有时，员工在企业中扮演不同的角色。这发生在您的工作场所吗？如果是这样，您可能会想知道您可以向员工支付两个不同的小时费率吗？
Read on to get the answer to this popular question. And, find out what you need to know about employees with multiple jobs at your business.
您可以向员工支付两个不同的小时费率吗？
Long story short: Yes, you can pay an employee different rates of pay. But, what are some situations where it would make sense to provide two (or even more) separate hourly rates?
You might pay an employee two or more hourly rates if they:
- Have different duties/responsibilities
- 获得危险工资
- Receive a shift differential
- 在您的业务上完成第二份工作
看看为什么这些情况可能要求员工获得不同的小时费率。
不同的职责/责任
Do you have a job rotation program in the workplace? Or, does an employee work in different roles within your business during a regular work week? If so, you might pay them two or more pay rates, depending on the work they do.
例如，您可能有一个餐厅员工担任主持人，服务员和洗碗机。您向员工付款tipped minimum wageduring their hours as a waiter, a separate wage when they work as host, and a third wage when they wash dishes.
危险津贴
Does your employee work some hours under hazardous conditions? If so, you may decide you want to offer themhazard payfor those hours. Hazard pay is additional compensation you offer employees. It can be a percentage of wages (e.g., 10%) or a flat rate (e.g., extra $2.00 per hour).
一个n employee who spends some hours in hazardous conditions and some hours in non-hazardous working conditions receives two different rates: one with hazard pay and one without.
Let’s say an employee works in a construction zone two days per week and in the office three days per week. You offer them hazard pay for the hours worked in the construction zone and non-hazard pay for the hours worked in the office.
记住,一些雇主决定提供一个set hazard pay per month (e.g., $200) regardless of which hours the employee works in hazardous conditions. In this situation, the employee receives the same hourly rate, plus a lump sum hazard pay “bonus.”
移动差异
一个移动差异is extra pay for employees who work less desirable shifts (e.g., night or weekend shifts). Like hazard pay, shift differentials can also be a percentage of wages or a flat rate.
You might pay employees a shift differential for certain hours worked and a non-shift differential rate for other hours worked.
假设员工每周三天的夜班工作，每周两天轮班。您的偏差率是每小时额外的$ 3.00。该员工每小时轮班的小时工资比他们的夜班时间的小时薪水少3.00美元。
Second job
如果员工决定在您的业务中申请第二笔工作，则您可能会向他们支付的工资与您为当前职位支付的工资不同。
Let’s say an employee works for you full time as a salesperson. They decide to apply for an additional part-time job (e.g., evenings or weekends) as a receptionist. You pay a different hourly rate for salespeople than you do receptionists. So, voila! The employee has separate rates.
Questions to ask about employee pay for multiple jobs
Before you decide to pay an employee two or more rates, think about the potential complications. Michael Alexis, CEO of团队建设, says:
One consideration you need to keep in mind of multiple pay rates is that it can create complexities in other compensation factors. For example, how you calculate overtime pay (which will vary from state to state), and what rate your employees are paid for PTO, sick time, parental leave and other benefits and perks. Each of these considerations includes legal compliance as well as policy administration. So, you need to put in the work!”
问问自己以下问题，以保持合规性并有条理。
1.两个费率是否高于最低工资？
首先，您需要确保bothrates are compliant with federal, state, or local minimum wage requirements.
Here are the federal minimum wages:
- Federal minimum wage: $7.25 per hour
- Federal tipped minimum wage: $2.13 per hour
Check to see if your state or locality has a higher minimum wage and tipped minimum wage than the federal rate. You must pay the federal, state, or local minimum wage that is the most generous. The same goes for the tipped minimum wage.
2. Does it make the employee exempt or nonexempt?
知道员工是否是豁免与非XEMPTis key to correct worker classification. A nonexempt employee is protected under the Fair Labor Standards Act (FLSA), meaning they must receive overtime and minimum wage.
除非雇员见面，否三个都以下要求：
- Receives a salary
- 每年至少赚取至少$ 35,568或每周$ 684
- Has job duties that are considered exempt (e.g., executive, administrative, or professional)
如果员工收到两个不同的hourlyrates, you have your answer: They’re nonexempt. An exempt employee must receive a salary as one of the three requirements.
但是，有薪员工有可能在一项业务上从事第二份工作。您可能面临的情况：
- 工作1：薪水
- 工作2：小时
然后怎样呢？员工是否不享受另一个人的豁免？在FLSA的领导下，为一家企业工作的员工只能是一家或另一家企业（即免税或非豁免）。
In this scenario, determine whether the employee’s “primary duty” is exempt or nonexempt. If the primary duty is exempt, the employee is exempt in both jobs. If the primary duty is nonexempt, the employee is nonexempt for both jobs, making them eligible for overtime pay.
3. How will it impact overtime?
如果一个非股份的员工赚取两个不同的费率加班，则需要提供加班费。但是，您基于哪个费率计算加班？
在向员工支付两个或更多不同的小时费率时，您需要计算员工的加班加权。
在加权加班计算下，找到员工的每小时加权平均值。然后，您可以使用他们的小时加权平均值来确定其每小时的加班率和工资。
您必须使用加权加班方法吗？在许多情况下，您需要。但是，如果您和员工在加班之前建立协议，则您可以根据员工加班工作的正常职位费率来支付加班费。
4. Do I need a policy?
如果您想向员工支付两个不同的小时费率，则需要评估薪酬差异的原因。毕竟，您希望一切都公平。
根据联合创始人兼所有者内森·墨菲（Nathan Murphy）的说法测验破坏者：
在向员工支付两个或以上的小时费率之前，请考虑这样的举动的法律含义。确保您的不同小时费率与薪酬标准的任何状态一致。考虑到您的员工对每个小时费率可能会承担不同的责任，因此必须评估每种类型的工作，以确保您公平对待工人，并以每个费率的价格高高地支付他们的高度。”
将您的评估方法纳入策略。创建涵盖细节的政策，例如：
- Whether employees are eligible for different pay rates
- How shift differentials work
- 危险工资的工作方式
- Whether employees can take on a second job at your business
- How overtime works for employees with more than one hourly rate
In addition to a policy that goes over general information, you should also give employees detailed documents showing their different pay rates. That way, the employee knows what rate they receive for performing their work.
5. How do I run payroll for employees with multiple rates?
当员工收到两个或更多不同的价格时，手动跟踪员工的工作可能会特别困难。保留详细记录，显示员工在每位工作中工作了多少小时，他们的工资率以及他们工作的任何加班时间。
如果要避免手动计算，请使用薪资软件。只需输入员工为每个费率工作的时间，检查您的电话号码并运行工资单即可。
Patriot’s工资单使管理具有多个工资率的员工变得容易。您可以为每位小时员工加总五个薪资率。而且，您可以说再见，可以自己计算讨厌的加时赛 - 我们的软件已涵盖您。今天免费尝试！
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