This year Christmas Day is on Sunday. If your contract states that parents must pay for Christmas Day and Christmas Eve Day, does this mean that parents must pay for these days even when you are normally closed?
The answer depends on your contract and how you interpret it.
In Your Contract
The best way to handle this in your contract is to include the following language: “Payment is due for my paid holidays even if the holiday falls on a day that I am normally closed (i.e. Saturday or Sunday).”
If you don’t have similar language in your contract, you can add it now and ask the parent to sign the addition.
Or, you can tell the parent now that you expect them to pay you for the upcoming holidays, even though it’s not directly addressed in your contract.
Parent Doesn’t Agree?
What can you do if a parent says she shouldn’t have to pay because it’s not directly addressed in your contract? You can respond, “The intent of my contract is to give me some paid vacation days. If I don’t get paid for Christmas I won’t get a paid holiday. I’m sorry that I didn’t cover this situation in my contract, but that’s how I’m going to interpret it.”
Since it’s your business you can set your own rules. These are your choices: You can let the objecting parent not pay; you can only require that they pay you for one day instead of two. Or you can enforce your interpretation of the contract and insist on the parent paying. If the parent refuses to pay you can then decide to terminate your contract.
In my opinion, providers should consider being paid for all federal holidays: New Year’s Day, Martin Luther King, Jr. Day, George Washington’s Birthday, Memorial Day, Independence Day, Labor Day, Columbus, Veterans Day, Thanksgiving Day and Christmas Day.
Which holidays do you get paid for?
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