There are several differences in the concept of holidays. Generally, a holiday is not based on force majeure events or natural disasters. Instead, it is based on a local event, often an important historical event. Sometimes, holidays are moved around to accommodate society or simply to extend the weekend. In these situations, the main difference between a holiday and a public holiday is the amount of time it requires, rather than the duration of the day.
If you’re running a business, you may want to track all observances worldwide for holidays and other events. Valentine’s Day and Mother’s Day are two examples of holidays that can affect business demand. The latter is especially important since both occur in many countries and localities. By tracking global observances for holidays and events, you can update your pricing, staffing, and inventory strategies accordingly. The following is a list of the most common holidays around the world and how they impact businesses and local economies.
Observances are days designated by governments and organizations to mark important events. Holidays that celebrate religious traditions are designated by the United Nations, and many religious observances begin the evening before. The dates listed are approximate, however. Because some of these holidays are based on the lunar calendar, their dates may be off by a few days. For example, Islamic holidays start the evening before. In addition, Jewish holidays typically begin the evening before the day of celebration.
Impact on business demand
A significant portion of business demand is driven by public holidays. These events are not only nationally recognized, but can also dramatically affect any local economy. For example, during summer break, many families take their children out of town for vacation. This influx of tourists can drastically change the demand of a local business. By using a public holiday forecasting tool, businesses can better anticipate demand and make their operations more profitable. Here are three ways to forecast demand using public holidays:
Retail stores see a spike in holiday shoppers. Despite the fact that online shopping is grabbing market share, many consumers still love to visit physical stores. Food and beverage stores benefit from holiday parties and welcome gifts. While sales volume may decrease slightly, it is still a significant portion of business demand. The holidays also drive a heightened focus on Made in America products. Make sure to take advantage of the holiday rush by promoting your products made in the United States.
As an employee, you should know your rights regarding pay status for holidays. You should check your contract carefully for specific details about the holidays you are entitled to. If you have more questions, contact your Human Resources Consultant. Your contract should indicate if you will receive payment for your time off, or if you will be granted additional compensation for working during these holidays. Listed below are some examples of holidays and the status of their pay. These are just some of the issues to keep in mind when negotiating your holiday pay.
To get holiday pay, employees must be in a paid status on the last scheduled workday prior to the holiday, and the first day of the holiday. Employees in paid status on the last day of the bi-weekly pay period before a holiday are entitled to holiday pay. Employees on alternate full-time schedules are entitled to the same number of holidays and holiday pay as those on a regular full-time schedule. A few exceptions to this rule are employees on a cyclic schedule that does not correspond to their regular work schedule.
Time off requirements
Many employers offer double-time pay for employees who work on holidays. Double-time pay is the regular rate multiplied by two. This is not a federal requirement, but does apply in California. If you work more than 12 hours in a single workday or seven consecutive days, you are entitled to double-time pay. If you work more than eight hours on any given day, you may also use compensatory time off or credit hours to make up the difference.
Some employers will also allow their employees to take an extra day off if the holiday falls on a day that they do not normally work. Others will pay for the day even if the employee is not scheduled to work. Whatever your policy is, it must be adhered to consistently. This policy may vary depending on the company’s business practices. However, most companies are legally required to pay their employees for holidays. The time off regulations can be confusing, so it’s best to get help from a professional.