(US) Labor Day Holiday – Timekeeping & Payroll Reminders

ByKara LeComte

With Labor Day approaching on Monday, September 7, 2026, please review the following reminders to help ensure holiday schedules, timekeeping, and holiday pay are handled accurately and consistently.

Holiday Policy

Before approving schedules or timecards, please take a few moments to review the Company’s Holiday Policy to ensure holiday scheduling and pay practices are applied consistently.

Consistent application of the Holiday Policy helps ensure employees are paid accurately and that payroll is processed efficiently.

Timecard Procedures – Labor Day Observance

Exempt Employees

Holiday hours for eligible exempt employees will automatically populate in Rippling Time on Monday, September 7, 2026.  No action is required on exempt employee timecards.

Non-Exempt (Hourly) Employees

Holiday hours for eligible hourly employees must be entered by the supervisor on the employee’s timecard. Failure to enter holiday hours may delay holiday pay until the timecard is corrected.

Supervisors are responsible for:

  • Planning and approving holiday work schedules in advance.
  • Communicating approved work schedules and any schedule changes to employees as early as possible.
  • Managing work schedules to minimize unintended overtime and ensure compliance with Company policy and applicable wage and hour laws.
  • Reviewing and approving timecards to ensure all hours worked are accurately recorded and compensated in accordance with Company policy and applicable federal, state, and local laws.

Alternate Holiday Scheduling for Non-Exempt Employees

Eligible non-exempt employees who are approved to observe the holiday on an alternate day may schedule their holiday anytime during the same calendar pay period:

Sunday, August 30, 2026 – Saturday, September 12, 2026

Because Nexcess operates 24 hours a day, 7 days a week, 365 days a year, some employees may not observe a company holiday on the designated calendar date. In accordance with the Company’s Holiday Policy, eligible non-exempt (hourly) employees may observe their holiday within the same workweek, subject to business needs and supervisor approval.

Working on a company holiday or observing the holiday on an alternate day does not, by itself, entitle an employee to additional holiday pay, premium pay, or overtime. Overtime is paid only as required by applicable law and Company policy.

Floating Holiday Clarification

For the 2026 calendar year, eligible full-time employees received one Floating Holiday to use at their discretion. Additional Floating Holidays will not be provided in lieu of working on company holidays.

Floating Holidays must be requested and approved in advance, used by December 31, 2026, and will not carry over or be paid out unless required by applicable law or Company policy.

Please refer to the Holiday Policy for complete details.

Helpful Resources

Please review the following resources for additional guidance:

Need Assistance?

For assistance, please contact:

Rippling Help Center: Rippling Help Center
People Experience Team: [email protected]

Thank you for helping ensure holiday schedules and payroll are processed accurately and efficiently. We hope you and your family have a safe and enjoyable Labor Day!

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