Full-time and part-time employees whose regularly scheduled workweek (not including overtime hours) includes Sundays are entitled Sunday premium pay amounting to 25 percent of their hourly basic pay.
Sunday premium pay is paid only for actual work performed during an employee’s Sunday tour of duty (as opposed to the hours actually worked on a Sunday). Employees may not be paid Sunday premium pay for hours when they are in a leave, excused absence, or holiday status or using compensatory time off or credit hours, even if they are regularly scheduled to work nonovertime hours on a Sunday.
For example, if an employee’s Sunday tour of duty is from 8 p.m. on Sunday until 4 a.m. on Monday and the employee is on annual leave from 8 p.m. until 11 p.m., the employee is entitled to Sunday premium pay for only the five hours of work between 11 p.m. and 4 a.m.
Sunday premium pay also is not paid for overtime hours of work.
If an employee has two separate basic tours of duty on a Sunday, he or she is entitled to Sunday premium pay for performing work during each tour of duty. For example, if an employee works eight hours during a basic tour of duty that begins on Saturday and ends on Sunday, and also works eight hours during a basic tour of duty that begins on the same Sunday and ends on Monday, the employee is entitled to 16 hours of Sunday premium pay.
An employee under a flexible work schedule is entitled to Sunday premium pay for up to eight hours of his or her basic work requirement based on electing to work flexible hours during a basic tour of duty that begins or ends on Sunday.
An employee under a compressed work schedule is entitled to Sunday premium pay for all non-overtime hours the employee works during each regularly scheduled basic tour of duty that begins or ends on Sunday.
Premium pay for Sunday work is in addition to premium pay for holiday work, overtime pay or night pay differentials (if a flexible tour of duty includes eight or more hours available for work during daytime hours, between 6 a.m. and 6 p.m., an employee is not entitled to night pay even if he or she voluntarily elects to work flexible hours at night).
Each separate entitlement to premium pay is computed separately as a percentage of an employee’s rate of basic pay. No compounding occurs if an employee is entitled to more than one type of premium pay for the same hour of work.