In absence of a collective bargaining agreement or specific employee contract, the law for employment basically says “you can do what is NOT prohibited.”
This varys a bit from state to state. For instance, in Illinois there is no laws regarding holiday, sick, or vacation pay. Companies are free to offer it, or not.
Illinois has three requirments. A break of at least 20 minutes, must be given to anyone working 5 or more hours per day. This may be paid or unpaid. (Usually it’s an unpaid lunch) Any more than 40 hours in a “work week” must be at time and a half. Employees cannot, without their consent, work a “calander week” without being off at least one day, regardless of total hours worked.
For instance, a calendar week goes Sun - Sat. So your employer could not schedule you for 5 hours on each day for a total of 35 hours for the week. Because you are working every day in a calendar week. However your employer could schedule you to work Tues - Sat (five days total), then schedule you Sun - Thurs. So you’d wind up working 10 days straight but since you have at least one day in the calendar week off, they can do this.
Employers can offer different benefits to anyone so long as the reason isn’t discrimination of a protected class. For instance, race is a protected class, people who wear green ties is not a protected class and as such, can be discriminated against.
Holiday and Sick pay have been ruled “conditional benefits” and do NOT have to be paid upon seperation. Vacation pay is an “earned” benefit and IS required to be paid up termination. However Illinois courts have rules that if a company accrues for Holiday and Sick pay and as such shows it as a liablity on its books, this would have to be paid upon termination, because the money has been allotted. Most employers don’t realize this, but in Illinois, at least, if you push them, they’ll pay it.
Other things like “Can an employer require you to carry a beeper/cell phone.” In Illinois courts have rules, absent of a law to the contrary (that say they can’t) they CAN require this. But if it’s required it must be PAID for.
Of course these apply to wages, not people on salary. That is why people who get wages usually aren’t required to carry beepers and cells. Salary people don’t get overtime so they can be required with no financial harm to the company.
Holiday pay may be double time, time and a half or whatever the employer decides. They may also require you take a day off in place of working the holiday.
Finally any overtime worked MUST be paid. Regardless of company position on it. They can write you up or discharge you for working unauthorized overtime, but they have to pay it.
Again this applies to wages, not salaried people