Assuming you received a paid holiday, you are not entitled to overtime because you did not actually work more than 40 hours. Paid holidays do not count as work for overtime purposes, unless you actually performed work that day.
I, also, am unclear about how many hours you actually worked. The rule in California is that if you work in excess of 8 hours in a workday or 40 hours in a workweek, you are entitled to overtime premiums for those excess hours. Don't add holiday hours to that number because they are not worked hours. It is simply a benefit some employers choose to provide.
They say you get what you pay for, and this response is free, so take it for what it is worth. This is my opinion based on very limited information. My opinion should not be taken as legal advice. For true advice, we would require a confidential consultation where I would ask you questions and get your complete story. This is a public forum, so remember, nothing here is confidential. Nor am I your attorney. I do not know who you are and you have not hired me to provide any legal service. To do so would require us to meet and sign written retainer agreement. My responses are intended for general information only.
Straight from the EDD website: "California law does not require that an employer provide its employees with paid holidays, that it close its business on any holiday, or that employees be given the day off for any particular holiday. If an employer closes its business on holidays and gives its employees time off from work with pay, such a circumstance exists pursuant to a policy or practice adopted by the employer, pursuant to the terms of a collective bargaining agreement, or pursuant to the terms of an employment agreement between the employer and employee, as there is nothing in the law that requires such a practice. Additionally, there is nothing in the law that mandates an employer pay an employee a special premium for work performed on a holiday, Saturday, or Sunday, other than the overtime premium required for work performed in excess of eight hours in a workday or 40 hours in a workweek."
If you did not actually work more than 40 hours in the week, you were not entitled to overtime.
Good luck to you.
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You should get time and a half for the time in excess of 40 hours or any day over 8 hours.
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