Payment of a difference in post is appropriate where staff who are able to work overtime, who do not negotiate and, occasionally, post-contract staff are regularly scheduled for a night, night or weekend shift, by prior appointment and on the basis of their job description. To maintain the shift difference, the employee must work at least a full hour after 17:00.m. or at any time on a Saturday or Sunday. For example, if a person has to work regularly from Tuesday to Saturday, they receive the difference for the hours worked on Saturdays. Someone who works from 3 p.m. .m to 11 p.m.m. would receive the difference for hours worked after 17:00.m. The extra pay is often the reward for working in the formidable second and third shifts in hospitals, factories and elsewhere. These wage premiums, called shift differentials, are added to the employees` regular rates of pay. The sum is their total remuneration, the amount on which overtime pay is calculated and on the basis of income tax, social security contributions, benefits and other wage deductions.

The desired position difference and the rate your employer is willing to pay are negotiable. The difference in position is not paid for the hours for which a worker receives overtime pay. The difference in position is related to the additional remuneration an employee receives for hours worked outside working hours from 8am.m .m to 5pm from Monday to Sunday. The Director of Financial Operations or his delegate, in collaboration with the Human Resources Department, recommends the use of a position difference, the amount and application of which must be applied fairly throughout the school/centre. Department or unit. As a general rule, only employees who have non-exempt positions are entitled to a difference in position; However, in certain exempted positions in certain occupational families, workers may benefit from job differences, in accordance with current industry standards. The work gap is usually 10% of the employee`s normal hourly rate, but the amount may vary depending on industry standards and professional family. The amount must be approved by the Human Resources DEPARTMENT. Learn how shift differentials work. Organizations have their own guidelines, but usually follow a basic formula for a single layer difference.

An employer could base the period of leave, sick leave and vacation pay for employees of the second and third shifts on their normal salary plus the difference in position. Another employer could base workers` holiday pay and other paid holiday pay only on their normal salary. Calculate the desired rate before negotiations begin. Consider expenses that may arise from working in second and third shifts, such as babysitting costs or higher electricity costs for lighting your home at night, while you travel to and from work. . . .