Shift differential for non-worked time

Crash

We pay our 2nd shift employees a shift premium. Our policy states that pay for non-worked time (vacation, bereavement, jury duty, etc.) excludes shift differential. I would like to know what other companies are doing. I'm rewriting our policy and want to make it competitive. Thanks for any input.

safety

We are a manufacturing environment and pay shift differential for holiday pay and vacation pay but not for jury duty or bereavement. Also, hours not worked for holiday and vacation are included in total hours for the purpose of OT calculations but not those paid for jury duty or bereavement. I know, this sounds cruel but I didn't create the handbook.

HRCalico

Our shift differential is 10%. We pay it on non-worked hours (vacation, etc.) as well.

mushroomHR

We are a manufacturing company and pay the shift differential for everything.

Don D

In my opinion, the theory behind bereavement and jury duty pay and vacation is, the employee is fairly compensated as if her were at work. Therefore, time off for these purposes is compensated as if the employee were at work. Strangely, this calculates into overtime as well, where I work.