Does anybody know how overtime pay works on a holiday?

[MrsJackSparrow4Life]

There is no way of knowing as it depends on the company.

At my work, in my position anything over 10 hours in a shift or 40 hours in a week is considered OT. If I work 12 hours one shift I’m getting 2 hours OT even if I don’t go over 40 hours that week. There are other positions that work three 12 hour shifts a week so their OT rules are different than mine.

I have no idea what would happen with a combined OT shift and Holiday pay, as my work would never schedule someone for both. They would call in the PRN workers they have for back up.

Like pp I would suggest calling HR if you want to know for sure. However, I wouldn’t be surprised if HR tells your manager you can’t work that shift once they find out it will be both.

 

[sam_gordon]

Not at my previous GM job. ANYTHING over 8 hrs is time and 1/2. And if you go in before 5 am then your start time is 3rd shift premium. But, if you work over into 2nd shift, you only get the 2nd shift rate for the hours you work overs. If you are on 3rd shift there is no bump in pay because it is max pay for 3rd and if you are on 2nd shift, you don't get a reduction in pay if you go in early to 1st shift.

That is company specific though. Unless someone is a Nordstrom employee, no one will know what the specific policy is for the OP.

Legally (I think California may be different, don't know about other states), the company only has to pay you more:
A) If you are a non-exempt employee https://www.indeed.com/hire/c/info/...Xp3it6FcxC99M2Yunp3df69SFabYaQT8aAgMsEALw_wcB
B) If you WORK more than 40 hours in a week. Holiday or PTO time taken during that time frame does NOT count toward the 40 hours.

 

[spiders]

If you’re asking specifically about if you will keep your OT based on minimum hours then it will depend on the laws or company policy/contract.

If you’re asking about getting more than time and a half for OT worked on a holiday then that’s up to your policy or contract.

 

[jsmith]

think in some cases even that law can be worked around. there are some employers who have both salaried and hourly employees who are eligible to overtime but b/c the employers offer alternate work schedules employees routinely work over 40 hours every other week but don't get o/t time during those weeks. for this to happen i'm thinking of what my employer called a 9/80 schedule where we worked a total of 80 hours during every 2 week period but it consisted of 44 hours during week #1 (1-8 hour day/4-9 hour days) and 36 hours during week #2 (4-9 hour days). the only time anyone working this schedule qualified for overtime was if they worked over 80 hours during the course of 2 weeks

This is, in fact, how the DOD pays the majority of their civilian work force. Federal OT works differently and generally has to be authorized in advance-at least in the DOD.

To the OPs question it varies from company to company and sometimes situation to situation. Next week my entire staff will work on Veterans day. The Army operates on train as you fight and there are no days off for holidays in a combat theater thus none during a major training event. My staff of 10 works for three different companies with different HR policies. Some of them wil be paid double time-or double time and a half if they have hit the OT threshold of 40 hours in a week ( likely since we are working 7 days a week at the moment) and float another day off in lieu of the holiday-most will take the day after Thanksgiving. The second company will simply pay them the holiday on another day. My company does not recognize Veterans day as a hard holiday so they give floating holidays that can be used at anytime with assumption that those of us who work on a customer site ( DOD is their primary customer) will take those float days on the federal holiday since the site is usually closed. I will simply use the float another day. All of my hourlys will be getting time and a half for OT-I am salary and get over hours-or the hourly equivalent of one 80th of my bi weekly salary for every hour over 80 in a pay period that I work.

 

[starry_solo]

Are those exempt workers under FLSA? If they are not than it is certainly illegal under the OT provisions of the FLSA.

GM as in General Motors or General Manager? This was how a General Motors shop I worked in operated in the early 2000's. But anything beyond time and a half for more than 40 hours is entirely up to the company.

Nope, some are hourly and non-exempt from OT. Some are hourly and exempt from OT.

 

[GreatLakes]

Holiday pay being OT must not be a state law here because it has always been based on company policy for me. It's been a while since I was hourly but I did work for a company that paid double and a half for all holidays. It was a place that was opened 24/7/365 so it was to entice people to volunteer for holiday shifts.

For the past 14 years I've been in an industry that is never open on holidays so it's been a moot point.

 

[Foxhound3857]

I've worked one holiday at my company already, Labor Day, and that was time and a half for each hour worked, even though I'm only scheduled for 16 in a week (I work as a welder on the side). That was for eight hours though. I don't know how it applies to ten hours, I just know the first eight will be at time and a half.

I have someone I can ask when I'm on shift today, but I'm not finding much on google in regards to holiday hours worked and what it becomes after the eighth hour.

 

[_19disnA]

Actually, that is not the case. Salaried workers by definition do not have to be exempt. If done correctly, a non-exempt employee can be a salaried worker.

Salaried workers can be exempt or non-exempt.

Correct, my understanding as well. Where I work, salary employes over a certain classification are considered exempt, lower levels are not.

For hourly employes, it would depend on how your company operates and if you have any type of union agreement. No one can answer the OP's question since aspects of this depend on the company.

 

[tvguy]

Varies by company. Everywhere I worked holidays were double time for the first 8 hours, and triple time for anything beyond 8 hours in the day.
Two years ago my company went to PTO. You either get the holiday off, or another day off later, no extra money. And you have to take those holiday PTO hours in the year you earn them because they don't carry over. That has been a mess because now they have to schedule 10 extra days off for most employees when we already are short of people to cover vacation and sick PTO.

30+ years ago in a union shop I got my regular (graveyard) shift off for Thanksgiving. But I was asked to come in 5 hours early to cover someone else's holiday. I went to the payroll clerk to ask how to mark my time card. She just rolled her eyes and asked who on earth scheduled me that way. She gave me 8 hours straight time holiday pay for having my regular shift off, 5 hours double time for working on a holiday, 3 hours straight time for my first 3 hours of my Friday after Thanksgiving shift, and 5 hours time and a half for hours in excess of 8 worked. My boss had a fit but the payroll clerk shut him down with "then don't schedule people like that again"

 

[spiders]

There is no answer anyone can give you unless they are familiar with Nordstrom.

People have already given numerous, sometimes very different ways holidays are handled.

I work in a 24/7/365. There are no floating holidays and because there are no floating holidays that you can just move, there is no actual bonus for working the holiday. What I mean by that, is that if one of your normal days off is Thursday then you will obviously be off on Thanksgiving. They are going to mark one of your other days as a holiday so it will be either the day before or the day after Thanksgiving depending on what your schedule is. On that day, you will get 8 hours of holiday pay (straight time) and then you will get your normal straight pay as well. Likewise, if you normally work Thursdays then you will work on actual Thanksgiving Day and get paid the same amount as the guy whose official "holiday" falls on the day after Thanksgiving. Yeah, it's technically double pay either way but you're actually working vs. all the non-essentials are getting the day off.

Also, if you are on an alternate work schedule where you normally work 10 hour days then you will get 10 hours of holiday pay. But if you normally work 8 hours and then they hold you over (forced overtime) for an additional 2 hours then you're not going to get the 10 hours of holiday pay like the other guy. You'll get 8 hours and then you'll get 2 hours of OT.

There are other rules and they are all spelled out in the contract which obviously only applies to those who are covered by it.

 

[disneychrista]

I have someone I can ask when I'm on shift today, but I'm not finding much on google in regards to holiday hours worked and what it becomes after the eighth hour.

That is your best course of action. You won't find the answer on internet because as has been mentioned over & over on this thread it is a company policy not a "law" that will dictate this.

 

[msjprincess]

No one here can answer that question for you. That's going to vary by location and company. My husband and I worked for the same company but in different departments. It wasn't even the same for us. He gets double time and a half for all holidays. I got double time and a half for most but triple time for Thanksgiving, Christmas and New Year's day. Also our OT worked differently. For me all OT is time and a half. For him the first 9 hours in a week is time and a half, after that it's double time.

 

[PrincessShmoo]

I know that, for a company-recognized holiday, you get paid time and a half for working on a holiday, but what about if your shift goes over eight hours on a holiday? Does it then automatically bump up to double time? Does it remain time and a half if you aren't already over 40 for the week?

Even my supervisor at Nordstrom didn't know when I asked about it. I'm scheduled to work a ten hour shift on Election Day.

Well, election day wasn't a holiday when I was working, but, if I worked a holiday, it was time and a half for the first 8 hours, then double time for any over that. Couldn't combine extras payments to make it double time and a half (double time and and single, regular, time) wages.

We always got double time for any time worked over 8 hours in a single day, or any time over 40 hours in a week.

 

[mara512]

I know that, for a company-recognized holiday, you get paid time and a half for working on a holiday, but what about if your shift goes over eight hours on a holiday? Does it then automatically bump up to double time? Does it remain time and a half if you aren't already over 40 for the week?

Even my supervisor at Nordstrom didn't know when I asked about it. I'm scheduled to work a ten hour shift on Election Day.

It remains time and a half if you are not over the 40 hours, unless company policy states otherwise.

 

[sam_gordon]

It remains time and a half if you are not over the 40 hours, unless company policy states otherwise.

It depends on the company. No one here (unless they are Nordtrom employees) can answer the OP's question.

 

[disneychrista]

It depends on the company. No one here (unless they are Nordtrom employees) can answer the OP's question.

And even then it may vary from State to State.

 

[Foxhound3857]

Well, election day wasn't a holiday when I was working, but, if I worked a holiday, it was time and a half for the first 8 hours, then double time for any over that. Couldn't combine extras payments to make it double time and a half (double time and and single, regular, time) wages.

We always got double time for any time worked over 8 hours in a single day, or any time over 40 hours in a week.

Our fulfillment center only made it a "Nordstrom Holiday" within the last month. Veterans Day is not considered a Nordstrom Holiday, however. We get holiday pay for it AFAIK, but we don't get a premium or extra pay for working those hours.

 

[RogueX]

You can contact US DOLs Wage and Hour Division. You may be referred to your state's respective division that governs wage and hours regulations.

 

[karen4546]

That is company specific though. Unless someone is a Nordstrom employee, no one will know what the specific policy is for the OP.

Legally (I think California may be different, don't know about other states), the company only has to pay you more:
A) If you are a non-exempt employee https://www.indeed.com/hire/c/info/...Xp3it6FcxC99M2Yunp3df69SFabYaQT8aAgMsEALw_wcB
B) If you WORK more than 40 hours in a week. Holiday or PTO time taken during that time frame does NOT count toward the 40 hours.

I didn't give any specific advise for her situation. I just stated MY situation. But, I did not work in CA. Both the states I worked in are RTW. I don't know why you quoted me. I don't need any advise on this situation. Maybe quote the OP so they have your googled info.

 

[DVC-Don]

Law is overtime due after 40 within one week. Some companies pay overtime if over 8 hours in one day, but that's not the law. When I worked holidays on the Fire Dept or Police Dept we got double time and a half, but that was in the union contract.