Compensation Procedures

Pay differentials may be authorized for employees in non-exempt positions in areas that have been approved by Human Resources. Pay differentials include:

• shift differentials
• lead worker differentials
• other differentials

SHIFT DIFFERENTIAL

A shift differential is paid for consecutive hours worked within an assigned differential zone. The employee is paid for hours worked in each applicable differential zone. The differential is recorded for the employee through the Kronos Time Reporting system.

LEAD WORKER DIFFERENTIAL

A lead worker is an employee who has been temporarily or permanently assigned lead worker duties. Lead worker duties are identified as:

• Leading a group consisting of not less than the equivalent of two full-time employees.
• Assigning and scheduling the work of all group members.
• Assisting, guiding, and instructing group members in the performance of their duties.
• Performing the same or similar work assignments as the other members of the group.

A seven percent lead worker differential will be paid as a percentage of the employee’s base salary. The differential is applied only to the hours worked as a lead worker and is not given for vacation, personal preference, sick or holiday hours.

In order for lead worker differentials to be processed in the Kronos Time and Attendance system, the employee must:

• Be classified as lead worker in KRONOS; or
• Punch into KRONOS as a having a lead or charge status; or
• Have actual lead hours submitted in KRONOS by the payroll reporter.

Lead worker status is at the discretion of the supervisor and the assignment can be removed at any time.

OTHER DIFFERENTIALS

Differentials can be used for a variety of different circumstances. Department administration should coordinate with Human Resources when establishing differentials.

• Deans, Directors, Department Heads and Supervisors

  Responsible for working with Human Resources to define jobs eligible for pay differentials, document the reason for the differential, and establish the rates to be paid. Supervisors are also responsible for communicating the approved plan to the eligible employees.

• Human Resources

  Responsible for working with department heads and supervisors to establish the jobs that will be eligible for the pay differential, assessing the reason for the differential, and establishing appropriate payment rates.

• Employees

  Responsible for performing assigned duties and accurately recording time worked.