Agenda - 01-04-1993 - VIII-C - Laserfiche WebLink

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2 To respond to these issues, the draft revised Personnel Ordinance section on Holidays and Holiday Pay (Attachment 1) has been developed. It provides that when an eligible employee works on a holiday the employee receives holiday pay as well as pay for the hours worked and does not receive time off. The examples below compare the current policy and draft policy as to compensation for hours worked on a holiday. EXAMPLE - CURRENT POLICY Joe Smith is regularly scheduled to work eight hours each workday. He works eight hours on July 4, an Orange County holiday. Mr. Smith receives his eight hours regular pay and earns 12 hours time off (8 x 1 1/2 ) . Under the current practice he is paid for four of the 12 hours and takes the remaining eight hours as time off. EXAMPLE - DRAFT POLICY Joe Smith works eight hours on July 4, an Orange County holiday. Mr. Smith receives eight hours holiday pay and eight hours regular pay. He receives no time off at a later date. Two other key changes in the policy are: -If the employee is required to work on a holiday, he or she is guaranteed pay for at least the regularly scheduled work hours. (Item 4.4.3) -If the County holiday falls outside of the employee' s regular work schedule, the employee receives holiday pay for the holiday and does not receive time off on another date. (Item 4 .3.5) In summary, the employee under the current policy receives 20 hours of compensation ( 12 hours as pay and eight hours as time off) for eight hours worked on a holiday. Under the draft policy, this would be reduced to 16 hours compensation, all of which is received as pay. The employee receives a better benefit in that he or she is receiving an additional. four hours pay instead of the time off which it has been difficult to take. The policy change results in cost savings in the