For example, if your regular pay rate is $10.42 and your overtime differential is 1-1/2, multiply $10.42 by 1.5. 22 November. Women and young persons are prohibited from night work. Shift Differentials and Overtime Pay. Night Shift Differential during leave with pay if the employee received a Night Shift Differential for the last shift worked before leave began. and dividing by the total number of hours worked. *It is your job to know what, if any, shift differential is owed to you. (5 CFR 532.505(e)(4)) 10 Rate of basic pay Night Pay differential is in addition to overtime, Sunday, or holiday pay, and it is not included in the rate of basic pay used to compute overtime, Sunday, or A non-exempt employee is paid $15.00 per hour plus an evening shift differential of $1.00 per hour for all hours worked during an evening shift. Regularly Scheduled Work. Night pay is paid for regularly scheduled work performed at night. Note: Prevailing rate (wage) employees are covered by a separate night shift differential authority. However, suppose the employee also earns a shift differential for working weekends or the night shift, or a performance bonus, or a commission. This is usually a less desired shift, such as graveyard or weekends. Typically, employers set the shift differential as a percentage of wages. By admin class action,Overtime,Wages Withheld. *There are currently no laws which REQUIRE the payment of a shift differential. Consider the responsibilities, experience, hours, and whether the employee is hourly vs. salary when determining a percentage or amount for shift differentials. Hourly Rates / Hourly Shift Differentials. As far as the rate of night work is concerned, night shift employees must be paid a differential of at least 10% of the regular wage for each hour of work performed between 10:00 p.m. and 6:00 a.m. 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 Friday, and two more on Saturday and Sunday. Typically, employers pay shift differential at a percentage of the employee’s regular hourly rate. Shift differentials are separate from your regular rate of pay in several ways: *Any SD pay is separate from regular base pay and only for shifts other than normal Monday – Friday shifts. Calculating shift differentials is simple. Determine your overtime rate. (total due) Example B: Shift differential plus nondiscretionary bonus. Calculating shift differentials. This generally means work scheduled before the beginning of the administrative workweek. This extra pay needs to be added into the Regular Rate to make the overtime rate bigger. 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. Multiply your regular pay rate by the overtime differential. The employee worked 7 hours of total overtime, equaling an additional $180.74 in overtime for the week, which gets added to the salary and the shift differential. Shift Differentials and Overtime Pay. Night work is regulated under the Labour Code which provides for a night shift differential. Employers decide what amounts to offer. That one is easy! If your employer uses a double time rate, multiply your regular rate by two. (See 5 U.S.C. Most employers use a 1-1/2 times rate. Shift Differential + Overtime. But don’t relax just yet; it gets harder. Some California employers pay what is called a shift differential to those employees who are willing to work certain shifts. For example, the employee is paid $10.00 per hour plus a $2.00 per hour shift differential for the night shift. Their regular rate of pay for the week is $17.21 per hour (($769.23 salary + $40 shift differential) / 47 hours). Because she earns overtime on the 10 hours worked on Sunday, her employer must include the additional $.50 per hour for that shift. According to the Fair Labor Standards Act (FLSA), nonexempt employees must receive overtime pay — at one-and-one-half times their regular rate — for work hours exceeding 40 for the week. When an employee is paid on an hourly basis only, the overtime premium is calculated as 1.5 times that hourly rate of pay. 5343.) $5.58 x 3 overtime hours = $16.74 (overtime pay due) $480.00 + $16.74 = $496.74. Therefore, the overtime rate for that week is $25.82 per hour. 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