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| New Year's Day | January 1 |
| Martin Luther King, Jr. Day | Third Monday in January |
| Good Friday | Friday before Easter |
| Memorial Day | Last Monday in May |
| Independence Day | July 4 |
| Labor Day | First Monday in September |
| Thanksgiving Day | Fourth Thursday in November |
| Christmas Day | December 25 |
In addition to the above holidays, the President, with the approval of the Chancellor, may declare a maximum of an additional five (5) days as administrative closing days. These days are designated as time off from work with pay for regular full-time and part-time employees. Additional closing days charged to annual leave may be designated by the President with the approval of the Chancellor. An employee who does not have sufficient leave will be on leave-without-pay. Should an employee be in a leave-without-pay status due to an officially declared administrative closing which immediately precedes and/or follows a designated holiday, he/she shall be eligible to receive holiday pay.
1.1 Eligibility for Holiday Pay
1.1.1 Regular full-time and part-time, executive, administrative and professional, twelve-month academic and clerical and support personnel who are employed on a continuing basis and whose employment is expected to exceed six (6) months, shall be eligible to receive pay for holidays. Full-time, nine-month academic personnel are eligible to receive holiday pay for those holidays occurring within their nine-month appointment period. Employees on MODFY (modified fiscal year) appointments are eligible to receive holiday pay for those holidays occurring during the MODFY (modified fiscal year) period. Eligible part-time personnel will receive holiday pay on a prorated basis. Temporary employees and adjunct faculty are not eligible to receive holiday pay.
1.1.2 Eligible employees will not receive holiday pay if: (a) They are on leave of absence without pay, or (b) they take an unauthorized leave the workday before or the workday after the holiday(s).
1.1.3 If an eligible employee is on annual leave or a paid leave when a holiday occurs, he/she will be paid for the holiday at his or her regular rate of pay and no charge will be made against accrued annual or sick leave.
1.1.4 Effective February 1, 1988, where work schedules or duties make it necessary for a nonexempt employee to work either the actual holiday or the substituted Friday or Monday, the employee will be compensated either by payment of overtime at time and one half or compensatory time at time and one half. This premium pay for holiday work will be given regardless of the total number of hours worked in the week. If the time cannot be taken off prior to the end of the payperiod covering the period in which the week ends, the employee must be compensated in cash or its equivalent.
1.1.5 When work schedules or duties make it necessary for an administrative employee to work on a holiday, a corresponding amount of time off shall be granted.