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Shift Differential Pay Guidelines

Purpose

Shift differential pay may be made to non-bargaining unit staff members as a financial incentive and compensation for working an established evening, night or weekend shift for the benefit of the university and as required by the operational needs of the department. Departments must consult with the divisional human resources office or human resources manager when establishing a shift differential pay practice to ensure compliance with applicable laws and regulations and compliance with established university shift differential pay guidelines.

Eligibility

  • Where there is an approved shift differential practice in a department, a staff member must work during one of the following time periods to be eligible for shift differential pay:
    • A staff member whose work begins between 3 p.m. and 11 p.m. may be eligible for evening shift differential pay
    • A staff member whose work begins between 11 p.m. and 7 a.m. may be eligible for night shift differential pay
    • A staff member who works an established weekend shift (e.g., day, evening, or night) may be eligible for weekend shift differential pay
  • A staff member need not work the established evening, night or weekend shift on a regular basis to be eligible for shift differential pay.
  • A staff member who works evening, night or weekend hours due to personal circumstances or choice is not eligible for shift differential pay.
  • A staff member whose work begins between 7 a.m. and 3 p.m. is not eligible for shift differential if overtime hours are worked.
  • A staff member whose work begins between 3 p.m. and 11 p.m. is eligible for evening shift differential for overtime hours after 11 p.m.
  • A staff member whose work begins between 11 p.m. and 7 a.m. is eligible for night shift differential for overtime hours worked after 7 a.m.

Procedures

  • A department must be able to demonstrate a business need to require staff to work an evening, night, or weekend shift and to pay its staff members a shift differential.
  • 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. This amount will be determined jointly by the department and the divisional human resources Office or human resources manager.
  • The department must ensure that funds are available and must obtain the appropriate dean, vice president or designee approval before paying shift differential to staff.
  • Shift differential pay must be included in the calculation of a staff member’s regular rate for overtime pay purposes.
  • Shift differential pay will not be made for staff member’s non-work hours such as vacation, sick, and holiday leaves.
  • Shift differential pay will not be included in employee benefits-related calculations (i.e., retirement and pension benefits).