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Policy 508 - Differential Pay

508. Differential Pay


Santa Clara University provides premium differential pay for scheduled evening and night shifts worked by employees. The University determines which positions are eligible for differential pay based on the current and critical needs of the organization. Shift differential is considered a premium payment; it is not considered a part of base pay. It is used by the University to attract and retain qualified full-time and part-time employees for specific position classifications assigned to evening and night hours. Differential pay recognizes work schedules that fall outside the normal work day.


Eligibility for Differential Pay

Eligible employees will be informed prior to employment in or transfer to positions having differential status. Shift differential is paid for full 8, 10, or 12 hour shifts scheduled to begin between 1:00pm and 9:00am the following day, provided the majority of straight time hours are worked between 3:00pm and 7:00am. To be eligible for shift differential, the employee must be scheduled by the supervisor to work the hours covered by differential pay.

Shift differential is not paid when an employee is on a paid leave (i.e., sick, vacation, holiday, etc.)

Changes in Status

A department may request a change in the differential status of an established or new position by submitting a written request for the change to Human Resources. Human Resources will review the request and advise the department in writing of the final decision. The designated positions for differential pay are based on the business needs of the University. The University may change the differential status of a position at any time.

Time Recording

Shift differential must be recorded according to University payroll procedures. Forms must be submitted within five work days after the end of the pay period in which the eligible hours were worked. All evening and night hours that are scheduled, worked and recorded must be approved by the immediate supervisor.


Human Resources is responsible for designating which positions are eligible for differential pay; the departments may not make this designation. Supervisors are responsible for administering differential pay in proper and timely manner. Human Resources will assist supervisors and departments with this task.


Contact Human Resources if you have questions about this policy or if would like more information.

Policy Approved: October 23, 1998

Last Updated: October 28, 1998

Last Reviewed: June 30 2022

Maintainer: Human Resources

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