2020 - 2021 Holiday Schedule
Independence Day 2020
– July 3, 2020
Labor Day 2020
– September 7, 2020
– November 26, 27, 2020
Winter Break 2020
– December 24, 25, 28*, 29*, 30, 31, 2020 and January 1, 2021
Martin Luther King, Jr. Day 2021
– January 18, 2021
Memorial Day 2021
– May 31, 2021
*Monday, December 28, 2020, and Tuesday, December 29, 2020, are not paid holidays. These days must be charged against compensatory time (for hourly employees only), paid leave if available, or as leave without pay.
2021 - 2022 Holiday Schedule
Independence Day 2021
– July 5, 2021
Labor Day 2021
– September 6, 2021
– November 25, 26, 2021
Winter Break 2021
– December 23, 24, 27*, 28*, 29, 30, 31, 2021
Martin Luther King, Jr. Day 2022
– January 17, 2022
Memorial Day 2022
– May 30, 2022
*Monday, December 27, 2021, and Tuesday, December 28, 2021, are not paid holidays. These days must be charged against compensatory time (for hourly employees only), paid leave if available, or as leave without pay.
Description of Closure
University offices will be officially closed on these holidays except where continuous operations must be sustained to avoid conflicts with patient care, teaching schedules, and service-related functions. This schedule may be altered for 24/7 service and some clinics. Please check with your department. The Tulsa campus may publish its own holiday calendar.
Employees who are required to work on published holidays will be provided alternative time to be taken on a date to be scheduled between supervisors and affected employees.
Eligibility for Paid Holidays
Employees are eligible for holiday pay if they at least .50 FTE and are in Pay Status on either the day before or the day after a holiday specified in the current year’s holiday schedule in the above section(s).
Students and other temporary employees are not eligible for paid holidays.
What is Pay Status? HR is now providing clarification about the meaning of the term “Pay Status”. Starting January 3, 2020, employees must be in Pay Status for a full shift to be eligible for the paid holiday. Pay Status can be a combination of the employee’s worked time and PTO. As shown in the example below, the Pay Status requirement is prorated based on an employee’s Full Time Equivalency (FTE). If an employee does not have PTO, the employee can be in Pay Status by working their full shift.
For example, if the employee is full-time (1.0 FTE), they must have a full 8 hours in Pay Status on the day before OR the day after the holiday. This requirement can be met with a combination of worked time and PTO. If an employee is part-time (.50 FTE), they must have a full 4 hours in Pay Status.
Ineligible for Holiday Pay: If this Pay Status requirement is not met for paid holidays after January 3, 2020, then the
employee is not eligible for holiday pay and it must be removed from their timesheet.
- OUHSC: To remove holiday pay, Payroll Coordinators should complete the required form and submit it to Payroll. Contact Payroll with questions at Payroll-Services@ouhsc.edu or (405)271-2055.
- Norman: To remove holiday pay in Workforce, Supervisors or Department Time Approvers must change the Holiday hours to 0.00 hours and add a row for 8.00 hours of Leave Without Pay for each day. Contact Payroll if you have questions at (405)325-2961.
Paid Time Off
Description: Benefits eligible
employees earn Paid Time Off
(PTO) through a leave accrual program as part of the comprehensive benefits package provided at OU. PTO is a combined leave bank of time for all approved time off, including vacation, personal time, bereavement, personal illness, and illness of a family member.
Employees Who Earn PTO:
Paid leave benefits are available to staff and 12-month faculty who hold benefits eligible
appointments. Leave for medical residents and post-doctoral fellows at HSC and 9-month faculty is described on the HSC Programs
link under Leave Accrual Rates
below. Students and temporary employees are not eligible for paid time off.
Paid leave time can be accrued up to the maximum allowance described on the links under Leave Accrual Rates
below. Time accrued beyond the maximum allowance will be deposited in an Extended Sick Leave (ESL)
Policy: Paid Time Off, Staff Handbook 3.10.1
Leave Accrual Rates
System-Wide Administration Leave Guidelines
Administrative Leave is applied when a benefits-eligible employee misses scheduled work time due to campus delays or closures. Below are important guidelines when reporting or issuing Administrative Leave.
OUHSC benefits‐eligible employees in Oklahoma City who missed scheduled work time due to campus closing or delayed opening should report their absence as “Administrative Leave” with pay when reporting attendance.
Employees who are not benefits eligible – student employees, temporary employees, and part‐time employees appointed at less than .50FTE – are paid only for time worked and are not eligible for administrative leave.
An employee scheduled to be on paid leave should continue to report their absence as “Paid Leave,” and should not have any part of their absence charged to “Administrative Leave.”
An employee on continuous FMLA leave shall not be given Administrative Leave if their campus is closed during the period of approved continuous FMLA.
- An employee with approved intermittent FMLA leave shall not have their FMLA entitlement charged for any period their campus is closed for a weather related event, etc. These employees shall be given the full amount of Administrative Leave for the day(s)/time(s) of their campus closure.
An employee with unscheduled paid leave for the day should not have any part of their absence charged to “Administrative Leave.”
- Example 1: An employee calls with unscheduled leave for the entire day prior to a closure notice being issued, shall not be eligible for Administrative Leave.
- Example 2: An employee calls in prior to a closure notice and alerts their department that they will not be in until noon. A closure notice is issued stating that their respective campus will be closing at noon. – This employee shall be charged PTO or LWOP for the time taken prior to the closure; however, they are still eligible for the Administrative Leave from time of closure to the end of their work day.
Additional Time Off During Closure
Employees who take additional time before or after authorized “Administrative Leave” (on the day of/for safety related to reason for closure) should use PTO (scheduled or unscheduled) for the additional time off. These employees remain eligible for the authorized “Administrative Leave.”
Certain employees who were called in to work during the university closure may be eligible for special pay or compensatory time off for hours actually worked. Department heads should establish consistent guidelines for granting additional compensation or compensatory time off in lieu of additional pay for employees within their department who worked during the closure. Any special pay or time off proposals should be approved by the appropriate vice president.
- Any employee (essential or non-essential) that works part or all of the day where an official closure notice has been issued, shall not be eligible for Administrative Leave for actual time worked.
- Example: Employee works 4 hours; 4 hours regular working time and 4 hours Administrative Leave. If an employee who chooses or is required to work during a closure shall not be eligible for Administrative Leave for the time they actually worked. Administrative Leave is not bankable.
Employees working in satellite locations around the state should follow nearby University closures NOT public schools.
- Enid- Northwestern Oklahoma State University
- Lawton- Cameron University
- Durant- Southeastern Oklahoma State University
- Tulsa- OU Tulsa