Some California employers pay what is called a shift differential to those employees who are willing to work certain shifts. *It is your job to know what, if any, shift differential is owed to you. This generally means work scheduled before the beginning of the administrative workweek. Because she earns overtime on the 10 hours worked on Sunday, her employer must include the additional $.50 per hour for that shift. (See 5 U.S.C. Shift Differentials and Overtime Pay. Typically, employers set the shift differential as a percentage of wages. Night work is regulated under the Labour Code which provides for a night shift differential. This extra pay needs to be added into the Regular Rate to make the overtime rate bigger. If your employer uses a double time rate, multiply your regular rate by two. Consider the responsibilities, experience, hours, and whether the employee is hourly vs. salary when determining a percentage or amount for shift differentials. 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. Multiply your regular pay rate by the overtime differential. 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. Therefore, the overtime rate for that week is $25.82 per hour. *There are currently no laws which REQUIRE the payment of a shift differential. This is usually a less desired shift, such as graveyard or weekends. Shift Differentials and Overtime Pay. Most employers use a 1-1/2 times rate. 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. Calculating shift differentials is simple. Note: Prevailing rate (wage) employees are covered by a separate night shift differential authority. 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. For example, the employee is paid $10.00 per hour plus a $2.00 per hour shift differential for the night shift. Determine your overtime rate. Shift Differential + Overtime. and dividing by the total number of hours worked. Night pay is paid for regularly scheduled work performed at night. 5343.) 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. By admin class action,Overtime,Wages Withheld. Their regular rate of pay for the week is $17.21 per hour (($769.23 salary + $40 shift differential) / 47 hours). Calculating shift differentials. (total due) Example B: Shift differential plus nondiscretionary bonus. $5.58 x 3 overtime hours = $16.74 (overtime pay due) $480.00 + $16.74 = $496.74. Women and young persons are prohibited from night work. When an employee is paid on an hourly basis only, the overtime premium is calculated as 1.5 times that hourly rate of pay. However, suppose the employee also earns a shift differential for working weekends or the night shift, or a performance bonus, or a commission. 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. Regularly Scheduled Work. For example, if your regular pay rate is $10.42 and your overtime differential is 1-1/2, multiply $10.42 by 1.5. 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