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. IF APPLICABLE, SHOULD PAY DIFFERENTIAL BE: PRO RATED Yes There is no capping of the work schedule. 306.2 USE. Holiday pay: Holiday pay is generally 1.5 or 2 times normal pay. Since differential pay is company policy, not something regulated by the government, there’s no standard way to pay it. Applicable shift differentials are not included in … �����S��cN���!�6��S�"rp�w���6c^@f�b3;�r�ݖM[�0��U�C���'� =I�O?T�.��K}�*��\��UH�b��_u `c��� endstream endobj 115 0 obj <>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 differential for a shift change of two hours or less is a onetime payment of $14. h�bbd``b`:$@��`.,�@�R�D���F �RǤҡ$�c`bd�d100 �3�0 � �t��}ĀW�H_z�8I��� Mp�'�tPM�+6�Jh��T"es� 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 … The regular rate of pay is calculated by determining the staff member's total pay for the workweek, including base rate, shift differential pay, … A typical shift differential schedule consists of hours worked between 5:00 p.m. and 8:00 a.m., Monday through Sunday. 4.3 The shift differential pay shall be added to the base hourly rate before the calculation of any overtime rate. 111 0 obj <> endobj Massachusetts Institute of Technology 0 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. 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 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. Shift Pay Differential is a separate payment from Inconvenience Pay. Differential pay is an hourly rate paid for each consecutive hour or partial hour worked during the time period of eligibility. �Q���s�������No�?>�vw�����&+� ��"2��r�M�+kAeBkx���o�~%^�WU ZU�Q!��}��VZ It is computed as a percentage of the employee's rate of basic pay (including any applicable locality payment or special rate supplement). POLICY AND GENERAL STATEMENT. In addition, shift differential pay shall be addressed in accordance with applicable KCTCS policies and human resources procedure(s) regarding pay and scheduling. (����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�`. Pay differentials are considered premium pay for the purposes of this policy. �H���H:Q��ԍ��^x�����-��ؑ���? f. Let’s say you own a … The amount must be approved by Human Resources. 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. 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. Shift differentials come in three forms: a percentage of basic hourly pay, a dollar amount per hour, or a dollar amount per shift. 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). 134 0 obj <>stream POLICY Effective June 20, 1999, employees in positions designated bilingual by the General Employers should have a shift pay policy in place that outlines which hours are eligible for premium 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. 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 Shift Premium Pay policy defines compensation pay rates for covered employees, eligible hours, and the effect shift premium has on annual base pay. Emergency rest time earnings are included in the calculation of the overtime (FLSA) rate. 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�� 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. These could be any hours after 5 p.m., on the weekend, or even during holidays. h�b```�d�P>�c`��0p,�lli���/����Zv��� l P �jA��b �� ���j�." 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… 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). in compliance with the policies.In collaboration with HR Compensation, a department head, or other designated official, shall determine the exact hours of the second and third shift operations. N S�ﰨ�h00L�m�r [!������t -����+�f2��d`8���� � � The following examples provide guidance on how to calculate overtime for employees who receive shift differential pay. 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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