If an employee came in and worked their usual hours on a day when the company was closed due to a holiday and they did not receive prior approval, the employer does have some options to address the situation. Here are a few possible courses of action:

1. Communicate with the employee: The employer should first discuss the situation with the employee to understand why they came in on a day when the company was closed. There may have been a miscommunication or misunderstanding that needs to be resolved.
2. Determine the reason: Depending on the employee’s explanation, the employer can assess whether there was a legitimate reason for the misunderstanding. If the employee had a valid reason to believe they should have worked, such as incorrect information or a misunderstanding about the holiday schedule, the employer may handle the situation differently than if the employee simply made an error.
3. Review company policies: The employer should review their company policies regarding time off, holidays, and approval processes to ensure they are clear and communicated effectively to employees. If there are any ambiguities or gaps in the policies, they should be addressed to avoid similar issues in the future.
4. Consider the impact: Assess the impact of the employee’s unauthorized work on the company. If the work had no significant negative consequences, the employer may choose to handle the situation more leniently, such as by providing a reminder or informal counseling rather than formal disciplinary action.
5. Disciplinary action: If the employer determines that disciplinary action is warranted, they may choose to issue a written warning to the employee. The warning should clearly outline the violation of company policies and expectations and emphasize the importance of following the proper approval procedures. The employer should follow any internal disciplinary procedures or protocols that are in place.

 
The employer is generally obligated to pay the employee for the hours worked, regardless of whether the company was closed due to a holiday or if the employee did not receive prior approval. If the employee worked their usual 10 hours on Monday, July 3rd, they should be compensated for that time.
However, depending on company policies and employment contracts, there might be additional considerations. Here are a few factors that may come into play:

1. Overtime pay: If the employee worked more than their regular hours and is entitled to overtime pay according to applicable laws or company policies, the employer may need to calculate and include any overtime pay owed.
2. Holiday pay: Some companies provide additional compensation or benefits for employees who work on holidays, even if the company was closed. If the company has a policy regarding holiday pay, the employer should determine if the employee is eligible for any additional compensation.
3. Unauthorized work: Although the employer is generally required to pay for the hours worked, if the employee worked without proper authorization or in violation of company policies, the employer may consider taking appropriate disciplinary action or addressing the issue through internal processes. However, it’s important to consult with legal professionals or HR experts to ensure compliance with applicable laws and regulations.

 
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