Statutory Holiday Pay for Part-Time Appointments


If you don’t work on a full-time basis, you may want to double check that you are being paid accurately for statutory holidays.

AAPS has uncovered a number of cases where members were being paid incorrectly or not at all for statutory holidays. If you don’t work on a full-time basis, we strongly encourage you to review the information below and check your pay records to ensure that you have been paid correctly for your statutory holidays.

ELIGIBILITY

You are entitled to statutory holiday pay, equal to your usual working hours if you worked at least 11 days (including vacation days) in the preceding calendar month.

  1. For members who work a 60% FTE or greater, you will generally work at least 11 days in each calendar month and are eligible for statutory holiday pay for each statutory holiday.
     
  2. For members with a 50% FTE appointment, there may be some instances where you have not worked enough in the preceding month to receive the statutory holiday pay.
     
  3. For members who work less than 50% or hourly, you may be less likely to qualify for statutory holiday pay. (Just keep in mind that if you worked 11 days in the previous month, you are entitled to receive statutory holiday pay.)

PAY

If you are eligible to receive statutory holiday pay, your pay for each statutory holiday is calculated based on the amount you were paid in the previous 30 calendar days divided by the number of days you worked within that 30 calendar day period.

For part-time members who work a consistent number of hours per day but for a set number of days per week (for example 7 hours per day, Monday to Wednesday), the above calculation is straight-forward and will usually result in a statutory holiday pay entitlement equal to a day’s pay.

For part-time members who work irregular hours (for example, 7 hours per day, Monday to Wednesday and 4 hours on Thursday), the above calculation will result in a statutory holiday pay entitlement approximately equal to dividing the number of hours worked in the week by the number of days worked.

Even if the statutory holiday falls on a day that you are not scheduled to work—you are still entitled to statutory holiday pay.

For example, you have a 60% FTE appointment, and your typical workdays are Tuesday, Wednesday, and Thursday. You should still be paid for statutory holidays that fall on Mondays and Fridays provided that you have worked 11 days during the month preceding the statutory holiday(s). You can review the Article 11 in your Collective Agreement for more details.

Unfortunately, UBC has not yet implemented a consistent protocol for addressing this issue University-wide. A number of issues of incorrect statutory holiday pay are still surfacing in different departments and units at different locations across the University.

Please check your pay records. If you have any questions about your specific situation, please contact the AAPS Office.

Incorrect statutory holiday pay may be retroactive to March 20, 2015.