[NCASG] Shift Differential Policy/Language

Wed Feb 8 09:58:12 MST 2023

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Good morning everyone. Here is Colorado's information.

*Partnership Agreement*
Pay Differentials and Stipends
*Shift Differential Pay*
A. Shift Differentials will be paid to Employees in eligible classes as
published in the State’s annual pay plan. State Entities may also designate
and document eligibility for individual positions in classes not published.
B. Shift Differentials do not apply to any periods of paid leave.
C. If hours are evenly split between shifts, the higher shift differential
rate applies to all hours worked during the shift.
D. Weekend shift differential of 20% shall be paid for all hours worked
when more than half of the scheduled shift hours fall on a weekend shift
that starts at 4:00 pm Friday evening through 6:00 a.m. Monday. Shift
Differential Pay
E. Second shift differential of 7.5% shall be paid for all hours worked
when half or more of the scheduled work hours fall between 4:00 p.m. and
11:00 p.m. Monday through Thursday.
F. Third shift differential of 14% shall be paid for all hours worked when
half or more of the scheduled work hours fall between 11:00 p.m. and 6:00
a.m. Monday through Thursday.

*Board Rules*

Other Premium Pay

*3-43. Shift Differential *is additional pay beyond base pay for employees
working shifts. Eligible classes are published in the annual pay plan.
Department heads may designate eligibility for individual positions in
classes not published and shall maintain records for such cases. Shift
differential does not apply to any periods of paid leave. Second shift rate
applies when half or more of the scheduled work hours fall between 4:00
p.m. and 11:00 p.m. Third shift rate applies when half or more of the
scheduled work hours fall between 11:00 p.m. and 6:00 a.m. If hours are
evenly split between shifts, the higher shift differential rate applies to
all hours worked during the shift. (1/1/18)

*3-44. Call Back* applies when an eligible employee is required to report
to work before the start or after the end of a scheduled shift. If there is
no release from work between the call back hours and regular shift, it is
considered a continuation of the shift and call back does not apply. When
call back applies, a minimum of two (2) hours of the employee’s regular
base pay is guaranteed. Eligible employees are those who are eligible for
overtime, and any call back time is counted as work time. Employees exempt
from overtime are also eligible when approved by a department head.
(1/1/18)

*3-45. On Call *is additional pay beyond base pay for employees
specifically assigned, in advance, to be accessible outside of normal work
hours and where freedom of movement and use of personal time is
significantly restricted. Eligible classes and the rate are published in
the annual pay plan. A department head may designate eligibility for
individual positions in classes not published and maintain records of such
on-call designations. Only time while actually on call shall be paid at the
special rate. In call back situations, employees eligible for both on call
and call back pay shall receive call back pay only. (1/1/18)

Thank you so much

*Terry Pickett*

*Compensation & Classification Analyst*

P. 303.866.4250~ F. 303.866.2021
1525 Sherman Street, #221B, Denver, CO 80203
terry.pickett at state.co.us ~ https://protect-us.mimecast.com/s/a0hUC1wNp4uL81VAiLBzJC?domain=colorado.gov
DPA values: Service | Teamwork | Integrity | Responsiveness | Transparency

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On Wed, Feb 8, 2023 at 9:21 AM Reynolds, Kim <Kim.Reynolds at oa.mo.gov> wrote:

> * CAUTION: This email originated outside the State of Idaho network.
> Verify links and attachments BEFORE you click or open, even if you
> recognize and/or trust the sender. Contact your agency service desk with
> any concerns. *
> ------------------------------
>
> Good morning –
>
>
>
> Fellow NCASG members, the State of Missouri has a bill currently working
> its way through an emergency supplemental legislative session. Part of this
> bill, if approved, would provide a $2 shift differential to team members in
> our congregate care 24/7 facilities working evening or night shift. Our
> division has been tasked with creating language that would provide some
> limitations on what hours are truly considered evening and night. We have
> several departments that have 24/7 facilities and not all of their shift
> start/stop at the same time.
>
>
>
> *If your state currently has shift differentials for evenings and/or
> nights, could you please provide me with one or both of the following:*
>
> 1)     The language that outlines what hours are covered by the shift
> differential
> AND/OR
>
> 2)     Any policy language your state has regarding shift differentials.
>
>
>
> Since this is an emergency supplemental, it will likely move fast through
> the legislative process. We would greatly appreciate responses by *close
> of business Friday, December 10*. I apologize for the quick turnaround
> time, but we are preparing for a meeting early next week.
>
>
>
> Appreciate all of you, and have a great rest of your week! J
>
>
>
> Thanks,
>
>
>
>
>
> *Kim Reynolds*
>
> Manager of Classification & Compensation
>
> State of Missouri | Office of Administration | Division of Personnel
>
> (573) 751-1665 | kim.reynolds at oa.mo.gov
>
> How did we do? https://protect-us.mimecast.com/s/YYMeC2kNqWU07vM2I1FEJI?domain=oacares.mo.gov
> <https://protect-us.mimecast.com/s/bOG0C31XrwuWZwngc2_o_P?domain=urldefense.proofpoint.com>
>
>
>
>
>
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