Scope item 6 · shift and weekend differentials

Shift and weekend pay for the posts that never close

The nursing home, the jail and the dispatch floor staff around the clock, and dietary, housekeeping and activities staff work evenings and weekends with them. The RFP asks for a differential analysis for each of these groups. This page shows what other employers publish and lets you price a differential per post.

What the audit compares

  • Evening, night and weekend differentials by group: amount, whether flat cents or a percent, and which hours qualify.
  • Related premiums that act like differentials: charge-nurse pay, holiday rates, call-back and on-call pay, mandatory-overtime rules, and pay for picking up an open shift.
  • Whether a differential is in the base rate for overtime (the FLSA regular rate includes it), and what that adds to cost.
  • Private competitors for nurses and LNAs, where shift pay often decides who fills nights.

What the County publishes now

The current differential amounts are set in policy or contract documents that are not on the County's public site. The audit starts from them at kickoff.

Cost of a differential, per post

A "post" is one position that must be filled on that shift every day of the year. Choose the hours and the differential; the cost includes the employer share of FICA and Medicare (7.65%). Retirement contributions would add more where the differential counts as NHRS earnable compensation.

Published differentials at other employers

Being compiled.

Amounts as published in contracts, pay plans and postings, with dates. The audit confirms each with the employer in the custom survey.

See the platform the audit runs on

A complete classification and compensation study on a fictional city, open read-only. No account, any device, about a minute to get in.

Let me try the live platform