An employee in a classification shown in Appendix A to the DOE/LBNL Contract as eligible for shift differential is paid this differential when required to work on an assigned swing shift or owl shift. For purposes of computing shift pay, a swing shift consists of the hours from 4 p.m. to 12 midnight and an owl shift from 12 midnight to 8 a.m. To qualify for payment of shift differential, a minimum of four hours must be scheduled during the above periods. When four hours are worked on each of two shifts, pay will be based on the shift assignment of the division or department.
When an employee is eligible for shift differential, the night shifts worked are reported by showing Code 2 for swing-shift and Code 3 for owl-shift work in the proper day's box on the time card. Day shift is indicated by omitting any code.
Overtime pay for employees who receive shift differential is based on the shift rate to which they are entitled for the work period to which the overtime is added.
Employees who usually work a second or third shift continue to receive the shift differential when assigned temporarily by their supervisor to a day shift for four days or less. A change in shift assignment initiated by the employee is not covered by this provision.
Shift differential is included for all types of paid leave based on the shift an employee would have worked.
Terminal vacation is paid at the appropriate shift differential rate when an employee has been permanently assigned to nightshift work or when a temporary nightshift assignment has extended over 90 days.
Nonexempt employees who are engaged in official travel outside their regular work schedule will be paid for such travel time. Time reporting for such payment will normally be based on the date and hour at which the traveler leaves his or her residence or office and the date and hour at which the traveler returns to his or her residence or office, assuming there are no interruptions for personal reasons. This policy does not apply to employees who are compensated on a union-related, prevailing-rate basis.
Employees with nonexempt classifications who are called in for short jobs outside their regular weekly schedule will be paid for a minimum of four hours or the hours worked, whichever is greater. Such pay will include shift differential and overtime premium, if appropriate. This policy does not apply to employees who are compensated on a union-related, prevailing-rate basis.