Holiday Pay: What the Company Owes You

File for your pay, don’t forget the extra day!

Monday, Jan. 20, is Martin Luther King Jr. Day, a contract-recognized holiday for IAPE-represented employees working in the United States. It’s also Inauguration Day, which means a lot of news coverage and a lot of IAPE members who will be earning Holiday Pay.

Recently, the Dow Jones People department provided managers with some Holiday Pay guidance: “If an employee works on a holiday recognized by the company they have the option of selecting another day off or being paid out for the holiday. If they choose to be paid out there's a form that needs to be filled out and the manager has to submit that to HR.”

While this information is helpful, it only describes one half of your Holiday Pay entitlement. To receive your actual Holiday Pay—1.5X pay for your first seven hours of work, 2X pay for time in excess of seven hours—you must enter all your time worked in Workday.

Because—and this is important—whenever you work on a contract-recognized holiday, you earn Holiday Pay and you receive either an extra day off in lieu of the holiday, or an extra day’s pay.

For holidays between Jan. 1 and July 3 in any calendar year, your manager must approve any request to cash out an extra day off. Extra days earned for working holidays between July 4 and Dec. 31 may be cashed out without a manager’s permission.

So, please remember: use the form provided by HR if you want to request cash for your extra day. But first, file all hours worked on Monday—or on any holiday—in Workday. It’s your money!

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A special note for members who usually work Tuesday through Saturday or Wednesday through Sunday schedules: because Monday is your regular day off, you also receive an extra day off in lieu of the holiday on Monday. If you are required to work on Monday, IAPE and Dow Jones have a history of recognizing hours worked as payable at 2X your normal pay rate. Please contact the IAPE office for guidance on filing for your Holiday Pay.