Pay Differential

JudyRoy

We have direct care workers in our residential homes. Two of the homes have clients that require a higher level of care. In these homes we pay a 25 cent per hour differential in pay. In other words, if their regular rate is $8.50 per hour those employees working in these two homes make $8.75 per hour. However, if they work any other location, their pay reverts back to $8.50. Problem: we have five workers who do not work at any other location, so they feel that their holiday pay, vacation pay, and sick pay, should be at the increased rate of $8.75. Others, who work in different locations besides the two special houses, work at different rates; $8.50 at other locations, $8.75 at the special locations. Their vacation and holiday pay are no problem as they are paid at the $8.50 rate. Only those who work exclusively at the special locations are upset because they are paid 25 cents less per hour for holiday and vacation pay. Do we have to pay them the extra 25 cents because this is the only location that they work? We are not paying them at the higher rate now, but they are continuously complaining about it.

Don D

I see this as similar to what we do with our shift differentials. Here, ee's on second and third shift are paid a premium differential for hours WORKED. Hours not worked, including holidays and vacation days are paid at standard rate, the same hourly rate as first shift workers. I recommend your guys who always work at these two group homes be paid standard straight time for holidays and vacation days. It seems the smaller of the several potential cans of worms on your shelf. You can't please everybody but this probably would please the greater number. I don't recommend 'combat pay' on non-combat days.

Carol CA

We have the same situation as Don where our employees get the shift differential for second and third shifts for hours worked. They do not get this differential for holiday, sick, vacation. I agree not to give them the differential. If you were to give them the differential, then you open the can of worms about those employees who work 1/2 time at the special locations and 1/2 time at others. Should they get 1/2 the differential on holidays, etc.?