The additional compensation may be designated as a percentage of the basic salary or a fixed dollar amount. Employees will not receive shift differential on earned time cashed in. Let’s say you own a … 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. 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. It is computed as a percentage of the employee's rate of basic pay (including any applicable locality payment or special rate supplement). Emergency rest time earnings are included in the calculation of the overtime (FLSA) rate. There is no capping of the work schedule. I. The regular rate of pay is calculated by determining the staff member's total pay for the workweek, including base rate, shift differential pay, … iv. How Shift Differential Pay Works. 306.2 USE. 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 … �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. Night Shift If at least half of the hours of an employee’s shift are worked between 12 mi… The following examples provide guidance on how to calculate overtime for employees who receive shift differential pay. endstream endobj 115 0 obj <>stream Majority Hour Rule – This policy stipulates that premiums are paid based on the shift containing the majority of hours worked by staff. 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 ! 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. 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. %PDF-1.6 %���� These could be any hours after 5 p.m., on the weekend, or even during holidays. H��U[O�0~ϯ8������Ď����D���!JF��2 endstream endobj startxref Pay differentials are considered premium pay for the purposes of this policy. Shift differentials come in three forms: a percentage of basic hourly pay, a dollar amount per hour, or a dollar amount per shift. The - 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. The differential for a shift change of two hours or less is a onetime payment of $14. The shift premium pay rate is ten percent of the employee’s hourly rate. Differential pay is company policy and not regulated by wage and hour laws, so there is no standardized way to make the premium rate payments. h�bbd``b`:$@��`.,�@�R�D���F �RǤҡ$�c`bd�d100 �3�0 � 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. 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. 4.15 Shift Differential Pay 4.15.1 Shift differential is pay for working inconvenient hours and schedules authorized at the agency’s discretion. 4.3 The shift differential pay shall be added to the base hourly rate before the calculation of any overtime rate. N S�ﰨ�h00L�m�r [!������t -����+�f2��d`8���� � � Example: Single Shift Differential . The differential is not a part of the employee’s basic annual salary and does not affect … Night shift differential pay is given as an incentive because the employee is rendering work past his supposed bedtime. A typical shift differential schedule consists of hours worked between 5:00 p.m. and 8:00 a.m., Monday through Sunday. 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). Only one rate will be authorized per title on a campus. (����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�`. 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. IF APPLICABLE, SHOULD PAY DIFFERENTIAL BE: PRO RATED Yes Shift differential premiums for hourly employees are usually calculated as either a percentage of hourly pay rate or as an additional flat amount. Shift Pay Differential is a separate payment from Inconvenience Pay. 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. In addition, shift differential pay shall be addressed in accordance with applicable KCTCS policies and human resources procedure(s) regarding pay and scheduling. How to Determine the Premium Rate. 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. 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. Description Night pay is a 10 percent differential paid to an employee for regularly scheduled work performed at night. The amount must be approved by Human Resources. Most businesses will outline how shift differentials work, if they’re offered, in the employee handbook.Usually, however, differential Holiday pay: Holiday pay is generally 1.5 or 2 times normal pay. �Q���s�������No�?>�vw�����&+� ��"2��r�M�+kAeBkx���o�~%^�WU ZU�Q!��}��VZ Only those departments with jobs requiring continual second and/or third shift coverage may institute a shift differential policy. The shift differential policy permits payment of a differential (extra pay) to non-exempt employees who are assigned to second and third shifts (off-shifts). A reduction in market pay for a physician or dentist is considered a reduction in basic pay POLICY Effective June 20, 1999, employees in positions designated bilingual by the General 111 0 obj <> endobj A differential rate of pay shall be added to the regular rate of pay for employees working on recognized second and third shift operations. 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 C. A qualifying shift means a full-time or established part-time shift which starts at or after 2 p.m. and at or before 1 a.m. D. 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 … '. %%EOF 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�� f. 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. Which hours are eligible for premium pay rate or as an additional flat amount performed at night I. Differential on earned time cashed in Rule – This policy may institute a pay! Employers should have a shift change of two hours or less is a 10 percent differential paid an! 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