Does my boss or employer have to pay me extra if I work on Thanksgiving Day?
Thanksgiving is a federal holiday, but what happens if your boss or company forces you to work on Thanksgiving? Do they have to pay you overtime? Here's what the law says.
One of the most anticipated holidays for Americans has arrived: Thanksgiving Day. This celebration stands out as one of the longest-running in the country, as well as being one of the most special, as it marks the beginning of the Christmas holiday season.
Thanksgiving Day is celebrated every fourth Thursday in November and its main objective is to bring together family, friends and other loved ones to give thanks for everything they have. It is usually celebrated with a traditional turkey dinner with gravy, although today, the options are more varied.
Given its importance in the lives of Americans, Thanksgiving is one of eleven federal holidays. Holidays are designated by Congress through Title V of the United States Code.
Does my boss or employer have to pay me extra if I work on Thanksgiving Day?
Generally, during official holidays, federal government offices are required to close, so government employees have a paid day off. Many other state and private institutions have also included these days as days off for their workers, but not all.
For example, certain businesses, schools, post offices, libraries, and banks tend to close on all holidays. In the case of supermarkets, pharmacies, and restaurants, most only close on holidays such as Thanksgiving or Christmas Day.
Federal law also does not require employers to pay overtime if you have to work on a holiday. In fact, if your company gives you the day off for a holiday, they aren’t required to pay you under federal law.
This, however, may be different in the state where you live, or even your company may have an overtime compensation policy with regards to federal or state holidays. Some states stipulate that companies must pay overtime if employees have to work on a holiday. These laws apply on top of federal law.
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In conclusion, everything will depend on the policies of the company or the employer, as well as the states where you live. So it is recommended to consult directly with the human resources office of the company where you work.
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