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{"id":2137,"date":"2004-11-22T08:00:45","date_gmt":"2004-11-22T08:00:45","guid":{"rendered":"https:\/\/www.california-labor-laws-attorneys.com\/?p=515"},"modified":"2004-11-22T08:00:45","modified_gmt":"2004-11-22T08:00:45","slug":"shift-differentials-overtime-pay","status":"publish","type":"post","link":"https:\/\/www.california-labor-law-attorney.com\/shift-differentials-overtime-pay\/","title":{"rendered":"Shift Differentials and Overtime Pay"},"content":{"rendered":"

\"Woman<\/p>\n

Some California employers pay what is called a shift differential to those employees who are willing to work certain shifts. This is usually a less desired shift, such as graveyard or weekends. While the law does not require shift differential payment it is very often part of a union negotiated contract. If you work as a Registered Nurse (RN), Licensed Vocational Nurse (LVN) or Certified Nurse Assistant (CNA), this is very likely part of your compensation package.<\/p>\n

For our purposes the differential is important as it MUST be considered when calculating overtime<\/strong><\/a>. You can not be paid overtime, at time and a half your normal base pay, if you are working a specific shift where you also receive differential pay.
\nShift differentials are separate from your regular rate of pay in several ways:<\/p>\n

*Any SD pay is separate from regular base pay and only for shifts other than normal Monday – Friday shifts.
\n*There are currently no laws which REQUIRE the payment of a shift differential.
\n*It is your job to know what, if any, shift differential is owed to you. Generally it will be contracted as a percentage increase for defined shifts.<\/p>\n

You can convert your percentage to a decimal to determine the SD pay rate. For example, if you get a 20 percent increase for hours between 10 pm and 6 am you would multiply your pay times 1.20 for any of\u00a0 those hours worked to determine the pay you should earn.
\nIf you normally make $20 per hour, an eight hour shift on differential time would earn you $192 rather than $160 at your regular rate of pay. This has to be taken into consideration when calculating overtime as well.<\/p>\n

As you can see, the laws can become very complex. That is why UELG is here for you; we can help you determine if you are being paid legally and help you collect if you have been shorted hard earned money.<\/p>\n

We take all our cases on a contingency fee, so you will pay nothing unless we take on your case and get you a settlement. You can call today for a free and completely confidential review of your situation.
\nUnited Employees Law Group | San Diego- (619) 342-1242<\/strong><\/a><\/p>\n

\n

Photo Credit: Shutterstock\/ptnphoto<\/p>\n","protected":false},"excerpt":{"rendered":"

Some California employers pay what is called a shift differential to those employees who are willing to work certain shifts. […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[268,52,594],"tags":[],"class_list":["post-2137","post","type-post","status-publish","format-standard","hentry","category-class-action","category-overtime","category-wages-withheld"],"acf":[],"yoast_head":"\nShift Differential and Overtime Pay | San Diego Labor Law<\/title>\n<meta name=\"description\" content=\"Many working in the medical or engineering fields work overnight shifts which are granted differential pay. 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