Shift Differential Pay
I am looking for some affirmation on my thoughts...we have a set number of individuals performing a similar function, with similar titles (just with different levels 1-3), and similar pay. Prior to HR's inception, some were paid with shift differential and some were not--this was solely based on what was placed within their offer letter. Now all these positions are performing work that can qualify under our shift differential hours/days yet some were not paid the additonal monies. I operate under the principle of "do for one, do for all". I have proposed that this pay be offered to all performing these job responsibilties regardless of what was stated within the offer letter. Looking ahead, do we run risk of any legal issues for not proivding this in the past few months (wage claim, etc.)? Do you agree with my move based on the information provided? I value your opinions as always.