By: Nsovo Shimange

Nsovo Shimange — Tue, 16 Oct 2018 08:42:38 +0000

This is a great article, just one thing is concerning for me. If we were to pay our employees overtime to work on the holiday and then still give them time off, does that not work against the organisation?

By: MariaRose

MariaRose — Mon, 15 Oct 2018 16:02:57 +0000

Many retail companies already have this ( floating holidays) policy labeled under personal time off days. That’s if they have a work contract (usually through a union negotiation). Unfortunately these paid days are considered part of the optional benefits which can be reduced based on other costs.
Paying the OT costs for certain agreed holidays is the usual more beneficial at least for the workers who have to work despite personal need/desire to be off for the holiday. Most retail businesses will honor the OT pay for 5 key holidays which don’t need any distinction except that they are fully mandated federal holidays by law but don’t require closure of business. I am reminded of a part in the Christmas Carol story where certain businesses ( butchers and bakeries, present day labeled supermarkets) were open Christmas Day.—Even though most celebrate a gathering on that day, about 50% of the population doesn’t celebrate that holiday.
I feel there’s actually too many holidays during the year that are attached to weekends to “extend “ the holiday. But if the trend is to decrease work life time then that should also extend to those “invisible “ workers also by making full time paid time for less hours than present level to accommodate. Not everyone works white collar jobs within “business hours” but everyone deserves paid holidays.
This will only occur when employment laws cover All types of employment workers.

Comments on: Would Floating Holidays Work for Your Business?

By: Nsovo Shimange

By: MariaRose