All monthly paid employees receive 11 paid holidays: 10 scheduled holidays and one personal holiday.
If your appointment is less than 12 months, you are paid only for those holidays that fall during your appointment period.
Scheduled holidays include:
- New Year’s Day
- Martin Luther King Jr. Day
- Presidents Day
- Memorial Day
- Independence Day
- Labor Day
- Veterans Day
- Thanksgiving Day
- Day after Thanksgiving
- Christmas Day
Visit the UW holiday calendar for specific dates.
If a holiday falls on a Saturday, it is observed on the preceding Friday. If a holiday falls on Sunday, it is observed the following Monday.
However, this Saturday/Sunday provision does not apply to medical center classified employees who have work schedules that normally include holidays as part of the 24/7 staffing.
Full-time employees receive eight hours of regular pay for each holiday.
Part-time employees who work 0.5 FTE or higher are paid at a prorated rate. For example, a 0.5 FTE employee receives four hours of pay; a 0.75 FTE receives six hours.
To be paid for a scheduled holiday, you must be in pay status as follows:
|If you are:||Then you must be in pay status:|
|Classified non-union||the entire work shift on the workday preceding the holiday|
|Contract classified||at least four hours on the workday preceding the holiday|
|Professional staff||at least four hours on the workday preceding the holiday|
“In pay status” means you either worked that day or were on paid leave.
You receive holiday credit — sometimes called holiday compensatory time — when a holiday falls on your regularly scheduled day off. Full-time employees receive eight hours credit. Part-time employees receive a prorated amount based on their FTE status.
Alternate work schedules
An alternate work schedule is any work schedule that varies from the typical schedule of five consecutive days, eight hours per day, Monday through Friday. Holiday credit works a little differently for alternate work schedules, as detailed below.
Work hours are greater than holiday hours
If a holiday falls on a day you would normally work and your regularly scheduled work hours are greater than your holiday hour entitlement (eight hours for full-time employees), you will “owe” the University the difference between the holiday hours and your scheduled hours. You may use annual leave, compensatory time, or holiday credit to make up this difference. Overtime-eligible staff also have the option to use leave without pay.
For example, if your regular schedule is Monday through Thursday, ten hours a day, and you don’t work Memorial Day (a Monday), then eight hours will be the paid holiday and the remaining two hours must be covered by another type of allowable leave.
Work hours are less than holiday hours
If a holiday falls on a day you would normally work and your regularly scheduled work hours are less than your holiday hour entitlement, the University “owes” you the difference between the holiday hours and your scheduled hours. The difference is paid as a holiday credit.
For example, you are a full-time employee and the holiday falls on a day when you are regularly scheduled to work six hours. You would receive six holiday hours and two hours of holiday credit.
Use of holiday credit
You may use your holiday credit as soon as it is accrued. Follow your department’s leave request procedure to schedule time off.
Holiday credit use deadlines
All accrued holiday credit must be used or will be paid out according to the following deadline schedule:
|Classified staff||Medical centers||September 30 (annually)|
|Classified staff||All other units||June 30 (annually)|
|Professional staff||All units||90 days after credit was earned|
If you transfer to another department within the University or if you leave University employment, you must use or be paid for your unused holiday credit. You can’t transfer your credit to your new department.
Requesting use of holiday credit
To use your holiday credit:
- Verify your holiday credit balance. Your department’s leave tracking system or timekeeper can give you this information.
- Verify that your desired dates occur before your holiday credit deadline.
- Follow your department’s usual leave request procedure to request your time off.
Requesting a deadline extension
Speak with your supervisor if you would like a deadline extension. Your supervisor must submit an extension request to Human Resources on your behalf. The extension request needs to include the reason for the extension and the proposed plan of use for the holiday credit. Human Resources reviews and approves extensions.
Approving use of holiday credit
Use the following steps to review an employee’s request to use holiday credit:
- Verify the employee’s holiday credit balance. Your department’s leave tracking system or timekeeper can give you this information.
- Verify that the requested dates meet the deadline for using holiday credit.
- Follow your department’s usual leave request procedure to notify the employee of your approval or denial.
Requesting a deadline extension
Follow these steps to respond to an employee’s request for a holiday credit extension:
- Review the holiday credit deadlines, being mindful of the employee’s employment program.
- Review the employee’s leave record. If the employee used annual leave when they had a holiday credit balance, you must substitute holiday credit for the annual leave before an extension can be approved.
- Submit a written request for an extension to your department’s HR consultant. The request needs to include the reason for the extension and the proposed plan of use for the holiday credit.
- Retain a copy of the HR consultant’s response in the employee’s department file to support entries into your department’s leave tracking system.
APS 45.3 Holiday Policy for Classified Non-Union, Contract-Classified, and Professional Staff