Human Resource Insight-Holidays
Holidays are welcome times in the workplace. They give employers an opportunity to provide time off from work and employees get to spend extra time with family and friends. Holidays are not required by federal or state laws for private employers. Some employers follow the federal holiday schedule, but the private employer’s own policy or practice applies.
For many, the most important religious holidays of the year occur in the fall. Employers that are aware of and plan for various dietary issues, prayer practices and time-off requests during this time will make all employees feel more welcome and will better position themselves to manage business issues that coincide with such events.
For HR professionals holidays can present challenges for both employers and employees. These range from questions of which holidays to observe, accommodating diversity and religious beliefs and practices, whether or how much bonus or gifts to give to employees at year-end, company parties, serving alcoholic beverages at company sponsored events, and handling the holiday blues or depression that some employees experience. Employers are also faced with decisions on how or if to pay for holiday leave. The FLSA does not require pay for non-exempt employees during a holiday closure. The employer’s own policies and practices apply. However, an employer may not make salary reductions for exempt employees during a holiday closure.
Personal religious beliefs and practices vary widely among people of all faiths. Employers should not assume a particular level of observance based solely on an employee’s appearance, name or suspected religious affiliation. Employers need to respect differences, communicate, educate and be creative when dealing with religious issues in the workplace.
Were you aware of a recent celebratory event, Ramadan, which began at sundown on September 12 for Muslim workers? Depending on their level of practice, adherents may engage in prayers, fasting, acts of charity or a process of self-accountability during the month long event.
Another key event, Rosh Hashanah, the Jewish New Year, was observed beginning at sundown on Sept. 12. For many the event was celebrated by refraining from work, attending synagogue, beginning a process of self-examination and eating special foods. Beginning at sundown on Sept. 21, adherents may observe Yom Kippur, the Day of Atonement, in which fasting, prayer and abstinence are practiced.
Many employers are currently, or will soon be, considering having parties for their employees to celebrate the many holidays forthcoming. It is important to avoid any activities or practices that may appear to discriminate against individuals based on their religion and result in an environment that may seem hostile to workers of various religions. While eating, drinking and being merry are activities which usually occur without incident, employers need to plan carefully to make sure their holiday celebrations are well received, appropriate and safe. One of the most important issues for employee festivities is whether and how to serve alcoholic beverages. Employers must remember they could be held responsible for behavior at workplace parties even if they are held outside normal working hours. HR professionals need to think ahead to avoid the potential headaches that these celebrations can bring.
Many employers have found that being proactive with holidays, and the religious issues that surround them, is well worth the effort. Preparing for holiday concerns now will help you and your employees enjoy these occasions and successfully handle the challenges they present.
