Mass-Peculiarities: An Employers Guide to Wage & Hour Law in the Bay State 2022 Edition

© 2022 Seyfarth Shaw LLP Massachusetts Wage & Hour Peculiarities, 2022 ed. | 13 Non-Retail, Non-Manufacturing 41 Establishments – Holiday Requirements Is Premium Pay Required? Can Employer Require Employee to Work? Is Permit or Blue Laws Exemption Required for Operation? New Year’s Day Martin Luther King Jr. Day Presidents Day Evacuation Day * Patriots Day * Bunker Hill Day * Juneteenth Independence Day Columbus Day after 12 p.m. Veterans Day after 1 p.m. Not Required May Require Employee to Work Not Required Memorial Day Independence Day Labor Day Columbus Day before 12 p.m. Veterans Day before 1 p.m. Thanksgiving Day Christmas Day Not Required May Require Employee to Work Either Exemption or Permit Required * These holidays are observed only in Suffolk County. 6. Penalties for Violation of Sunday and Holiday Work Laws The Office of Massachusetts Attorney General is charged with enforcing the Blue Laws. An employer operating in violation of the Sunday or holiday work laws may be subject to a fine of not less than $20.00 and no more than $100.00 for a first offense, and a fine of not less than $50.00 and no more than $200.00 for each subsequent offense. “[E]ach unlawful act or sale” constitutes a separate offense. 42 41 As explained above, unique requirement s apply to manufacturers, pursuant to which manufacturing employees generally cannot be required to work on holidays, even if the employer may lawfully operate. 42 M.G.L. ch. 136, § 5.

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