The results of the 2011 ERC Pay Differential Survey show that Northeast Ohio employers tend to pay shift employees more than non-shift employees, specifically those that work second and third shifts.
Sixty-six percent of employers offer shift differentials for second shifts on weekdays and 55% provide shift differentials for third shifts on weekdays.
Organizations typically provide a flat premium amount per hour as a pay differential, and on average, provide a larger pay differential to employees working weekday third shifts than employees on weekday second shifts.
Employers reported providing the largest pay differential to production, maintenance, and service leads or group leaders on both weekday second and third shifts.
Employees in non-standard shifts experience more challenges such as disrupted sleep cycles, difficulties maintaining family routines, and less social exposure than weekday first shift employees.
As a result, pay differentials are a useful tool that employers can use to incent employees to work second and third shifts or recruit employees for these roles.
View ERC’s Pay Differential Survey Survey Results
This survey reports on common pay differentials from Northeast Ohio employers for hourly employees, including shift differentials, lead premiums, overtime, and on-call pay practices.
