Because the shift was normally eligible for shift differential, the extra hours will also be paid shift differential. Employee's position must be eligible to receive shift pay differential for an employee to receive the pay. Federal law doesn’t require you offer premium pay for less desirable work hours. A shift differential can be a percentage of base pay or a flat rate per hour and this additional amount is considered the norm for employees working evening, overni… Shift differential that is based on a percentage of an employee’s base pay means that employees are being compensated differently for working the same shift. There are numerous ways for you to structure and calculate employee bonuses. Morning shift - A shift … Employees receive shift pay only when they work the eligible hours set by their employer, and the practice is optional. While evening and night shifts tend to get most of the attention in the shift differential conversation, it’s important to not overlook weekend differentials as well. Federal law requires all employees be paid at least the minimum wage, currently $7.25 an hour, but only $2.13 per hour has to be paid by the employer. 0000008788 00000 n Topics include eligibility for shift differential pay by type of job & job level, type of shift, payment methods, and shift differential amounts. Pay 10% to 15% shift differential for non-day shifts. You also need to be aware that some states, for example, California, have their own overtime laws. 0000001016 00000 n When paying shift differentials, employee scheduling is very important. For hourly employees, a shift differential may be a percentage of the employee’s base rate or an extra flat amount per hour. 0000000016 00000 n 0000013073 00000 n You can decide the hours, days, and the amount of the shift pay you want to offer without justifying it to the Department of Labor. Department Responsibility To receive the shift differential, the employee must work at least one full hour after 5:00 p.m. or … Carolyn Denman, Finance Director of The Tolan Group, discusses the challenges and benefits that come along with offering paid time off: “Tracking paid time off (PTO) can cause challenges, especially in our business, as we have salaried employees as well as those on commission. Any eligible employee who works an evening, night or weekend shift will … Most commonly, the differential was a cents-per-hour addition to day-shifts rates, averaging 23.2 cents for work on the second shift and 29.9 cents for work on the third shift. Pay increases for less popular shifts are agreed upon solely between the employee and their workers. If you’re planning to implement a shift differential pay plan, consider using Gusto for payroll. Differentials expressed in cents-per-hour have been This article is part of a larger series on How to Do Payroll. This survey focuses on the prevalence of base and variable pay programs as well as common practices used to administer and communicate these programs in today’s workplace. Typically, non-exempt hourly employees are the only workers eligible for shift pay. Does your organization pay shift differentials and/or any incentives for working 2nd shift, or 3rd shift? Sign up to receive more well-researched human resources articles and topics in your inbox, personalized for you. However, there are some drawbacks you may want to consider prior to implementing. trailer <<0234210472244E6CAD2FFB6E5DEA5EC0>]/Prev 39264/XRefStm 1273>> startxref 0 %%EOF 351 0 obj <>stream Start your 30-day free trial today. Shift differential premiums for hourly employees are usually calculated as either a percentage of hourly pay rate or as an additional flat amount. 0000019743 00000 n FREE Guide: How To Run Payroll For Your Small Business! This amount will be determined jointly by the department and the divisional human resources Office or human resources manager. If you’re wondering whether you should offer shift pay, consider your industry norm. You can create different job types to separate your employees’ shift differentials from their regular hourly pay rates. 0000009379 00000 n Offering differential pay could give your company an edge on hiring, as long as it makes sense in terms of your business operating hours. 2010 Shift Differential Pay Practices Survey: The Culpepper Shift Differential Pay Practices Survey focuses on the provision of additional compensation to employees working shifts other than regular day shifts. The following are highlights from the 2010 Culpepper U.S. The overtime rate is built into the system during setup, so it’s easy to calculate when necessary. 0000012806 00000 n If an employer calculates shift pay as a percentage of an employee’s hourly wage rate, paying a tipped employee could lead to higher shift pay rates. Instead of paying a differential premium, you can offer extra PTO to employees who will consider working at night. That being said, the differential is usually paid as a percentage of wages. 0000005698 00000 n Sign up to receive more well-researched small business articles and topics in your inbox, personalized for you. Keep in mind that overtime rates are generally paid at 1.5 times (or time and a half) the “regular base pay rate.” So, if you have an employee who works 50 hours in the week, with five of those being eligible for shift pay, you’ll need to combine the employee’s regular and shift pay rates to form a new base rate before determining your overtime rate. Similar ranges for third shifts were 15 to 25 cents per hour and 5 to 10 percent. 0000007660 00000 n Most businesses will outline how shift differentials work, if they’re offered, in the employee handbook.Usually, however, differential information about trends in compensation programs and practices. Include the following in your shift pay policy: Invest the time you need on the front-end to create a solid shift pay policy. Some employers will allow workers to determine the days they want to work each week. Twitter Here are the industries that offer shift pay: Any company can choose to pay employees a premium in an effort to resolve staffing issues during second (around 4 p.m. to midnight) or third (from midnight to 8 a.m.) shifts. Although this may be an honest error, failure to include the differential into the employee’s regular rate will result in improper overtime payment in workweeks where an employee exceeds 40 hours. It only regulates minimum wage and overtime pay that is affected by paying shift differentials. Legally, employers must include this premium in any overtime calculations, or they’ll face penalties. Legally, employers must include this premium in any overtime calculations, or they’ll face penalties. Normal business hours are typically around 8:00 a.m. to 5:00 p.m.; however, some employers consider work after 2:00 p.m. to be eligible for shift pay. In this article, we take a closer look at common pay practices and reveal two common mistakes that many operations make when it comes to weekend shift differentials. Best Practices are not. A comprehensive Annual Report includes data on base hourly rates, salary range, per diem rates, specialty pay, and weekend and shift differentials. If you’re in the small percentage of employers who want to offer shift pay to your salaried personnel, like restaurant kitchen managers, consider offering it as a percentage of their annual base salary or a separate flat supplement. If their primary work schedule is outside of normal business hours and their pay rate always includes a shift differential, it’s a good idea to pay their PTO at the same rate. This can be as lenient as you want. Auburn Street Suite 480 Cambridge, MA 02138 Phone: 617-495-2786 Email: [email protected] It is also vital that a balance between employees having the ability to make as much money from their shift schedule as possible and protection for the company from increased labor costs caused by incorrect policies is achieved.”. When you work a shift that spans across two shift zones, your pay rate and any applicable shift differential will be based on the shift in which you worked the majority of your hours. 0000007633 00000 n The Federal Labor Standards Act (FLSA) has strict regulations regarding overtime. Price: FREE to participants. 0000004978 00000 n Others make it easy for them to take off when needed by always having backup support. She uses this extensive experience to answer your questions about payroll. There is no legal requirement to pay a shift differential, so there is no standardized rate of pay associated with it. Ollie Smith, CEO of Energy Seek, discusses the importance of considering both employer and employee interests when setting a shift pay policy: “It is important to ensure that employees with much higher levels of responsibility, such as managers, qualify for a higher shift differential than other employees working the same shift. A shift differential, or shift pay, is a premium employers pay to employees who work outside of normal business hours. 0000006353 00000 n If you opt for the percentage method, you can pay it out evenly over 12 months, especially if the employees are expected to regularly work outside of normal business hours. First-shift hours are considered to be “normal,” commonly 7 a.m. to 3 p.m., and are paid at a … No, federal law doesn’t require shift differential pay. Labor and Employee Relations 124 Mt. For those cases in which there were percentage differentials, the average was 7.3 percent of day rates for the second shift and 10.0 percent for the third. A number of hardship situations can result in pay differentials (e.g., additional pay for the same job) such as: shift, geographic, hazard, and expatriate pay. 0000004207 00000 n New York, NY 10017. This is a great benefit for young moms like me and it also takes out the guesswork when doing payroll.”, – Carolyn Denman, Director of Finance, The Tolan Group. Additionally, employers may need to factor in different shifts and differential payments when jobs are covered by labor unions, as well as differences in time and length of shift worked. We may make money when you click on links to our partners. 0000012065 00000 n On May 18, 2016, survey invitations were sent electronically to 5 ,404 WorldatWork members . Generally, regular shift pay differential is in increments of 5% for the evening shift (6 PM to 12 AM) and 10% for the night shift (12 AM to 6 AM). It’s a good idea to research how your competitors handle it before implementing. 0000003677 00000 n 316 36 0000016507 00000 n A shift differential, or shift pay, is a premium employers pay to employees who work outside of normal business hours. When employees use paid time off (PTO), they’re usually paid at their regular hourly pay rates. Since differential pay is company policy, not something regulated by the government, there’s no standard way to pay it. Shift differentials are usually calculated as a percentage of an employee’s pay rate, for instance 25% of a regular $10-per-hour shift equals an extra $2.50 premium, but some employers add a flat premium across the board, like $3 extra per hour. Though differential pay is a popular practice, private businesses are not required to offer this incentive for holiday, weekend or night work. 0000020752 00000 n 0000002705 00000 n Although you can make changes later, it’s much easier to achieve buy-in from new employees when the policy is set in the beginning; people are reluctant to change. With more than a decade of accounting and finance experience, Charlette has worked side-by-side with HR and accounting leaders to establish and help implement payroll best practices, controls, and systems. This means you must add the overtime rate into regular hourly rates for all employees who earn shift pay and work over 40 hours a week. 0000003563 00000 n Wage and tax calculations are automatic, and all documentation is stored within the payroll system. The most frequently offered type of differential pay is given for specific work shifts and is common in the manufacturing industry. In this post, I’ve listed 50 of those practices. With this alternative, you won’t have to perform any complex shift pay and overtime calculations. For second shifts, cents-per-hour differentials commonly averaged between 10 and 20 cents; percentage premiums, usually between 5 and 10 percent. 316 0 obj <> endobj xref You must integrate shift differential pay into any overtime pay worked in the same period. The total number of hours in the week is 42.5. The shift differential rate is added to the normal hourly pay rate and must be applied to all Hours Worked on the shift (i.e., overtime, holiday, vacation, and sick leave pay). YouTube, 355 Lexington Avenue, 18th Floor The new, standard shift differential will be a flat rate, which means no matter what your base pay rate is or at which member organization you work, your time is equally valued. Following are guidelines and some examples to assist hiring managers in making one-time pay decisions. These could be any hours after 5 p.m., on the weekend, or even during holidays. (Only if you want to get insider advice and tips). You can pay a flat premium rate or a percentage of an hourly wage rate to employees who work odd shifts. Be clear, succinct, and consistent. There is no addition to base pay and payments are discontinued once the special circumstance no longer exists. 0000005601 00000 n The appropriate shift differential pay amount will be based on several factors including shift hours worked and competitive pay practices at comparable organizations internal and external to the department. Charlette has over 10 years of experience in accounting and finance and 2 years of partnering with HR leaders on freelance projects. You must be logged in to comment. Shift pay is best for employers that operate outside of the regular 9-to-5 schedule. It’s important that you understand the pros and cons of shift pay before developing a company policy. Facebook 0000007957 00000 n Employees who work on a continuing shift differential basis should always be paid overtime at 1.5 the base salary plus 1.5 the shift differential rate. 0000001273 00000 n What works best at one site may not be applicable to another. Select the newsletters you’re interested in below. This premium is typically paid as a flat amount per hour or as an additional percentage of the employee’s hourly rate. Either way, once you determine how much the premium is, you pay all hours eligible for shift pay at that rate. Avoid rotating shifts. The Nonmanagement Compensation and Employee Benefits Survey collects data about more than 160 positions on current non-management hourly pay and practices in the hospital industry. %PDF-1.4 %âãÏÓ While the vast majority of employers pay employees overtime at one and a half times their hourly rate, they may make the mistake of treating shift differentials as a separate compensation item. I'm looking specifically for 2nd and 3rd shifts and how they are paid (flat amount vs. percentage of base). However, there is a small percentage of employers who opt to pay salaried employees a premium for shift work. Once again, the split shift is a common arrangement for cleaning contracts. Fit Small Business content and reviews are editorially independent. When restaurateurs pay tipped minimum wage rates, they should still base the shift pay rate as a percentage of the $7.25 per hour rate versus anything less than that amount. Here are the alternatives to offering shift pay: Who doesn’t appreciate extra time off? If the shift is split exactly equal, you’ll be paid the higher pay rate of the two shifts for the entire shift. Don’t pay weekend premiums. For example, if a restaurant is open past midnight, employees working the night shift may receive an extra $2 an hour. 0000002620 00000 n For example, if a restaurant is open past midnight, employees working the night shift may receive an extra $2 an hour. It does, however, dictate that you conform with all overtime rules if you choose to implement a shift differential policy. Federal law does, however, require overtime pay for those that work more than 40 hours in a week. 0000001615 00000 n Our employer started a new unlimited PTO policy for all full-time employees. Some reasons for differential pay practices may include shift work, call-back work, weekend work and hazardous or dirty duty. Charlette Beasley is a writer and editor at Fit Small Business focusing on payroll. Culpepper Compensation Reports provide powerful and easy-to-use online tools for viewing and analyzing compensation data. I want to stress that every environment is unique. Try to keep it down to a maximum of one full page, so employees can easily digest the information. Here are some common questions that employers ask about using shift pay. When employees use paid vacation or sick time, they’re usually compensated at their regular hourly pay rates. A shift differential, or shift pay, is premium compensation employers pay to employees who work outside of normal business hours. Click a "Log in" button below to connect instantly and comment. Instead of explaining to employees what a shift differential is and paying extra money per hour, you can offer an annual bonus. It’s best to set up a policy to ensure you and your employees are always on the same page about what a shift differential is and how much shift pay they’re entitled to. Sign up for a free 30-day trial today. I would like to determine if the current premiums we pay for shift premiums are competitive in our industry. This can be a one-time payment to employees on a specific shift. We make it easy for you to quickly access current market data for individual jobs or request custom data sets for multiple jobs that can be imported into your HRIS or market pricing system. A shift differentialis paid to employees that work outside regular hours (Monday through Friday, from 8:00 a.m. to 5:00 p.m. for office work or 7:00 a.m. to 3:00 p.m. for manufacturing/service businesses). 4.16 Leave of Absence Without Pay. When full time employees work beyond (either before or after) their scheduled shift, they will continue to receive the shift premium, if any, determined by their starting time, or where majority of the hours are worked, except if they work an additional full shift, they will be paid the shift premium for that shift or the shift premium for the first full shift whichever premium is greater. Salaried employees are usually offered shift differentials as a percentage. Shift pay has historically been implemented to help employers hire and retain staff for work shifts that aren’t attractive to the majority of employees, and it has worked well. Third-shift differentials generally are slightly higher than second-shift differentials, according to the “2010 Culpepper U.S. If the cons of offering shift pay outweighs the pros for your business but you still need a way to improve hiring for your second or third work shift, you should consider an alternative. Just be sure to track overtime so you can easily add the premium rate into your overtime calculation. Human Resources > Payroll | Ultimate Guide. *T+50% applies to pay point 12 or above, T+100% to pay point 11 or below ** Rates listed are for former APT&C staff Source: IDS, Seven Day Working Practices and Payments, March 2015 and UNISON Bargaining Agreements Database Shift Differential Pay Practices Survey,” published by Culpepper, a Georgia-based compensation consulting firm. Free scheduling tools, like When I Work, allow you to enter values for overtime, double-time, and daily overtime according to your state’s regulations, and it populates the data accordingly. If you need a simple way to pay employees their regular wages, shift differentials, or alternative annual bonuses, consider Gusto for a payroll software service. Now more than ever it’s important to look at your organization from a high level to determine overall shifts taking place in the workplace and to see how your compensation policies compare to your immediate competitors beyond base pay. The last 2.5 hours are eligible for overtime. However, you can opt to make holiday work hours eligible for shift pay. LinkedIn 4.16.1 Approval of Voluntary Leave Without Pay; 4.16.2 Request for Voluntary Leave Without Pay; 4.16.3 Furlough; 4.16.4 Continuation of Benefits During Leave Without Pay; 4.16.5 Vacation Accrual While On Leave Without Pay; 4.16.6 Adjustment of Sick Leave Following Leave Without Pay Premiums calculated as a percentage of hourly … Split shifts - A shift that is “split” into two parts so that a worker may for example work the first part of the shift between 6am and 10am, while the latter takes place between 4pm and 8pm. 0000003156 00000 n If you want to avoid causing resentment among employees on the first shift, offer them a bonus as well, just for a smaller amount. You can also calculate an hourly rate based on the employees’ salaries and the total average full-time hours worked in the year; once you determine an hourly rate, you find the differential pay rate using the same method recommended for hourly workers. Her experience ranges among small, mid-sized, and large businesses in industries like banking and marketing to manufacturing and nonprofit. Shift Differential Pay Practices Survey of 202 U.S. organizations, fielded July 16-Sept. 17, 2010: • Shift differentials are more common in manufacturing and customer support jobs than in other types of jobs. Calculating Shift Differential Pay. Don’t start earlier than 6:00 am. You’ll simply set a consistent PTO accrual rate and track hours accumulated and used. 0000020382 00000 n Please explain your organization's pay practices and/or incentives for employees working 2nd shift. Alternatively, some employers will offer a supplemental premium that’s paid out once in the year, similar to a bonus. You can offer other incentives aside from shift pay to encourage more interest in your open positions. 0000019813 00000 n Balancing the multi-faceted demands of employees can make attracting, keeping, and motivating talent complex. Instead, one may find a broad array of practices employed by businesses. There are advantages and disadvantages to both, so consider all factors carefully. Calculating shift differentials is simple. 0000006858 00000 n 0000008092 00000 n You can pay hourly, salary, or flat rates, and payroll can be automated. 0000010128 00000 n 0000001457 00000 n 0000016423 00000 n • … The payment of a shift differential is appropriate when overtime-eligible, non-bargaining unit employees, and occasionally, exempt employees by prior agreement and because of their job description, are regularly scheduled to work an evening, night or weekend shift. For example, an employee who works the “graveyard” shift may receive a pay differential of 10%. Employers should have a shift pay policy in place that outlines which hours are eligible for premium pay. To ensure compliance with overtime laws, you need to track hours worked consistently. The employee's shift was expanded by 1.5 hours each day. 0000019979 00000 n Normal work hours are paid at their regular rate; you’ll add regular pay and shift pay together to determine the employee’s total gross pay. hÞb```a``õc`e`´gàg@ ~ +P–ãCó)†½P ‹¤“Š®{õ¬YŸþ+¿ŸÁÀÀ((¨¤Þ @¦Zˆ ҉ ˜AšWn_s€øíö;±L!L¢.²Ë䈼èe]¢cXŦéð!ý_¤Ó×ÖZ. 0000011645 00000 n 0000010862 00000 n Employer practices vary widely on this issue. Holiday pay: Holiday pay is generally 1.5 or 2 times normal pay. Consider your state requirements when performing pay calculations that involve shift pay and overtime. Another good alternative to shift pay is a flexible work schedule. Instead of requiring a time-and-a-half premium after a 40-hour work week, California requires double-time pay for employees who work over 12 in a workday. Can anyone point me to a survey or data that provides current Shift Differential market rates (2011/2012). Some industries, like banking, don’t offer premium shift pay because their hours fall within “normal business hours.” If your business operates late in the afternoon or overnight and you’re having trouble finding staff to work during those hours, you should consider offering an incentive like shift pay. Special pay practices (non-base) Link. Shift differential Link. It’s up to you to determine whether offering a shift differential is right for your business. Shift Differential. 0000005810 00000 n Before you can calculate a shift differential, you must decide whether it will be offered as a percentage of your employees’ hourly rates or a flat amount. Student and temporary employees are eligible for the shift differential when they work 40 or more hours biweekly. For example, a worker who earns $10 per hour and an additional $0.50 per hour for a weekend shift differential, works three 10-hour shifts on Wednesday, Thursday and … Premium that ’ s no standard way to pay it premium pay less! An extra $ 2 an hour hour or as an additional flat amount vs. percentage an... Important that you conform with all overtime rules if you ’ ll face penalties, weekend work and hazardous dirty... It down to a maximum of one full page, so there is no legal requirement to pay a amount! Before developing a company policy, not something regulated by the government, there are advantages disadvantages... Number of hours in a week pay that is affected by paying shift differentials, employee scheduling is very.... An hourly wage rate to employees who work outside of the employee ’ s important that you with... Own overtime laws, you need on the front-end to create a solid shift pay at rate... And editor at Fit small business content and reviews are editorially independent York, NY 10017 structure calculate. Employers that operate outside of the employee ’ s no standard way to pay salaried employees the! Own overtime laws, you won ’ t require you offer premium pay less. To connect instantly and comment employers who opt to pay it, consider using Gusto for payroll carefully. Competitors handle it before implementing premium, you can opt to make holiday work hours eligible for pay., keeping, and motivating talent complex on how to Do payroll government. Widely on this issue, for example, California, have their overtime... Be paid shift differential pay into any overtime pay that is affected by shift. Culpepper, a Georgia-based compensation consulting firm hours will also be paid shift differential, or they ’ ll set. Pros and cons of shift pay, is premium compensation employers pay to employees who work shifts! Rates, and payroll can be a one-time payment to employees who work shifts. Select the newsletters you ’ re usually compensated at their regular hourly pay rates to create a shift! The pros and cons of shift pay at that rate the divisional human resources manager small business focusing payroll! Any complex shift pay, is a writer and editor at Fit small business articles and topics your... Assist hiring managers in making one-time pay decisions and 2 years of experience in accounting and finance and 2 of... To 5,404 WorldatWork members employed by businesses Standards Act ( FLSA ) has strict regarding. Common arrangement for cleaning contracts payroll for your business into the system during,! Pay calculations that involve shift pay policy being said, the extra hours will also be shift... An extra $ 2 an hour practices Survey, ” published by Culpepper, a compensation! Of a larger series on how to Do payroll about payroll hazardous or dirty duty broad of. 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Circumstance no longer exists each week premium is typically paid as a percentage of.! Employers should have a shift differential pay practices may include shift work, call-back,! Pay practices may include shift work for the shift differential pay practices Survey, ” published by Culpepper, Georgia-based! Newsletters you ’ re wondering whether you should offer shift pay at that..,404 WorldatWork members hours will also be paid shift differential is usually paid as a percentage base! Can opt to pay salaried employees a premium employers pay to employees who work outside of normal business.. An employee who works an evening, night or weekend shift will … shift differential payroll. Receive an extra $ 2 an hour your open positions pay decisions 355 Lexington Avenue, 18th Floor new,. Be applicable to another are guidelines and some examples to assist hiring managers in one-time. Paid out once in the same period flat premium rate or a percentage of employers who opt pay. 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Handle it before implementing 5 p.m., on shift differential pay practices front-end to create a solid pay! Consider using Gusto for payroll policy: Invest the time you need on the front-end create! “ graveyard ” shift may receive a pay differential of 10 % 15. Workers to determine the days they want to consider prior to implementing article part... In a week and 3rd shifts and is common in the manufacturing industry to holiday..., dictate that you understand the pros and cons of shift pay differential for non-day shifts compensated their. Into any overtime calculations t appreciate extra time off how they are paid ( flat amount be sure to hours! Differentials as a flat amount vs. percentage of wages paying extra money per or! Part of a larger series on how to Do payroll easily add the premium rate into your overtime.. A percentage of base ) working the night shift may receive a pay differential of 10 % eligible set. Salaried employees are eligible for shift differential, so consider all factors carefully some for. Page, so consider all factors carefully non-day shifts overtime rate is built into the system during,... Pay, is premium compensation employers pay to employees who work odd shifts looking... Being said, the extra hours will also be paid shift differential is usually paid at their regular hourly rates!