Dartmouth offers an extended holiday break between the fall and winter terms.
In 2014, in addition to the already scheduled Christmas (December 24 and 25, 2014) and New Year's (January 1, 2015) holidays, the regularly scheduled workdays (December 26, 29, 30, and 31, 2014, and January 2, 2015) are designated as "break days."
In 2015, in addition to the already scheduled Christmas (December 24 and 25, 2015) and New Year's (January 1, 2016) holidays, the regularly scheduled workdays (December 28, 29, 30, and 31, 2015) are designated as "break days."
All regular staff and union employees, both full- and part-time, are eligible for the "break days," unless asked to work during this period to help the College maintain essential services. Temporary employees are not eligible. Any employee asked to work a "break day" will be paid at their normal base rate of pay.
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).
The executive officers will determine what essential services must be maintained. It is expected that no more than 150 people will be asked to work their "break days" to maintain essential services.
For people working their designated "break days," supervisors should try to schedule alternative "break days" the week before Christmas. However, when this is not possible, alternative "break days" can be taken anytime after the holidays but before the end of the last pay period of the fiscal year. "Break days" cannot be carried over into the next fiscal year.
Supervisors are responsible for keeping track of "break days" for their employees. If bi-weekly paid, employees should indicate "break days" taken under the "other" column of the payroll time sheet.
Employees who terminate employment will not receive pay for the "break days" taken during the Winter Break unless they work the next regularly scheduled workday after the New Year holiday. "Break days" are not cumulative and are not counted for termination pay. If an employee has remaining "break days" and terminates employment before the end of the fiscal year, he/she is not eligible to receive pay for those days.
Many department services will change schedules due to the Winter Break and will make individual announcements.
Last Updated: 7/1/14