When an employee is not eligible for holiday pay, it is the timekeeper's responsibility to block the holiday pay during Rapid Time Entry (RTE).
Holiday pay eligibility is determined by employee group, as provided in the Washington Administrative Code (WAC) 357-31-010, the WFSE (Bargaining Unit 1) and PSE (Bargaining Unit 3, 4, 6, 7, 8 & 9) Collective Bargaining agreements, or Exempt Policy / Procedures.
If you have any questions concerning eligibility for holiday pay or the reporting of leave without pay for those individuals who do not meet the eligibility requirement, please call your area's Human Resource Consultant.
If a holiday falls on a full-time employee's scheduled day off and the employee will earn holiday equivalent time, then:
Example: Classified employee's work schedule is Tuesday through Saturday and the holiday is on Monday. The holiday fell on the employee's scheduled day off and no alternate day is being switched for the holiday. Based on employee's FTE being 1.00, the timekeeper would:
Note: Part-time employees shall receive holiday equivalent time on the same prorated basis that their monthly schedule bears to full-time employment. Substitute the number of hours that represent the part-time employee's FTE, in place of the 8 hours used in the instructions shown above. (Example: for 75% FTE employee, use 6 hours to represent the holiday.)