When working with a religious company with a high number of paid religious and federal holidays, the company occasionally needed to open on a Sunday to make up for lost work days. Paying employees for religious holidays when the business closes is not required by law.
Many employees refused to work on the occasional Sundays needed – even if it was on the company calendar – to make up for the days the business was closed. The company could not legally require the employees to work on the occasional Sunday.
The Sarina Roffé Group worked with owners to write a comprehensive overtime policy that clearly stated that employees who did not work on the calendared Sundays were not entitled to be paid for the religious holidays.
