University Holidays

UTSA employees receive paid holiday leave when appointed to work at least 20 hours per week for at least 4.5 continuous months. Faculty must be appointed for at least 50% time for at least 4.5 continuous months. If appointed less than full-time, employees will be granted holiday leave based on the percentage of hours appointed.

If the position requires to have student status as a condition of employment, then the position is ineligible for paid holiday leave. For more information see the  University's Handbook of Operating Procedures.

How Holidays Are Determined

The holiday schedule is published each year. The Texas state legislature determines the number of holidays that can be observed by all state agencies and institutions of higher education. The university observes the same number of holidays, a combination of national and state holidays, that are observed by state agencies. However, institutions of higher education are allowed to be flexible when establishing their own schedules. So while the number of holidays observed is always the same, the university may have a different schedule than state agencies.

The legislature stipulates that holidays are only observed when they fall on a weekday. Holidays that fall on weekends are not observed and may not be observed on a different day (e.g. the Friday before or Monday after).

Some years, the holiday schedule includes a floating holiday. If included in the holiday schedule, full-time employees receive 8 hours of floating holiday leave per day. Part-time, benefits-eligible employees receive a proportionate amount based on the number of hours appointed to work weekly. Use of floating holiday time may be scheduled at any time during the fiscal year with the prior approval of the employee's immediate supervisor. Unused floating holiday time carries over from one year to the next. Employees are paid for any unused floating holiday time upon separation from the University.

Texas Government Code Sec. 662.004 requires that the university have enough employees on duty to conduct business during designated skeleton workforce days. Technology allows many employees to work virtually while still being considered on duty. While there are some responsibilities that require someone to be in the office, if employees can fulfill the business requirements from any location, supervisors are encouraged to consider allowing them to work remotely.  

Supervisors should consult with their division leadership to determine how their departments will handle skeleton workforce days. For example, if the work of the department involves conducting business with students, employees or the public, then a skeleton workforce would probably be necessary. Depending on the type of work, the division leader might allow the skeleton workforce to work from an off-campus location or by phone. Based on recommendations from the supervisor, the division leader determines the minimum number of staff required for an on-site skeleton crew.

Benefits-eligible employees who serve as a member of a skeleton workforce will be granted state compensatory time in accordance with  HOP 4.27 State Compensatory Time. Earned holiday compensatory time must be used within the 12-month period following the holiday worked or it lapses.

The legislature has designated Rosh Hashanah, Yom Kippur, Good Friday and Cesar Chavez Day as optional holidays. Benefits-eligible employees may observe optional holidays in lieu of any holiday or holidays on which the University is required to be open and staffed. Employees are entitled to observe these holidays provided that they use state compensatory time accrued or use available leave. Employee requests to observe these holidays should be submitted for approval to their supervisor in advance of the holiday.

Holiday Schedule: 2024-2025

Holiday Schedule: 2023-2024

Holiday Schedule: 2022-2023

Holiday Schedule: 2021-2022

Holiday Schedule: 2020-2021