|Effective Date:||Expiration Date:||Chapters:|
|Sept. 3, 2021||When Superseded||11|
The District government provides Career, Legal, Excepted, and Management Supervisory Services employees, and Educational Service employees with the Office of the State Superintendent of Education, with extra compensation when they are required to work at night as part of their regular tour of duty. Most employees will receive an hourly premium equal to 10% of their regular pay rate for work performed between 6:00 p.m. and 6:00 a.m. This issuance explains the night premium, eligibility, calculating total pay, and how to enter time for the premium in PeopleSoft.
Some employees must work into the evening hours. The District provides these employees a 10 percent premium for regularly scheduled, non-overtime work performed at night, including for a tour of duty to which an employee is assigned temporarily. The premium is computed as a percentage of the employee’s rate of basic pay. Eligible employees receive the night premium for each hour and fractional hour of work they perform between the hours of 6:00 p.m. and 6:00 a.m.
Night premiums are:
Night premiums are available to all employees in the Career, Legal, Excepted, and Management Supervisory Services, and Educational Service employees with the Office of the State Superintendent of Education, at grade 14 and below.
To calculate the hourly night premium rate for a specific employee, divide the employee’s annualized full-time salary by 2,080 hours, which is equivalent to 26 biweekly pay periods of 80 hours per pay period [2,080 hours = 26 pay periods x 80 hour per pay period] and multiply the hourly rate by 10%.
For hourly employees, multiply their hourly rate by 10%.
James is a non-union Career Service employee with an annual salary of $57,587 and he works a regular 40-hour workweek. Every Wednesday, James works an 8-hour night shift between 7:00 p.m. and 3:30 a.m. What is James’ total compensation for a 2-week pay period?
|Step 1 –
Find James’ Hourly Pay Rate
|Divide James’ annual salary by 2,080 hours
|Step 2 –
Find James’ Basic Salary for a Pay Period
|$27.69/hour x 80 hours=$2,214.88/pay period|
|Step 3 –
Find James’ Hourly Night Premium Rate
|Multiply James’ hourly rate (Step 1) by 10%
$27.69/hour x 10%=$2.77/hour
|Step 4 –
Calculate James’ Premium Pay
|Multiply the premium rate (Step 3) by the hours worked on two Wednesdays in the pay period
$2.77/hour x 16 hours=$44.30
|Step 5 –
Calculate James’ Total Compensation
|Add the basic salary (Step 2) to the Premium Pay (Step 4)
For one pay period, during which James works two evening shifts, his total bi-weekly compensation will be $2,259.18.
Amber is a non-union Career Service employee with an hourly salary of $28.80 and she works a regular 40-hour workweek. Every Wednesday, Amber works a shift between 12:00 p.m. and 8:00 p.m. What is Amber’s total compensation for a 2-week pay period?
|Step 1 –
Find Amber’s Basic Salary for a Pay Period
|Multiply Amber’s hourly rate by 80 hours
$28.80/hour x 80 hours=($2,304.00)/(pay period)
|Step 2 –
Find Amber’s Hourly Night Premium Rate
|Multiply Amber’s hourly rate ($28.80) by 10%
$28.80/hour x 10%=($2.88)/hour
|Step 3 –
Calculate Amber’s Premium Pay
|Multiply the premium rate (Step 2) by the night hours worked on two Wednesdays in the pay period
$2.88/hour x 4 hours=$11.52
[Note: Amber receives a premium for only two hours each Wednesday because the night premium is only payable between 6:00 p.m. and 6:00 a.m.]
|Step 4 –
Calculate Amber’s Total Compensation
|Add the basic salary (Step 1) to the Premium Pay (Step 3)
For one pay period, during which Amber works two shifts that are partially in the evening, her total bi-weekly compensation will be $2,315.52.
Employees eligible for night differential pay should report their night differential hours in PeopleSoft using the Night Differential – NITP timecode.
Any provisions of a collective bargaining agreement related to compensation for night hours will take precedence over the provisions in this issuance for those employees covered by the agreement, to the extent that there is a difference.
Issued by Director Ventris C. Gibson, D.C. Department of Human Resources on Sept. 3, 2021, 4:05 p.m.