1. If a legal holiday occurs on an hourly employee's regularly scheduled day off, the employee shall be paid a maximum of eight hours of holiday pay, at the straight time rate, for that holiday. Holidays occurring during a period of vacation or sick leave shall be paid as they occur and the employee shall not be charged with vacation or sick leave for the holiday.

2. If an hourly employee is required to work on a legal holiday which falls on the employee's regularly scheduled workday, the employee shall be compensated for the holiday at the straight-time rate (to a maximum of eight hours of holiday pay) and shall be compensated at the appropriate rate of pay for all hours worked.

1. With the approval of the Human Resources Director, employees may be designated by the County to receive furlough days in lieu of holidays. Such furlough days will be scheduled and taken within the calendar year.

2. Designated furlough days shall be available for use on January 1 and must be scheduled, using the same procedure as used for scheduling vacation, within the calendar year, unless extended by the Human Resources Director. If a furlough day(s) was used but not earned, the employee shall be required to reimburse the County for the value of the unearned day(s) before the end of the calendar year. The reimbursement shall occur through an adjustment of accrued vacation or other appropriate accrued leave balances, or by a monetary reimbursement if no balances are available.

3. Employees assigned to receive furlough days in lieu of holidays will receive one and one-half times the straight hourly rate of pay when they are required to work on the following holidays: New Year's Day, Martin Luther King Jr. Day, President's Day, Memorial Day, Juneteenth, Fourth of July, Labor Day, Thanksgiving and Christmas. This shall mean the actual holiday, not the day the County observes as the holiday for pay purposes.

4. Employees hired or terminated during the calendar year shall be entitled to furlough days or must reimburse the employer for used furlough days based upon the holidays remaining when they are hired or terminated. Unused furlough days will be lost and will not be compensated if the employee terminates or transfers to another department.

5. Employees shall not begin a leave of absence (with or without pay) with a negative furlough balance. Employees will be required to reimburse the employer for all negative furlough balances prior to going on a leave of absence.

1. Regular full-time, regular part-time employees, and employees occupying limited duration positions, shall also receive two additional paid "personal" holidays. Each paid personal holiday shall accrue on January 1 of each year and must be taken during the calendar year in which it was accrued or the day will lapse except when an employee has requested and been approved use of the personal holiday and the approval is later canceled by the County. In such instances, with the recommendation of the Appointing Authority, the Human Resources Director may authorize the personal holiday to be used within the month of January during the following calendar year. A personal holiday may not be compensated in any form upon the separation of employment. Personal holidays may be taken in less than full day increments in accordance with County timekeeping standards.

2. Regular full-time, regular part-time employees, and employees occupying limited duration positions, hired on January 1 or the first workday following January 1 shall accrue and be eligible to use the paid personal holidays during that year. Employees hired after the first workday of the year shall not be eligible to accrue or use paid personal holidays during that year.

3. Employees eligible to use a paid personal holiday must request and receive approval by the appropriate supervisor to utilize the personal holidays. Once the personal holiday has been accrued, it may be used without regard to the requirement for paid status on the day before and after usage since paid status before and after was required for the holiday to be accrued.

4. Employees, except new employees beginning work on January 1 or the first workday following January 1, must have been in a paid wage status of at least 70 percent on the workday immediately preceding and immediately following January 1 in order to accrue the holidays. Effective January 1, 1999, employees not in a paid wage status who are receiving time-loss payments under the County's Workers' Compensation program shall also accrue the paid personal holidays.