The regular rate of pay is calculated by determining the staff member's total pay for the workweek, including base rate, shift differential pay, … The - h�bbd``b`:$@��`.,�@�R�D���F �RǤҡ$�c`bd�d100 �3�0 � h�b```�d�P>�c`��0p,�lli���/����Zv��� l P �jA��b �� ���j�." �����S��cN���!�6��S�"rp�w���6c^@f�b3;�r�ݖM[�0��U�C���'� =I�O?T�.��K}�*��\��UH�b��_u `c��� Shift differential premiums for hourly employees are usually calculated as either a percentage of hourly pay rate or as an additional flat amount. Differential pay is an hourly rate paid for each consecutive hour or partial hour worked during the time period of eligibility. �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�����\"�\� There is no capping of the work schedule. 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. On an individual campus the shift differential rate may vary by job title as approved by the Vice President, Human Resources or a designee. Massachusetts Institute of Technology The additional compensation may be designated as a percentage of the basic salary or a fixed dollar amount. Shift differentials come in three forms: a percentage of basic hourly pay, a dollar amount per hour, or a dollar amount per shift. A differential rate of pay shall be added to the regular rate of pay for employees working on recognized second and third shift operations. 4.3 The shift differential pay shall be added to the base hourly rate before the calculation of any overtime rate. 306.2 USE. Example: Single Shift Differential . IF APPLICABLE, SHOULD PAY DIFFERENTIAL BE: PRO RATED Yes The differential for a shift change of two hours or less is a onetime payment of $14. It is computed as a percentage of the employee's rate of basic pay (including any applicable locality payment or special rate supplement). Night shift differential pay is given as an incentive because the employee is rendering work past his supposed bedtime. How to Determine the Premium Rate. Let’s say you own a … 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. Since differential pay is company policy, not something regulated by the government, there’s no standard way to pay it. 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 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. In addition, shift differential pay shall be addressed in accordance with applicable KCTCS policies and human resources procedure(s) regarding pay and scheduling. Shift differential is additional compensation paid at the discretion of vice presidents to non-exempt TEAMS, USPS, and OPS employees (excluding UF Police Department officers) who work during certain “premium” shifts, defined as follows: Evening Shift If at least half of the hours of an employee’s shift are worked between 5 p.m. and 12 midnight, 5 percent will be added to the employee’s base rate of pay for that entire shift. A reduction in market pay for a physician or dentist is considered a reduction in basic pay • Unit 06 – Night shift differential is not to be combined with weekend shift differentials. 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. 4.4 Shift differential is added to an eligible employee’s hourly rate for evening or night shift hours actually worked. 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… 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 … B. 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. 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. �Q���s�������No�?>�vw�����&+� ��"2��r�M�+kAeBkx���o�~%^�WU ZU�Q!��}��VZ I. �H���H:Q��ԍ��^x�����-��ؑ���? 134 0 obj <>stream 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. Employees will not receive shift differential on earned time cashed in. The amount must be approved by Human Resources. The night-shift differential during periods of paid leave shall only be paid for that shift or shifts the employee would have been expected to work were he/she not on paid leave. '. Emergency rest time earnings are included in the calculation of the overtime (FLSA) rate. N S�ﰨ�h00L�m�r [!������t -����+�f2��d`8���� � � H��U[O�0~ϯ8������Ď����D���!JF��2 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 … 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. Shift differential will apply to paid time off as follows:Employees will receive shift differential on paid time off according to the hours that employee would have been scheduled to work. 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. 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