Depending on your local, with mine, you need one compensable ‘day’, either a punch in or paid time off, to not only get holiday pay for that week, but also to retain insurance.
For example, 5 days of scheduled off, grants you nothing. You lose insurance for that week. If any holiday falls on that week, you lose holiday pay.
1 sick day- 4 scheduled off, you retain insurance.
Disability, FMLA, Funeral, option days, option week days, vacation days, and actual worked days count as compensable time. So any combination of at least one ‘paid’ day for the week should maintain your insurance.
Now with FMLA, depending on your local contract, you may be required to give them advance notice of said FMLA. As mentioned above, they may use up other paid time off first. With my local, you need to have worked x amount of hours within a year to qualify. If you’ve been around at least 3 years, the fmla hourly requirements are at a different percentage. So make sure you even qualify for FMLA.
Basically, remind your bosses and make sure it gets coded correctly