How should we schedule overnight shifts and how will this impact the pay period?

A scheduled overnight shift can be scheduled like any other shift with a few exceptions:

1. One of the days is a holiday while the other is not
2. A different pay rate or bill rate on each day
3. The crossover day is a different pay period (ex: Saturday to Sunday shift)

The best practice for the exception shifts is to split them for each of the days being worked. The first shift ends at 11:59 PM and starts the second shift at 12 AM the next day.

For example, if we have an overnight shift from 9 PM Saturday evening to 7 AM Sunday morning. The shifts would be scheduled like so for the client:

Second-morning shift:

The client will now have two separate shifts for this overnight Companion Care visit.

The caregiver that works an overnight shift that crosses pay periods will have their second shift captured in the following pay period. The caregiver will need to clock in and out on both shifts. Note: If that shift requires interventions, goals, and client forms, you can remove them from the second visit if the expectation is that they fill them all out on the first visit.

Separating overnight shifts will also ensure holiday pay is only calculated for the date that your office observes the holiday and the hours the caregiver worked on that holiday. The holiday rate will not be applied to the hours of the overnight shift worked the next day as long as it is not a separate holiday event (e.g. the franchise observes both Christmas Eve and Christmas Day).