- Alternate Work Location
- Breastfeeding in the Workplace
- Children in the Workplace
- Chosen and Legal Name and Gender Change Policy for Students, Faculty, and Staff
- Commercial Motor Vehicle Operator Drug Testing
- Compensation Policies
- Criminal Background Screening
- Disclosure of Campus Security Policy and Campus Crime Statistics
- Drug-Free Workplace
- Eligibility for Rehire
- Employment of Relatives Policy
- Employment Reference Policy
- Essential Employees
- Family Medical Leave Act (FMLA) Policy
- Marine Operator Drug and Alcohol Testing Policy
- Modified Duty Program
- Non-student Hourly OPS Employment
- Notice of Voluntary Resignation
- Paid Family Leave Policy
- Political Activity
- Reporting and Investigating Fraudulent or Other Wrongful Acts
- Sexual Harassment
- Social Media
- Software Copyright Policy
- State Vehicle Seatbelt Use Requirement
- Training Attendance
- University of Florida Standard Operations
- Vulnerable Persons
- Working Remotely Abroad
- Working Safely and Maintaining Workplace Health Standards
- Workplace Violence
Type of Policy: UF HR – Classification and Compensation
Effective Date: January 2019
Last Revised: February 2018
This policy clarifies shift differential pay as set forth in UF Regulation 1.101 – Compensation. This policy provides additional information regarding the implementation of shift differential pay including eligibility.
This policy applies to non-exempt TEAMS, USPS, and OPS employees.
Shift differential is additional compensation paid at the discretion of vice presidents to non-exempt TEAMS, USPS, and OPS employees (excluding UF Police Department officers) who work during certain “premium” shifts, defined as follows:
If at least half of the hours of an employee’s shift are worked between 5 p.m. and 12 midnight, 5 percent will be added to the employee’s base rate of pay for that entire shift.
If at least half of the hours of an employee’s shift are worked between 12 midnight and 6 a.m., 10 percent will be added to the employee’s base rate of pay for that entire shift.
If an employee works a shift that encompasses at least four hours in both the night and evening shifts (totaling eight hours or more), 10 percent will be added to the employee’s base rate of pay for the entire extended shift.
If at least half of the hours of an employee’s shift are worked between 12 midnight Friday and 6 a.m. Monday, 5 percent will be added to the employee’s base rate of pay for that entire shift. This shift differential will combine with the evening and night differentials. For example, an employee working a shift that would qualify for the evening shift differential on Saturday would receive 5 percent for the weekend differential and 5 percent evening differential in addition to their base rate of pay.
Shift differential is a pay additive and is considered part of an employee’s regular rate of pay. As such, leaves with pay and holiday pay include the shift differential.
The following chart shows when shift differential should be paid.
Payment for on-call is initiated in PeopleSoft’s Time & Labor process using the appropriate time reporting code.
Time Reporting Codes:
- Evening Shift 5% Differential – SEP
- Night Shift 10% Differential – SNP
- Weekend Shift 5% Differential – SWP
Payment of callback pay is initiated in PeopleSoft’s Time & Labor process using the appropriate time reporting codes.
For additional information please see UF HR – Time and Labor myUFL Toolkits
Reporting Questions or Violations
The following is the department is responsible for overseeing implementation of and assuring compliance with this policy. This is who to contact with questions about the policy or to report suspected violations:
Failure to comply with this policy could result in disciplinary action, up to and including termination.
|03/12/2003||Classification & Compensation, UFHR||Policy initially adopted|
|12/10/2018||Classification & Compensation, UFHR||Revision to Procedures, Resources updated|