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SHARP Message #725


Date

6/2/08

Author

HR

Subject

Eligible KOSE Covered Non-exempt Employees Holiday Credit Update

Message Text:

 

Upon further analysis, it has been determined when eligible KOSE covered non-exempt employees work a partial day on the holiday, part of the holiday credit should count as hours worked for FLSA overtime purposes and part should not. We also introduce a scenario in which an employee is scheduled to work the holiday, but calls in sick. In addition, we’ve requested the FLSA Holiday Credit Earnings code descriptions be updated.

Below is an updated version of SHARP Message 722 that addresses these three additional issues:

Updated SHARP Message 722: FLSA Holiday Credit Section
We have recently visited with the Director of Labor Relations and would like to issue a clarification for the FLSA Holiday Credit section of SHARP Message 722:

In Message 722, we indicated all eligible KOSE covered non-exempt employees would receive the FLSA Holiday Credit earnings code regardless of the hours worked during the holiday week.

The clarification is that an eligible KOSE covered non-exempt employee should receive the FLSA Holiday Credit earnings code (HOO, HOC, HON) only if the eligible employee did not work on the holiday.

If the eligible KOSE covered non-exempt employee did work on the holiday, the employee should receive one of the traditional Holiday Credit earnings codes (HDC, HCC, HCN).

Updated 06/02/08: If the eligible KOSE covered non-exempt employee works a partial day (not a full day) on the holiday, the employee should receive one of the traditional Holiday Credit earnings codes (HDC, HCC, HCN) and one of the FLSA Holiday Credit earnings codes that count as time worked for overtime purposes (HOO, HOC, HON). In this scenario, the hours worked on the holiday and the traditional holiday credit earnings code should be equal. The remaining holiday credit hours should be the difference between the hours worked on the holiday and the total holiday credit hours. For example, if the employee is normally scheduled to work 8 hours on Mondays and the holiday is Monday, but the employee works only 3 hours on the holiday, then the traditional holiday credit hours should be 3 hours and the FLSA holiday credit should be 5 hours. Keep in mind, this scenario is for those eligible KOSE covered non-exempt employees who work only a partial holiday.

Updated 06/02/08:
If an eligible KOSE covered non-exempt employee calls in sick on a holiday, the holiday credit should remain as a traditional Holiday Credit earnings code (such as HDC, HCC, HCN). Agencies should follow their policies on recording leave usage when employees call in sick on the holiday.

Updated 06/02/08: In addition, we’ve requested the Descriptions for HOO, HON, and HOC be changed so that it encompasses both the provision of KAR 1-5-24 and the KOSE MOA.

Following are the new descriptions:
HON: Holiday Credit-Pd-NotSchd-FLSA
HOO: Holiday Credit-Paid1.0 - FLSA
HOC: Holiday Credit-Comp1.0 - FLSA