 15, 2018
Memorial Day: Monday, May 28, 2018
Independence Day: Wednesday, July 4, 2018
Fiscal Year 2019 (Sept. 1, 2018-Aug. 31, 2019)
Labor Day*: Monday, Sept. 3, 2018
Thanksgiving Day: Thursday, Nov. 22, 2018
Day After Thanksgiving: Friday, Nov. 23, 2018
Christmas Eve Day*: Monday, Dec. 24, 2018
Christmas Day: Tuesday, Dec. 25, 2018
Winter Holiday: Wednesday, Dec. 26, 2018
New Year's Day*: Tuesday, Jan. 1, 2019
Martin Luther King Jr. Day*: Monday, Jan. 21, 2019
Memorial Day: Monday, May 27, 2019
Independence Day: Thursday, July 4, 2019
Holidays provide up to 8 hours of time off and are prorated for part time employees based on their full time equivalency status (FTE).2 Employees with alternative work arrangements should read the Timekeeper Guidelines in the Alternative Work Arrangements Policy (UTMDACC Institutional Policy ADM0320) for guidance about scheduling and holidays.
Optional Holidays: The Texas Legislature has also designated optional holidays. The optional holidays are Rosh Hashanah, Yom Kippur, Good Friday and Cesar Chavez Day. An eligible employee may observe these days by working a holiday designated with an “*” in which work is required by their management, in lieu of these days. This time will be banked as Earned Holiday to use for the requested optional holiday. Otherwise, the employee may use applicable leave accruals to observe the optional holiday.
MD Anderson recognizes that our employees may have other religious or cultural holidays that they want to observe in addition to the above list. Employees wishing to observe holidays not recognized by the State should work with their manager to take applicable leave accruals for those days, as managers are encouraged to allow these observances whenever business needs permit.
All full and part time employees (at least .5FTE/20 hours per week) in a benefits eligible position including educational appointees, students and trainees, are eligible for Institutional Holidays.1
New employees beginning work on the first workday of the month receive pay for holidays falling before the first workday of the month. (e.g., When New Year’s Day falls on Friday, Jan. 1, employees hired on Monday, Jan. 4 receive pay for that day).
Holidays Falling While On Leave
- Paid Leave: An official holiday occurring during an employee's paid leave does not count as a day of leave. It is charged as observing the holiday and the employee will receive holiday pay at 100% of base salary for those on PTO or EIB. Those on RPL, will receive 50% of base salary for that day.
- Leave Without Pay: If an official holiday occurs while an employee is on Leave Without Pay, the employee is not eligible to receive holiday or earned holiday hours.
Working an Institutional Holiday
- An employee who is eligible to receive paid institutional holidays and works on an institutional holiday (whether they are scheduled to work or are called into work), will receive:
- Regular pay for the hours worked
- Earned Holiday Bank (EHB) equivalent to the number of hours worked
- Holiday pay for the hours not worked
- Example: An employee is required to work 4 hours of their normally scheduled 8 hour shift on an Institutional Holiday. They will receive 4 hours of regular pay, 4 hours of holiday pay and 4 hours of EHB.
- Documenting the time worked
- Non-exempt and exempt overtime eligible employees - Use Kronos to swipe in and out as normal. Kronos will automatically bank the equivalent number of hours.
- Exempt (not eligible for overtime) - Document the actual hours worked and submit for manager approval. Once approved, the timekeeper banks the approved hours. Keep documentation for audit purposes.
- An employee who is eligible to receive paid institutional holidays and works on a holiday that they are not scheduled or required to work, they will receive Earned Holiday Bank for the hours they work with prior approval from their manager.
- A combined maximum of 8 hours can be given in holiday pay and EHB for each holiday.
- Employees eligible for overtime may also be paid for this additional pay for hours worked in excess of the normal 40 hour work week, but this is based on the total hours worked, excluding any holiday time or leave taken.
- Telecommuters are not eligible for Earned Holiday Bank.
- Employees (other than telecommuters) required to work on an institutional holiday may work remotely if the nature of their work allows for them to conduct business away from the campus. This arrangement must be approved in advance of the holiday by an administrative head of the department. The employee will earn one Earned Holiday Bank hour for each hour worked.
- An employee who is not scheduled or called to work must receive prior approval from their manager or be scheduled to work an Institutional Holiday to receive Earned Holiday Bank for working on a holiday
- The employee and manager select a mutually agreed upon date for the Earned Holiday hours and must be used within 12 months of the holiday or those hours will be forfeited.
If an employee is on call during a holiday but is not called or required to work, then they will be paid for the holiday. See Call Pay Policy (UTMDACC Institutional Policy ADM0249) for information on how pay is applied for time spent on call or working as a result of being called back.
Holiday Falling On their Regularly Scheduled Day Off
- If an official holiday falls on an employee's regularly scheduled day off (not a PTO day or other day of paid leave), the employee observes their scheduled day off and receives equivalent time off, up to a maximum of 8 hours. These hours will be recorded as Earned Holiday Bank.
- The employee and manager select a mutually agreed upon date for the equivalent time off. Earned Holiday hours must be used within 12 months of the holiday or those hours will be forfeited.
- See the Alternative Work Arrangement Policy (UTMDACC Institutional Policy ADM0320) for further details on exceptions and timekeeping guidelines.
Unscheduled Absences on Institutional Holidays
- If an employee is scheduled to work on an institutional holiday but incurs an unscheduled absence, the department should code the leave as appropriate (ex: PTO or EIB) and the employee will receive Earned Holiday Bank for the holiday.
- The department should reference the Attendance Policy (UTMDACC Institutional Policy ADM0289) for guidance on unsatisfactory attendance.
Employees with unused holidays prior to Sept. 1, 2004 may have a “Preserved Holiday Bank” that may be used as PTO, or if unused, paid out upon an employee’s separation from employment. Preserved Holiday Bank does not expire but no new hours accrue to this bank after Aug. 31, 2004. Employees may carry forward unused Preserved Holiday time from one fiscal year to the next, with no maximum. For this reason, it is suggested that employees use PTO and EHB prior to using up any PHB.
Timekeepers load institutional holidays for all employees. Employees do not need to request time off for an approved institutional holiday.
STEP 1: Employee requests EHB with reasonable advance notice.
STEP 3: Manager approves time off request as appropriate or communicates reasons for not approving a request (e.g., scheduling conflicts, not eligible, etc.). Employee is responsible for ensuring that EHB is requested and taken appropriately prior to expiration.
STEP 4: Manager and employee work to ensure necessary coverage is in place for the employee’s absence.
STEP 5: Upon return, employee works with timekeeper to ensure coding is appropriate (Earned Holiday Time: HTK, Preserved Holiday Time: PHT).
- If you change status from temporary or hourly/per diem to a regular full-time or part-time status, you will be eligible for available banked and institutional holidays effective with your change in status payroll date.
- If you change status from regular full-time or part-time (benefits-eligible) to either hourly and/or temporary, you are not eligible to use Earned Holiday Bank or the Preserved Holiday Bank until you change back to a benefits-eligible status. You must use earned holiday hours prior to changing status or your banked time will be subject to the 12-month forfeiture provision of the earned holiday bank. Hours not taken prior to the change in status are frozen until they can be used, paid out at termination or forfeited.
Holidays and Employees Terminating their Employment:
- Employees ending employment on the last workday of the month receive pay for holidays falling after the last workday of that same month.
- Employees are paid for all unused and unexpired Earned Holiday time and even if they have not worked 6 months.
- Employees earn 8 hours of holiday leave for each institutional holiday falling between the employee’s termination of employment date and the projected date calculated from their unused PTO,EHB,PHB. For example, an employee’s last day is November 25th and has 32 hours of PTO. If the institution observes November 26th and November 27th as holidays, the employee would receive pay for the two holidays and the 32 hours of PTO in their final paycheck. The hours of holiday are prorated for part time employees based on their FTE (full time equivalency.)3
- If the termination is due to realignment, a holiday falling during a period of transition assistance for an employee counts as one of the days of transition assistance. See Realignment Policy (Institutional Policy # ADM0323).
- An employee must be a state employee on the workdays before and after a recognized state or national holiday to be paid for that holiday, unless the holiday falls on the employee’s first or last workday of the month. A state employee, for the purposes of this statement, does not include an individual who uses unpaid leave from a state agency for this provision.4
Transfer of Employment:
- In the event an official holiday falls between the dates an employee separates from one state agency and begins employment with another state agency (without a break in service) the agency to which the employee transfers is responsible for paying the employee for the holiday.5
- Remaining earned holiday time and all preserved holiday time is transferred to the receiving state agency with no maximum, if the receiving state agency accepts accrued holiday time. If not, earned holiday time that is not forfeited and unused preserved holiday hours will be paid out at termination.
- If an employee transfers to MD Anderson, the losing state agency must pay out accrued holiday hours since MD Anderson does not accept accrued holiday hours.
Death: In the event of an employee's death, all unused Earned Holiday time and unused Preserved Holiday time is paid to the employee's estate even if the employee had not worked 6 months.