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Section 100:
Introduction
Section 200:
Hiring and Employment
Section 300:
Employee Relations
Section 400:
Professional Conduct
Section 500:
Employee Development
Section 600:
Time Away From Work
Section 700:
Compensation

701: Compensation Policy Statement and Objectives

702: Compensation Policy Definitions

703: Job Analysis and Evaluation -- Assignment of Pay Grades to Jobs

704: Salary Ranges

705: The Normal Hiring Range

706: Promotion, Lateral Transfer and Demotion

707: Merit Increases

708: Special Recognition Awards and Other Salary Increases

709: Call Pay

710: Differential Pay


Section 800:
Work Hours and Pay Practices
Section 900:
Health & Safety
Section 1000:
University Policies
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Human Resources Manual > Compensation > Differential Pay
Policy Number: 710  Effective Date: 7/1/99
New: x Revised:

     
710.0 POLICY DIFFERENTIAL PAY
710.1 STATEMENT Georgetown University provides premium differential pay for evening and night hours worked by employees in designated classifications.  The University determines which job classifications are eligible for differential pay based on the current and critical needs of the organization. 

Shift differential is considered a premium payment; it is not considered a part of base pay.

710.2 PHILOSOPHY Shift differential is used by the University to attract and retain qualified full-time and part-time employees for specific job classifications assigned to evening and night hours.  Differential pay recognizes work hours that fall outside the normal work day.
710.3 PROCEDURES Eligibility for Differential Pay
Shift differential is paid for full 8, 10, or 12 hour shifts scheduled to begin between 11:00 a.m. and 9:00 a.m. the following day, provided the majority of straight time hours are worked between 3:00 p.m. and 7:00 a.m.

Shift differential is not paid when an employee is on a paid leave (i.e., sick, vacation, holiday, etc.) 

To be eligible for shift differential, the employee must be scheduled by the supervisor to work the hours covered by differential pay. 

The Human Resources departments are responsible for designating which job classifications are eligible for differential pay; the departments may not make this designation. 

Notice
Eligible employees will be informed prior to employment in or transfer to positions having differential status. 

Changes in Status
A department may request a change in the differential status of an established or new job classification by submitting a written justification for the change to the appropriate Human Resources department.  Human Resources will review the request and advise the department in writing of the final decision. 

The designated classifications for differential pay are based on the business needs of the University.  The University may change the differential status of a job classification at any time, without notice. 

Time Recording
Shift differential must be recorded according to University payroll procedures. Employees who are paid hourly must have their differential pay recorded on the Time and Attendance Sheet for Hourly Employees daily.  All other employees must have their time recorded on a Lump Sum Payment Form.  Forms must be submitted within five work days after the end of the pay period in which the eligible hours were worked. 

All evening and night hours that are scheduled, worked and recorded must be reviewed by the immediate supervisor.

710.4 RESPONSIBILITY Supervisors are responsible for administering differential pay in a proper and timely manner.  The Human Resources departments will assist supervisors and departments with this task.
710.5 RESOURCE Contact the appropriate Human Resources department and/or the University and Hospital Payroll Offices if you have questions about this policy or if you would like more information.



  Human Resources, 37th & O St, Georgetown University, Washington, DC 20057
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