Employers decide what amounts to offer. 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. If your employer uses a double time rate, multiply your regular rate by two. The regular rate of pay is calculated by determining the staff member's total pay for the workweek, including base rate, shift differential pay, etc. 5343.) This is usually a less desired shift, such as graveyard or weekends. For example, if your regular pay rate is $10.42 and your overtime differential is 1-1/2, multiply $10.42 by 1.5. But don’t relax just yet; it gets harder. 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. Their regular rate of pay for the week is $17.21 per hour (($769.23 salary + $40 shift differential) / 47 hours). Some California employers pay what is called a shift differential to those employees who are willing to work certain shifts. 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. Typically, employers pay shift differential at a percentage of the employee’s regular hourly rate. 22 November. 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. (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 Multiply your regular pay rate by the overtime differential. Women and young persons are prohibited from night work. Regularly Scheduled Work. Shift Differentials and Overtime Pay. Shift Differentials and Overtime Pay. That one is easy! Night Shift Differential during leave with pay if the employee received a Night Shift Differential for the last shift worked before leave began. 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. Determine your overtime rate. 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. *There are currently no laws which REQUIRE the payment of a shift differential. Note: Prevailing rate (wage) employees are covered by a separate night shift differential authority. This extra pay needs to be added into the Regular Rate to make the overtime rate bigger. This generally means work scheduled before the beginning of the administrative workweek. $5.58 x 3 overtime hours = $16.74 (overtime pay due) $480.00 + $16.74 = $496.74. Calculating shift differentials is simple. 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. Hourly Rates / Hourly Shift Differentials. Most employers use a 1-1/2 times rate. Shift Differential + Overtime. and dividing by the total number of hours worked. For example, the employee is paid $10.00 per hour plus a $2.00 per hour shift differential for the night shift. *It is your job to know what, if any, shift differential is owed to you. However, suppose the employee also earns a shift differential for working weekends or the night shift, or a performance bonus, or a commission. Night work is regulated under the Labour Code which provides for a night shift differential. By admin class action,Overtime,Wages Withheld. 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