Associates. Associates receive regular pay for working on a holiday unless otherwise governed by a contract with the customer. 

Security Officers. A Security Officer’s rate of pay for holidays is governed by the service contract with the customer. Unless specified in such contract, officers receive their straight time hourly rate if scheduled to work on a holiday.  

Staff. Staff employees who work a regular, full-time (30 hour per week or more) schedule, are potentially eligible for the following paid holidays:

  • New Year’s Day

  • Martin Luther King Jr. Day

  • Memorial Day

  • Juneteenth

  • Independence Day

  • Labor Day

  • Thanksgiving Day

  • Day After Thanksgiving

  • Christmas Day

Holiday pay is not recognized as regular hours worked for the purpose of overtime calculation. 

Staff working schedules of less than 40 hours over a five-day workweek, receive their holiday pay based on the total number of regularly worked hours divided against the five-day workweek (e.g. hours worked in a week totaling 32: divide by total average weekly hours by 5 days = 6.4 hours holiday pay). 

If the employee has an alternative workweek of less than five days (e.g. four ten-hour days on a Monday through Thursday schedule) and the holiday falls on a Friday, there is no holiday pay for that day. 

When one of the above listed holidays falls on a weekend, the Company will recognize the holiday on the federally observed day. Staff must work their scheduled workday immediately before and after the holiday (or have pre-approved time off) to receive holiday pay. 

There could be times when a staff member may be required to work on these designated holidays. If an employee is required or opts to work on these days, or any other holiday listed above, they will receive a floating holiday and can take a future day off on a day that is mutually agreed upon. Floating holidays must be taken by end of fiscal year, or they will be lost. Floating holidays that have not been taken are not paid at time of termination of employment for any reason. 


@2025 FDSS. All Rights Reserved. Revision Dates: 05/15/2025 - The FDSS policies do not form a contract, express or implied, nor do they guarantee employment for any specific length of time. Employment with FDSS is at-will. This means that either the employee or employer can terminate the employment relationship at any time, for any reason. No statements made by any supervisor or manager can alter this at-will relationship. The at-will relationship can only be changed through a signed written agreement that specifically sets forth the terms between the employee and the President/Chief Executive Officer of the Company.