[NCASG] Shift Differential Policy/Language

Thu Feb 9 14:03:56 MST 2023

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Kim,

Here is Wyoming's language on shift differentials:

1) EVENING DIFFERENTIAL (Monday – Friday)
a. A premium paid to non-exempt employees whose regularly assigned hours of
work are outside 6 am to 6 pm Monday through Friday.
b. An evening differential shall be paid to:
i. non-exempt employees who are regularly required to work outside 6 am to
6 pm, and/or
ii. Non-exempt employees who are required to work another employee’s
shift outside 6 am to 6 pm.

2) WEEKEND DIFFERENTIAL (Saturday – Sunday)
a. A premium paid to non-exempt employees who are directed to perform duties
where there are 24-hours a day, 7 days a week, 365 days a year continuously
staffed operations, to include those positions which may have seasonal
requirements.
b. A weekend differential shall be paid to:
i. non-exempt employees who work any shift between 12:00 am Saturday
and 11:59 pm Sunday where there are 24-hours a day, 7 days a week, 365
days a year staffing requirements.

3) A non-exempt employee shall be paid a 5% differential to their base pay,
excluding
supplementary forms of compensation.
4) Non-exempt employees shall provide written documentation indicating the
number of
qualifying hours for which a shift premium is to be paid, and verified by
the appropriate
agency authority.

Thanks,

Meghan

On Wed, Feb 8, 2023 at 9:58 AM Pickett - DPA, Terry <
terry.pickett at state.co.us> 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 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/dceqCxkxz1UPK30Bc89_ZY?domain=colorado.gov
> DPA values: Service | Teamwork | Integrity | Responsiveness | Transparency
>
> *UPCOMING TIME OFF - * I will be out of the office on Friday February 3,
> 2023 on a flex day and Monday February 6, 2023. I will return to the
> office on Tuesday February 7, 2023 Thank you!
>
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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/gELoCyPyAXHAERWJSM2y1u?domain=oacares.mo.gov
>> <https://protect-us.mimecast.com/s/YIoyCzpz4XUOvABnCgl05e?domain=urldefense.proofpoint.com>
>>
>>
>>
>>
>>
>

-- 
Meghan Connor
Compensation Coordinator
Department of Administration and Information
IDELMAN MANSION
2323 Carey Avenue
Cheyenne, WY  82002

-- 

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