I say that the time be coded as 'I' on the holiday.  That instead of one occurance, one day, you will have one occurance and 2 days towards your incidental absence record.  The July 4th holiday in 2007 would have been an opportunity for the company to assign one of the PDP days, making it a 4 day weekend or to increase the number of vacation slots available.  Same with the Thanksgiving Friday, assign it as a PDP day or increase the slots.  The company sets us up for problems that could easily be adverted.  Many offices close the day after Thanksgiving.  Granted, we are a utility, but weekend duty coverage could be more than adequate for any troubles with pager duty to back that up.  I have no doubts that there are people who use ill time just to get a much needed for whatever the reason, day off.  I believe we need to take a look at meeting the needs of our employees as well as those of our customers, balancing the load and assigning an appropriate level of discipline when needed.  But denying an employee their ill time when they are sick, even if it is a holiday, is not right.  No room for debate on that.  Back to the bargaining agent, Reed, on this issue.  Every local could send a letter signed by their president and e-board members requesting that this happen.  This isn't right.  If the company wants to punish you for taking the day off ill, then it's a twofer, ill on the work day and ill again on what would have been the holiday.  You rack up 2 days on your attendance record.