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Summary

Shift differential is additional compensation intended to recognize time worked outside of day shifts. Eligible job titles and hourly rates to be paid must be authorized by the vice president of Human Resources, or a designee, following University rules governing delegation of authority.

Note: This rule will not apply to the operations of ÎçÒ¹Ó°Ôº Health Care or employees in that unit.

If any part of this policy does not reflect the Collected Rules and Regulations (CRR), the provisions of the CRR will govern.

HR Policy Provisions

1. Eligibility 
   
   1. Employees having a non-exempt (hourly) employment status, as defined by the University’s official job title assigned to them, will be eligible to receive shift differential pay if the title is authorized for shift differential pay regardless of FTE or benefit eligibility status.
   2. Titles eligible for shift differential must be authorized by the campus Human Resource Services and the UM System vice president of Human Resources, or a designee.
      
      1. The specific titles authorized for shift differential may vary from campus to campus.
      2. Student employees (including high school students) are NOT eligible to receive shift differential pay (reference HR-204 for a list of student employee titles).
   3. Shift differential will be paid for all consecutive hours worked when the following criteria are satisfied:
      
      1. Work period begins on or after 2 p.m. and before 4 a.m. and is at least 5 consecutive hours in duration; or
      2. Work period begins on or after 4 a.m. or prior to 2 p.m., but extends over a continuous 12-hour period or longer and includes at least 5 consecutive hours of work between 2 p.m. and 4 a.m.
2. Shift Differential Rates 
   
   1. Differential pay is an hourly rate paid for each consecutive hour or partial hour worked during the period of eligibility.
      
      1. On an individual campus, the shift differential rate may vary by job title as approved by the UM System vice president of Human Resources, or a designee.
      2. Only one rate will be authorized per title on a campus. However, the shift differential rate assigned to a job title may vary from campus to campus, if approved by the UM System vice president of Human Resources, or a designee.
   2. The shift differential on hours worked must be included in determining overtime compensation. See HR-212 for application of Call-In/Call-Back and Standby pay.
3. Paid Time Off and Compensatory Hours Taken
   
   1. Shift differential will apply to hours for paid time off such as PTO, compensatory time, bereavement leave, etc. if the employee is normally scheduled to work an eligible shift.
   2. Shift differential for paid time off hours will not be included in calculating overtime since only actual hours worked are included in determining overtime.
   3. Lump-sum payments of accrued vacation or compensatory time will be paid applicable shift differential if the employee is normally scheduled to work an eligible shift.

See Also

HR-204 Position Titles
HR-211 Overtime and Compensatory Time
HR-212 Call-In & Call-Back, Standby

Date Created: 09/26/1997
Updated: 01/01/2001; 07/01/2003; 08/22/2010; 02/01/2021; posted 12/23/2023 with an effective date 01/01/2024