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Commissioners direct HR to clarify shift-differential language in compensation policy 120
Summary
Kootenai County commissioners directed Human Resources to revise proposed changes to compensation policy 120 to better define when shift-differential pay applies, recommending a four-hour threshold outside the typical 8 a.m.–5 p.m. workday as a starting point for draft language.
Kootenai County commissioners reviewed proposed revisions to compensation policy 120 on April 3 and directed Human Resources to add clearer language defining shift-differential pay.
HR director Sylvia Proud told the board she had circulated a draft policy to elected officials and received no comments by the deadline. Commissioners debated how to define work shifts that qualify for differential pay, with Commissioner Duncan proposing either a time-based threshold (four hours earlier or later than the typical workday) or a descriptive standard such as "evenings and nights." "I would like to see either something contemplating evenings or nights or I don't mind a time frame like 4 hours," Commissioner Duncan said.
Commissioners discussed examples, including overnight or 24-hour law-enforcement coverage, and asked HR to return with revised language for the business meeting after the board reviews the edited draft by email. The board did not adopt the policy at the April 3 meeting; it directed HR to revise the shift-differential definition—board members indicated a four-hour threshold from the standard 8 a.m. start time as the working direction.
HR said it would "wordsmith" the section to match the board's intent and return the revised policy for approval at a future business meeting.
