Must employers pay a premium for work done on Sundays and holidays?

The law does not require that an employer pay twice or three times the normal hourly rate for work done on Sundays and holidays. And socially, the concept of double or triple time is not nearly as engrained in tradition as is weekly overtime.

Double time is common enough that everyone recognizes it in conversation, but uncommon enough that someone is likely to comment on the "windfall" double time means for the employee. For the most part, the existence or nonexistence of double and triple time in an industry represents relative bargaining power or strength. The practices have become traditional in some industries; in others, they are strictly optional or virtually unknown.

Much the same is true of holiday pay. In industries that pay double and triple time, Sundays and/or regular national holidays tend to become "sacred" or non- negotiable. It becomes understood that the days are not available to management, except at the greatest cost. Normally, it is not enough that the employee may get another day in the week off in compensation. The premium rate still must be paid.

What approach should management take if there is no strong industry tradition? Following the local practice is normally best. Employees are less dissatisfied when they are treated roughly the same as their neighbors. While there may be demands for double and triple time when ordinary time and a half is paid, the demands will probably not persist if other employers in the vicinity are not paying it and the employer is not competing for employees in a national market.