Holiday and Campus Break Pay Policy

Policy

This policy outlines holiday and campus break compensation for benefit eligible hourly staff employees and establishes consistent pay practices for hourly employees who are required to work during designated holidays and campus closure periods. 

 I. Eligibility 

This policy applies only to regular hourly benefit eligible staff employees. Salaried, exempt employees are not eligible for the premium compensation described in this policy unless otherwise provided by college policy. 

II. Holiday Pay 

The College maintains a single Holiday earning code for all eligible regular hourly staff employees. 

The premium pay rates outlined below represent the full compensation for hours worked on a holiday and replace, rather than supplement, any standard holiday pay. Employees do not receive both holiday pay and premium pay for the same hours worked. 

Employees who are required to work on an observed holiday will receive compensation as follows:

a. Major Holidays 

• Christmas Day 
• Thanksgiving Day 
• New Year's Day 
• Memorial Day 
• Independence Day (July 4) 

Hourly staff required to work on one of the holidays listed above will receive compensation at two times (2) their regular rate of pay for all hours worked on the holiday. 

Example: An employee who works 8 hours on Thanksgiving Day will be paid two (2) times their regular hourly rate for those 8 hours and will not receive additional holiday pay for that day. 

III. Campus Break Pay 

Eligible regular hourly staff employees who are required to work during official College break periods will receive compensation at one and a half (1.5) times their regular rate of pay for hours worked during the designated break period. 

 Applicable break periods include: 

• Fall Break 

• Winter Break 

• Recognized Spring Break for staff – during the colleges limited operations period.

For purposes of this policy, break pay applies only to the official College-designated break days as outlined in the CC Administrative Calendar. It does not include any weekend days immediately preceding or following the break period unless those days are explicitly designated as part of the College's official limited operations period.

Eligibility and Retention Requirement 

To remain eligible for college break pay, an employee must return to work following the College break and actively work at least five (5) scheduled working days. Employees may use approved vacation, sick leave, or other paid leave after returning to work; however, such leave does not count toward the required five (5) working days. Additionally, an employee's final day of employment must be an actual day worked. Accrued vacation, sick leave, or other paid leave may not be used to extend the employee's last day worked. 

Employees who resign, retire, or otherwise separate from employment before completing five (5) working days after the break period will forfeit the enhanced break pay benefit. Any premium pay associated with the break period may be recovered through payroll adjustment or deducted from final compensation as permitted by applicable law and College policy. 

IV. Recognition of Diverse Cultural and Religious Holidays 

The College values and respects the diverse cultural, religious, and personal identities of members of our campus community. While it is not possible to designate every holiday or observance that may be meaningful to employees, the College encourages employees to work with their supervisors to request and use available vacation or other eligible leave time to observe holidays and celebrations that are important to them. 

Supervisors are expected to review such requests fairly and consistently while balancing operational needs and supporting an inclusive and welcoming workplace for all employees. 

Procedures

• Payroll Website Payroll - Colorado College

Definitions

Benefit-Eligible Employee 
An employee who is regularly scheduled to work the minimum number of hours required by the College to qualify for employee benefits. 

Business Day 
A Day on which the College is open for normal business operations and employees are scheduled to work, excluding weekends, holidays, and officially designated College "break” or “limited operations” days are not College business days. 

Campus Break 
A College-designated period during which classes are not in session and the College may operate on a modified schedule or close certain operations. For purposes of this policy, Campus Breaks include Fall Break, Winter Break, and Spring Break as designated on the College's official administrative calendar. 

College-Recognized Holiday 
A holiday designated by the College in the Administrative Calendar as an official paid holiday for eligible employees. 

Exempt Staff Employee 
An employee classified as exempt from overtime requirements under the Fair Labor Standards Act (FLSA) and paid on a salary basis. 

Hourly Staff Employee (Non-Exempt Employee) 
An employee classified as non-exempt under the Fair Labor Standards Act (FLSA) and eligible for overtime compensation as required by law. 

College recognized Holiday 
For purposes of premium holiday pay under this policy, College recognized Holidays include: 

• New Year's Day 

• Memorial Day 

• Independence Day (July 4) 

• Thanksgiving Day 

• Christmas Day 

Official Break Days 
The specific weekdays designated by the College as part of Fall Break, Winter Break, or Spring Break. Official Break Days do not include weekends immediately preceding or following a break unless those days are specifically identified by the College as part of the break or closure period. 

Premium Pay 
Compensation paid at a rate greater than an employee's regular rate of pay, including holiday pay and campus break pay differentials described in this policy. 

Regular Rate of Pay 
The employee's standard hourly rate of pay, excluding bonuses, premiums, stipends, or other supplemental compensation unless otherwise required by law. 

Regular Scheduled Hours 
The number of hours an employee is normally scheduled to work during a workweek as established by the employee's position and approved work schedule. 

Required to Work 
An employee who is directed, scheduled, or approved by their supervisor to perform work during a college-recognized holiday or official break day. 

Separation from Employment 
The end of the employment relationship for any reason, including resignation, retirement, termination, non-renewal, or death.