Did you Know?

Night differential: Our contract has a provision for night differential (Article V, Section 6 – page 8). If all of your workdays extend beyond 6 p.m. or begin before 6 a.m. you’re entitled to a night differential of $14 per week. If you don’t work the whole week, for each scheduled shift you work that extends beyond 6 p.m. or begins before 6 a.m. you should receive one-fifth of the weekly night differential.

If your regular work schedule extends beyond 6 p.m. or begins before 6 a.m., the night differential is most likely automatically added into your weekly check. However, if you don’t work regularly at night, you’ll have to fill out your timecard and note which days you worked beyond 6 p.m. or before 6 a.m. on the night differential line.

Holiday weeks: For full-timers (Article XIX, Section 2 – page 53), the regular workweek is 30 hours on a holiday week (plus a day’s holiday pay). If you work the holiday but only work 30 hours for the week, you get time and one-half for working the holiday plus a compensating day off. If you work the holiday and five days, you get time and one-half for working the holiday, a day’s holiday pay and 30 hours at regular pay. If you don’t work the holiday but work five days, you get a day’s pay for the holiday, 30 hours of regular pay and time and one-half for your fifth workday. (A four-day workweek follows the same pattern; see Article VII, Section 2 – page 22).

For part-timers (Article VIII, Part d, Section 2 – page 29), if you have a regularly scheduled workday that falls on a holiday and you’re required to work the holiday, you should receive time and one-half your hourly rate for all hours worked AND you should be given a compensating day off or, at the member’s option, one day’s pay (seven and one-half hours). A regularly scheduled workday is determined by looking at the last nine weeks worked. Part-timers who work a holiday on a day not regularly scheduled receive time and one-half for all hours worked. “A part-time employee who is scheduled to work on one of the recognized holidays, but is not thereafter required to work on that day, shall be given leave on such holiday without loss of pay.” (page 30) Also, supervisors can not change a part-timers schedule for the purpose of avoiding holiday pay.

Two other things to keep in mind for part-timers and full-timers, supervisor’s need to give a week’s notice for if and what hours you will work on a holiday, and the minimum amount of hours worked is five.