Human Resources

Holidays and summer administrative leave

Eligibility

All regular (non temporary) employees who work at least half-time (.5 FTE) are eligible. On call employees, temporary employees, and student workers are ineligible.

Employees on a leave of absence, including workers' compensation, do not receive holiday pay or summer administrative leave.

Holidays

The college observes eleven holidays each year. This list is updated each spring for the following academic year.

 Holiday   Observed
Memorial Day   May 27, 2024
Juneteenth   June 19, 2024
Independence Day   July 4, 2024
Labor Day   September 2, 2024
Thanksgiving November 28, 2024
Day after Thanksgiving November 29, 2024
Christmas Eve December 24, 2024
Christmas Day December 25, 2024
New Year's Eve December 31, 2024
New Year's Day January 1, 2025
Martin Luther King Jr. Day January 20, 2025

Subscribe to the holiday calendar. If you get an error message, make sure you are signed in to your Reed gmail account, not your personal gmail account.

Administrative leave on Friday afternoons during the summer

Each spring the college determines the administrative leave schedule for summer Fridays where the college will close at noon on certain Friday afternoons. Depending on one's role and responsibilities, not all staff will be able to take advantage of this time off.

Eligible employees who are scheduled to work these days may leave work early and receive pay for the entire day. Employees who take a sick day or vacation day on a Friday when the college closes early will be charged for a full day of sick time or vacation.

This time off during the summer is considered administrative leave and may not be accrued, carried over, traded, used as compensatory time or otherwise paid if not taken. Employees who are not scheduled to work during an administrative leave day will not be paid for the time. Summer dates for 2024 are under review and will be announced when available.   

Holiday pay

Non-exempt employees who work on an observed holiday receive holiday pay at their regular hourly rate. Holidays and administrative leave days may not be accrued, carried over, traded, used as compensatory time or otherwise paid if not taken.

Non-exempt (hourly) employees who are required to work on an observed holiday receive regular pay plus pay for the holiday (double time) in lieu of time off. Non-exempt (hourly) employees scheduled to work overtime on a holiday will receive one-and-a-half times their regular pay for overtime hours, plus pay for the holiday (double time-and-a-half).

Exempt employees receive their regular pay on observed holidays.

Part-time employees who work at least half-time (.5 FTE) are eligible for holiday pay if the employee is regularly scheduled to work on the holiday or the day that the holiday is observed. The employee is paid for the hours regularly worked on that day.

If an employee is scheduled to work on a holiday or on the day the holiday is observed and takes the day off, the employee must use vacation leave and will be paid vacation pay only.

If an employee is scheduled to work on a holiday or on the day the holiday is observed and takes a sick day, the employee must use sick leave and will be paid sick pay only.

Timecards

Exempt employees do not record holiday or administrative leave days on their time cards. Non-exempt (hourly) employees must mark hours as holiday or administrative leave, including summer administrative leave. Hours paid as holiday or administrative leave, but not worked, do not count towards overtime that week.

For custodial staff, the start time and day of one's shift determines if the shift is a holiday.