The days covered by the Special Winter Break are not additional holidays, vacation, or personal days and as such are not subject to any type of additional pay. These days are considered a paid College shutdown, and employees who work these days will be paid at their normal rate of pay, with an opportunity to take the four special days at another time.
This year, in addition to the already scheduled Christmas (December 24 and 25, 2013) and New Year (January 1, 2014) holidays, the regularly scheduled workdays (December 23, 26, 27, 30, and 31, 2013) are designated as "break days."
Yes, the "break days" are paid at the normal base rate of pay.
All regular staff and union employees, both full- and part-time, who are not asked to work to maintain essential services during the Special Winter Break, are eligible for the additional "break days." Temporary employees are not eligible for "break days" pay, but if asked to work during the Special Winter Break, they will be paid at their normal rate of pay.
When the regular work schedule is something other than Monday through Friday, "break days" are the regularly scheduled work days that fall between the Christmas and New Year holidays, exclusive of the College holidays.
No, employees should not claim personal or vacation time during the "break days." The "break days" are in addition to their current bank of personal and vacation time.
The employees who work "break days" will be paid at their normal rate of pay. Non-exempt staff who work a scheduled holiday, however, will be paid at two times the hourly rate for each hour worked on that day, in addition to holiday pay.
If an employee is required to work the "break days" between the Christmas and New Year holidays, they will be encouraged to take alternative "break days" the week before the Christmas holiday. If the department determines that this would be too disruptive to maintain services, the supervisor may request that the employee take his/her "break days" at some other time before the end of the last pay period of this fiscal year (June 30, 2013). Likewise, employees required to work on a holiday that falls during winter break can arrange for an alternate day off with their supervisors.
No, break days must be taken as a full day.
"Break days" cannot be carried over to the next fiscal year.
Supervisors are responsible for tracking their employees' "break days."
The College is closed during winter break. Paid leave for bereavement, jury duty or civic duty only occur when you are scheduled to work. No “alternative” days are given in the event bereavement, jury duty or civic duty occurs during Winter Break, because employees are already being compensated for the time as “break days.”
Employees who complete time sheets will indicate "break days" under the "other" column of the time sheet.
The executive officers will identify areas that will maintain essential services during the Special Winter Break with partial staffs as well as the individuals who will need to work during that time. It is the College's expectation that in total no more than 150 people will be working during the Special Winter Break.
Divisions, along with recommendations from departments, will determine what services are essential, and supervisors will determine who will work during the Special Winter Break.
The temperature in buildings during the holidays and break days is reduced to conserve energy. Temperatures will not be reduced in areas where essential services are being provided, open to the public, laboratories, museums, and other similar spaces. If there are specific questions about the temperatures, contact Facilities Operations and Management (FO&M).
Many department services will change deadlines due to the Special Winter Break, and departments will make individual announcements.
Employees terminating employment may not use the "break days" as part of their notice. "Break days" are not cumulative and are not counted for termination pay.
Last Updated: 2/14/13