The amount must be approved by Human Resources. A typical shift differential schedule consists of hours worked between p. If six or more of a staff member's scheduled hours in a workday occur between the hours of p. If fewer than six of the staff member's scheduled hours occur between the shift-differential-eligible hours, the staff member is not eligible to receive the shift differential. Weekend hours worked between a. However, under special circumstances, shift differential may be allowed between weekend hours of a.
It is the responsibility of the supervisor to maintain all appropriate records that identify and track schedules and hours that are eligible for shift differential.
Neither members nor non-members may reproduce such samples in any other way e. The Fair Labor Standards Act FLSA regulations require that all nonexempt employees be paid at least minimum wage and overtime at time-and-a-half of their "regular rate" for all hours worked over 40 in a workweek.
The regular rate is the rate at which overtime is calculated and includes more than just the employee's normal salary or hourly, piece or daily rate. Generally, the regular rate encompasses all compensation provided to the employee as part of his or her employment, except for certain exclusions. Employers must be sure to calculate overtime properly for a nonexempt employee, particularly when the nonexempt employee receives shift differentials in addition to his or her normal hourly base pay rate.
This document serves as a tool to help organizations calculate the regular rate for overtime purposes when a nonexempt employee receives shift differentials. Straight time is calculated by multiplying the hourly base rate by the total number of hours worked. Shift premium pay is calculated by multiplying the shift premium rate by the number of hours worked on that shift. Total compensation is calculated by adding the straight time pay and shift premium pay as well as any other compensation received.
The regular rate is calculated by dividing the total compensation by the total hours worked during the workweek. The overtime pay amount is calculated using the new regular rate RR. Overtime pay is at the rate of 1. Because the employee's regular rate is already included in the straight time pay, we want to determine the additional overtime pay amount by taking the regular rate times 0.
Total compensation is added to the overtime pay amount to determine the total gross pay before taxes. Mary worked 46 hours on a first shift and five hours on a third shift during the same workweek. Paul works in two different departments with two different rates of pay. Last week, Paul worked 28 hours in each department, making Paul's total hours worked for the week 56 hours. HR divides the total earnings for the week by the total hours to find the effective regular rate of pay and uses that amount to calculate the overtime rate.
The first shift starts at 6 a. Since most workers at the factory are eager to get home early, most will prefer working the first shift. The second shift, from 2 p. As a result, the company will implement a shift differential pay policy where workers who stay on the line from 2 p. While shift differentials are entirely up to a company, they have to be included in overtime pay calculations.
Jane is a licensed practical nurse at a nursing home. This week, Jane worked 4 day shifts and 2 night shifts. Or an 8-to-5 for that matter? But her invocation of a 9-to-5 workday has always been closer to myth than reality. Americans have almost never worked for only 8 hours a day.
Prior to the Civil War, industrial workers would toil from sun-up to sun-down — often without a break.
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