Last year we did a major overhaul of pay structure, which included changes to the number of regular shifts our medical crews would be expected to work. In conjunction with that project, we also had to make changes and considerations for handling overtime logic for CA personnel, personnel in RLA states, and personnel in FLSA states. We went the route of creating Pay Schedules which we have used to group and drive employees impacted. It was a complex undertaking.
For hourly employees within each of the impacted pay schedules, their annual hours reflects the straight time number of hours worked. So, employees in our RLA pay schedule actually work 2928 hours if all they do is work their regular shifts. Since RLA states are not required to pay overtime over 40, 2080 of their hours fall in REG1 (regular pay = x1) and the other 848 are also falling into REG1.
How we capture those 848 hours is now coming under consideration by me because REG1 is eligible for 401K match, so this group got an unintended benefit of higher company match, while FLSA folks remained steady at 2080 under REG, and CA folks got hit hardest because only 1480 of their hours end up in REG. The good thing about FLSA and CA is that their OVT and DOT are in separate buckets that we can see. We may set up a different payclass where the 401k eligible match includes OVT and DOT, but I digress.
Have any of you set up RLA employees in a similar way, and if so, did you create a different paycode for the overtime being paid at x1. I'm considering creating ROT, Regular Overtime, to at least capture those hours in a separate bucket.
Any and all feedback appreciated! Thank you
