executive special pay, head nurse differential, other differentials, allowances or premium pay such as standby, on-call, shift, overtime, Sunday, holiday, night work, hazardous duty, and interim geographic adjustment. The - Let’s say you own a … How Shift Differential Pay Works. Employers should have a shift pay policy in place that outlines which hours are eligible for premium pay. '. Shift differentials come in three forms: a percentage of basic hourly pay, a dollar amount per hour, or a dollar amount per shift. Shift Differential Pay Shift Differential Pay Though many employers choose to pay a small premium, called a “shift differential,” to employees who work swing, graveyard or other less desirable shifts, no law requires you to pay a shift differential. Majority Hour Rule – This policy stipulates that premiums are paid based on the shift containing the majority of hours worked by staff. 4.15 Shift Differential Pay 4.15.1 Shift differential is pay for working inconvenient hours and schedules authorized at the agency’s discretion. I. POLICY Effective June 20, 1999, employees in positions designated bilingual by the General Employees will not receive shift differential on earned time cashed in. Differential pay is an hourly rate paid for each consecutive hour or partial hour worked during the time period of eligibility. How to Determine the Premium Rate. The shift differential is typically 10% of the staff member's regular hourly rate, but the amount may vary based on industry standards and according to job family. The following guidelines are used in computing shift differential payments: Evening differential is paid for hours worked between 2:30 p.m. and 10:30 p.m. To be eligible to receive evening differential, an employee must work until 7:00 p.m. Night differential is paid for hours worked between 10:30 p.m. and 8:00 a.m. endstream endobj 112 0 obj <>/Metadata 23 0 R/Outlines 34 0 R/Pages 109 0 R/StructTreeRoot 53 0 R/Type/Catalog>> endobj 113 0 obj <>/Font<>>>/Rotate 0/StructParents 0/Tabs/S/Type/Page>> endobj 114 0 obj <>stream A differential rate of pay shall be added to the regular rate of pay for employees working on recognized second and third shift operations. There is no capping of the work schedule. The following examples provide guidance on how to calculate overtime for employees who receive shift differential pay. �Q���s�������No�?>�vw�����&+� ��"2��r�M�+kAeBkx���o�~%^�WU ZU�Q!��}��VZ Night shift differential continues when an employee is absent for jury service, during a period of continuation of pay (COP) following a work-related traumatic injury, or during a period of approved military leave. Kentucky Community & Technical College System 300 N. Main Versailles, KY 40383 Toll Free: (877) 528-2748 Night shift differential pay is given as an incentive because the employee is rendering work past his supposed bedtime. H��U[O�0~ϯ8������Ď����D���!JF��2 These could be any hours after 5 p.m., on the weekend, or even during holidays. A personal care assistant at an assisted living facility is paid $8 an hour and overtime on the basis of the 40 hour workweek system. The University of Texas Health Science Center at Houston ("university") provides shift differential pay for classified employees who work shifts (time periods) that differ distinctly from the normal shift (work day), which begins at 8 … Shift Pay Differential is a separate payment from Inconvenience Pay. B. 125 0 obj <>/Filter/FlateDecode/ID[<9805D6D0D1BEDA49A4E61DF005BF5137>]/Index[111 24]/Info 110 0 R/Length 75/Prev 52502/Root 112 0 R/Size 135/Type/XRef/W[1 2 1]>>stream Should the emergency cause the employee to continue to work beyond 24 hours without adequate rest of eight (8) hours off the clock, each hour after 24 hours will be paid at a rate twice the employee's regular rate of pay (ETP). 0 Applicable shift differentials are not included in … Holiday pay: Holiday pay is generally 1.5 or 2 times normal pay. Description Night pay is a 10 percent differential paid to an employee for regularly scheduled work performed at night. If an employee is required to work a shift premium schedule on a holiday, the employee shall receive both shift premium pay and receive holiday premium pay, as provided in the “Holidays & Holiday Pay” policy. • Unit 06 – Night shift differential is not to be combined with weekend shift differentials. N S�ﰨ�h00L�m�r [!������t -����+�f2��d`8���� � � Only one rate will be authorized per title on a campus. C���c;i �����S��cN���!�6��S�"rp�w���6c^@f�b3;�r�ݖM[�0��U�C���'� =I�O?T�.��K}�*��\��UH�b��_u `c��� The differential is not a part of the employee’s basic annual salary and does not affect … Most businesses will outline how shift differentials work, if they’re offered, in the employee handbook.Usually, however, differential Shift differential is not authorized for flexible or compressed schedules established at the request of, and for the convenience of, employees even if the requirements of 4.15.2 are met. %PDF-1.6 %���� qG:�U�(�âZ�DT �9��Ԧ��Ú�[��oKkO*/��:B\7����;i�IcO{�طi,\��E�ٽ/Wx��Xx��ר�`�Lj�{��*�=Fb��� ��_K?s�VU����� l�v��b����]}�4�c�5��} 7 �h����r�Y��c�?I�M�� |T.�^n�k����k�Tt���|��������K��[ �����\ح�A_��7���K� �d�� endstream endobj startxref It is computed as a percentage of the employee's rate of basic pay (including any applicable locality payment or special rate supplement). SECTION: Bilingual Pay DATE: August 24, 1999 PREPARED BY: Angela Carman PAGE: 1 REVISION DATE: May 1, 2005 APPROVED BY: AUTHORITY District’s Memorandum of Understanding, Section 5.Q., Bilingual Differential Pay. Yes, all shift differential pay must be included in the calculation of the regular rate of pay used to compute an employee's overtime rate. 5.0 Pay Policies. The additional compensation may be designated as a percentage of the basic salary or a fixed dollar amount. A reduction in market pay for a physician or dentist is considered a reduction in basic pay �fn��زW���Jl)P %���m�N�^LR2�Eܙ`��ub�u��s��#PR�Q�;�UT��#�2)&74�Hlà�B�5�ȹ$Α2���1��eU I ](k��S��B8�����\"�\� On an individual campus the shift differential rate may vary by job title as approved by the Vice President, Human Resources or a designee. Pay differentials are considered premium pay for the purposes of this policy. An employee will either receive a 7½ percent differential for an entire shift or a 10 percent differential for an entire shift if a majority of hours worked occur during the hours authorized for a night shift … A typical shift differential schedule consists of hours worked between 5:00 p.m. and 8:00 a.m., Monday through Sunday. Example: Single Shift Differential . POLICY AND GENERAL STATEMENT. The amount must be approved by Human Resources. 111 0 obj <> endobj 77 Massachusetts Avenue, Cambridge, MA 02139-4307, 2.0 Faculty and Other Academic Appointments, 3.0 Faculty Appointment, Promotion, and Tenure Guidelines, 6.0 Administrative, Support, and Service Staff, 9.0 Relations and Responsibilities Within the MIT Community, 10.0 Academic and Research Misconduct and Dishonesty, 11.0 Privacy and Disclosure of Personal Information, 12.0 Relations with the Public, Use of MIT Name, and Facilities Use, 14.0 Research Policies and Public and Private Support, 5.1 Responsibilities of Supervisors and Individual Employees in Payroll Matters, 5.2 Implementing Changes in Employment Status, 5.6 Compensatory Time Off for Support Staff, 5.6.2 Institute Requirements Regarding Compensatory Time Off, 5.6.3 Compensatory Time Off for Time Worked on a Holiday, 5.7.2 Excused Lateness by Institute Notice, 5.8.1 Authorization to Close the Institute, 5.8.4 Payment During Emergency Closing or Early Release, 5.8.5 Computation of Pay for Time Worked During an Emergency Closing or Early Release, 5.8.6 Employees on Leave During an Emergency Closing or Early Release, 5.8.7 Reporting for Work During an Emergency Closing or Early Release, 5.8.10 Payment of Employees on Fixed or Variable Schedules During an Emergency Closing or Early Release, 5.10 Temporary Work Assignment for MIT Employees, 1.2 Affirmative Action Policy for the Employment of Minorities and Women, 1.3 Affirmative Action Policy for the Employment of Disabled Individuals, 1.4 Affirmative Action Policy for the Employment of Disabled and Other Covered Veterans, 1.5 Employment of Members of the Same Family, 2.1.5 Posting Requirements under Union Contracts, 2.1.7 Employment of Members of the Administrative or Sponsored Research Staffs by Two Departments, 2.1.8 Employment of Members of the Support or Service Staffs by Two Departments, 2.2 Affirmative Action Serious Search Policy and Procedures, 2.3 Temporary or Regular Placement of Individuals through Outside Agencies, 2.3.1 Use of Agencies for Temporary Office Support, 2.3.2 Use of Agencies in Hiring Regular Employees, 2.5.3 Notification of Interviewed Applicants, 2.7.1 Employment Eligibility Verification, 2.7.4 Invention and Proprietary Information Agreements, 2.8 Reimbursement of Travel Expenses for Employment Interviews and Relocation, 2.9.1 Recommended Length of Service in Job, 2.9.2 Initiation of Transfer/Notification of Supervisor, 2.9.4 Lateral Transfer Between Equal Positions, 2.10.2 Formula for Reinstatement of Certain Benefits for Former Employees, 2.10.3 Reinstatement of Laid Off Employees, 3.2 Performance Feedback, Performance Reviews, and Corrective Action, 4.1.4 Computation of Holiday Pay for Holiday Worked, 4.1.7 Holiday Pay for New or Terminating Support Staff Employees, 4.1.11 Holiday Pay for New and Terminating Staff Members, 4.2.4 Additional Information on Calculation of Vacation, 4.2.5 Additional Information on Implementation, 4.3 Leaves for Employee Injury or Illness, 4.3.1 Overview of Leaves for the Employee’s Own Injury or Illness, 4.3.2 Sick Time for Benefits-Eligible Staff, 4.3.4 Notification, Approval, and Recording of Sick Leaves, 4.3.5 Additional Information on Crediting, Debiting, and Paying Sick Time and SIRP, 4.3.7 Massachusetts Paid Family and Medical Leave Act, 4.3.8 Sick Time Under Massachusetts Earned Sick Time Law, 4.4.1 Parental Leave and Bonding Leave for New Parents, 4.4.4 Additional Provisions for Family Leaves Covered by the PFMLA, 4.5 Industrial Accident and Workers' Compensation, 4.5.2 Statutory Wage Replacement and Medical Benefits, 4.5.4 Leaves and Benefits while on Workers’ Compensation Leave, 5.4.4 Determining Hours for Premium Overtime Pay, 6.5.3 Unemployment Compensation Insurance, 7.1.2 Sponsored Research Staff Appointment Structure, 7.1.3 Payment of Administrative and Sponsored Research Staffs on a Salary Basis, 7.1.5 Establishing or Changing a Position Classification, 7.1.6 Determination of Individual Salaries, 7.1.7 Unionized Service Staff Compensation Administration, 7.2.1 Annual Review Eligibility and Effective Dates, 7.2.2 General Review Schedule and Process, 7.2.3 Review Procedures for New Employees, 7.2.4 Review Procedures for Union Service Staff, 7.2.5 Salary Equity Review Process for Women and Minority Group Members, 8.1 Unions Representing Service Staff at the Institute, 8.2.1 The Institute's Role in Contract Agreements, 8.2.2 Interpretation of Contract Language, 8.2.3 Policy Against Discrimination Because of Union Activity, 8.3.3 Conduct Expected of Union Officials. %%EOF 306.2 USE. Title IV of the Civil Rights Act of 1964 requires that employers don’t discriminate on the basis of race, sex, color, religion or national origin. The Shift Premium Pay policy defines compensation pay rates for covered employees, eligible hours, and the effect shift premium has on annual base pay. In addition, shift differential pay shall be addressed in accordance with applicable KCTCS policies and human resources procedure(s) regarding pay and scheduling. f. �t��}ĀW�H_z�8I��� Mp�'�tPM�+6�Jh��T"es� h��VMk1�+:�����!`�5 �94�)���b/����@��;3�d�q��)�Z�fFO�譤�L0��49�94SYƤ��L��d�J�ъ)��E3U����pP�� �iH��n˔����W�j�1)�����SUOgs���z���ᣦ���V|�\t����m�ZCcL ! Night Shift If at least half of the hours of an employee’s shift are worked between 12 mi… The State shall pay shift differential to an employee, in a position designated by the appointing authority, who works a qualifying shift, except those employees specified in §G of this regulation. Differential pay is company policy and not regulated by wage and hour laws, so there is no standardized way to make the premium rate payments. It should also be noted that within the healthcare industry, nurses are offered shift pay 48% of the time while physicians are only offered shift pay about 10% of the time. �H���H:Q��ԍ��^x�����-��ؑ���? Massachusetts Institute of Technology 4.4 Shift differential is added to an eligible employee’s hourly rate for evening or night shift hours actually worked. The differential for a shift change of two hours or less is a onetime payment of $14. Shift differential premiums for hourly employees are usually calculated as either a percentage of hourly pay rate or as an additional flat amount. endstream endobj 115 0 obj <>stream h�bbd``b`:$@��`.,�@�R�D���F �RǤҡ$�c`bd�d100 �3�0 � (����y����K���b��ԋ)���Ū��Qݮ��la����ݰ;�s�=�1���G��ۇ��D:�z��V���7@��0c,!�f-�dj� 6�B�X/>.�B�`�B��"P_J� ��v"����b��.��Cn������)��� 8�m��xP!6q��|L�ְ�v��h��[���H��\E�`. 5.1 Responsibilities of Supervisors and Individual Employees in Payroll Matters; 5.2 Implementing Changes in Employment Status; 5.3 Shift Differential; 5.4 Overtime Pay for Support Staff. An employee is entitled to night shift differential for a period of paid leave only when the total amount of that leave in a pay period, including both night and day hours, is less than 8 hours. 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