Auxiliary pay is pay given for specific circumstances in addition to an employee's base salary.
Examples of auxiliary pay include:
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Under PPSM, stipends may be granted to recognize temporary performance of higher-level duties or "other significant duties" not part of the employee's regular position. For employees represented by a collective bargaining contract, consult with the contract to determine stipend/temporary reclassification constraints.
Shift differential refers to extra pay received by employees for working either evening shift (generally after 5 pm) or night shift (generally after midnight). Rates may be either additional hourly pay added to the regular pay rate, or a percentage increase. Not all employees are eligible for shift differential pay. Shift rate eligibility is determined by bargaining agreements. Actual rates are indicated in the TCS Web Inquiry Tool. Specific hours that define Evening Shift and Night Shift may be found in bargaining unit contracts.
The shift differential pay is added to the base hourly rate before the calculation of an overtime rate.
On Call/Call Back pay
When employees are on on-call status and as a result, their personal activities are severely limited, time spent on-call may be considered regular hours of work. Check with your Department HR Specialist to determine whether the On Call requirements should be considered hours of work.
When an employee not on his/her regular shift is called back to report to work, the time back at work will be paid at the regular rate. Some bargaining agreements require a minimum number of hours pay when called back to work, regardless of the actual number of hours worked during a Call Back situation. For example, when called back an employee only worked 2 hours, but since the bargaining agreement required a minimum of 4 hours, the employee would receive 4 hours call back pay.
Employees who are Non-Exempt (covered) by the Fair Labor Standards Act (FLSA) Employees are entitled to overtime pay (time and a half of the regular rate) whenever they work more than 40 hours in a work week. Paid time off, such as paid sick time or vacation time, is not considered “work time” for purposes of determining overtime eligibility.