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1. To qualify for shift differential, a nonexempt employee must be employed on a fifty percent (50%) or more basis of full-time employment.
   
   
2. Shifts and eligibility for shift differential pay are not established by the time the employee begins to work, but rather by when an established shift starts.
   
   
3. A nonexempt employee who works any part of a qualifying shift is eligible for shift differential pay on a prorated basis.
   
   
4. Shift differential is authorized for a nonexempt employee who is permanently assigned to a qualifying shift while on approved leave with pay. An employee who is on a permanent schedule of rotating shifts is eligible to claim the shift differential only for leave taken while scheduled for a qualifying shift. However, such payment of shift differential will cease after ten (10) full workdays of continuous paid leave for which there has been a shift payment.
   
   
5. In an overtime situation where the employee continues working from a non-qualifying shift into a qualifying shift, the nonexempt employee is eligible for a prorated shift differential provided the employee works at least one-half (1/2) of the qualifying shift.