Premium Pay for Holidays and University Emergencies

1. Policy Statement

This policy establishes Premium Pay for Holiday and University Emergencies standards for employees required to work on a university holiday or during a university emergency (as designated by the President or his/her designee) may be eligible for premium pay depending upon the college or vice presidential area’s compensation policy. 

2. Applicability

This policy applies to all faculty, staff, students, visitors, and vendors. 

3. Definitions

N/A 

4. Policy Specifics

In keeping with current university policy, a staff member who works on a holiday or during a university emergency will be paid his or her base rate of pay and any overtime earned (as appropriate). If desired, a college or vice presidential area may also provide premium pay as well. Eligibility for premium pay may be extended to both exempt and non-exempt staff based on the unit’s policy.

If implemented, the unit must have a written policy that describes the circumstances under which the premium pay is provided and who is eligible for such pay.  Any such policy must be approved by the Vice President for UF Human Resources (UFHR) or designee. (UF Police Department employees are not eligible because they are covered by other compensation policies.).

There are two ways that premium pay may be provided, based on the college or vice presidential area’s established protocol:

• At a rate of .5 of the employee’s base rate of pay*, or
• As a lump sum payment calculated per day (such amount must be specified in the policy)

Once the college or administrative unit’s premium pay policy is approved by the appropriate vice president and the Vice President for UFHR, the premium pay additive can be entered by the department’s time and labor representative. The following security role is required in order to enter premium pay: UF_TL_DEPT_PROCESSOR

* The total amount an employee will receive when he or she is in a Premium Pay Hourly status is 1.5 times his or her normal rate of pay.  This includes the employee’s regular rate, plus the premium which is calculated at ½ the normal rate. For example, if an employee with a regular rate of $20 is paid 8 hours of Premium Pay Hourly, his or her regular compensation would be 8 hours x 20, and his or her Premium would be 8 hours x 20 x .5. 

5. Review and Adjudication

The following is the department is responsible for overseeing implementation of and assuring compliance with this policy. This is who to contact with questions about the policy or to report suspected violations:

UF Human Resources
Classification & Compensation
903 W. University Ave.
PO Box 115009
Gainesville, FL 32611-5009
(352) 273-2842
compensation@ufl.edu 

6. Policy Violations

Failure to comply with this policy could result in disciplinary action, up to and including termination.

History