PERSONNEL PROCEDURES FOR UC IRVINE STAFF MEMBERS
Procedure 33: Shift and Weekend Differential (Non-Exempt Employees Only)
Responsible Office: Human Resources
Issued: November 2002
Personnel Policies for Staff Members
UCI Delegations of Authority
- IDA335 [rescinded 8/21/15], Ancillary Pay Practices
B. Authority and Responsibility
The Assistant Vice Chancellor, Human Resources, and the Assistant Medical Center Director - Director, Human Resources are responsible for establishing the definitions of evening, night, and weekend shifts; determining which classes are eligible to receive shift differential; and setting rates.
Department heads are responsible for assigning work and ensuring that payroll and timekeeping records adhere to the shift and weekend differential policy.
- Evening Shift: An evening shift differential applies to a shift that includes four or more hours worked after 5:00 p.m. and before 12:00 a.m. (midnight).
- Night Shift: A night shift differential applies to a shift that includes four or more hours worked after 12:00 a.m. (midnight) and before 8:00 a.m.
- Weekend Shift: A weekend shift differential applies to all hours actually worked between 12:01 a.m. Saturday and 11:59 p.m. Sunday. Weekend differentials shall not be included in payments for paid leave.
Designated non-exempt classes eligible to receive shift and weekend differential are listed in UCI Job Titles and Salaries along with the applicable rates.
An employee in an eligible class regularly assigned to a day shift of eight hours or longer shall be paid a shift differential for overtime hours when the overtime hours are worked after 5:00 p.m. and before 8:00 a.m., the total overtime equals at least four hours, and the overtime is not compensated at the premium rate.
- On-Call and Call-Back
Actual hours of work performed during an on-call or call-back period are subject to shift differential. Shift differential is not included in computing payment for time spent in on-call status that is not counted as hours of work.
Non-exempt staff members, except employees who are in a bargaining unit that has an exclusive representative (union) and are covered by the applicable provisions of the collective bargaining agreement.