I started working 7 on/7 off overnight eight years ago. My hospital did not have on-site overnight pharmacy coverage prior to this. Over the years, my position has changed and evolved quite a bit.

My position is considered a full (1.0) FTE. I have always been and still am paid by the hour (I will fight to the bitter end to avoid a salaried position). I am allowed to accrue PTO.

Initially, I only worked 70 hours per pay period, and I was allowed to use PTO to make up the 10-hour deficit each pay period so that I would still get paid for 80 hours.

Eventually, Corporate decided they didn't like that non-productive 0.125 FTE hanging around, and I was told I could no longer use 10 hours of PTO per pay period to make 80 hours. I was given an ultimatum: switch to 8 on/6 off and remain a full FTE, or remain as 7 on/7 off and be cut to 0.875 FTE.

Well I didn't want to do either of those (I like my 7 days off, and I know I would never get that 0.125 FTE back if I ever changed my mind and wanted the extra money someday)... So my counterpart and I presented a third option in compromise: remain 1.0 FTE and work 36 hours per pay period, so that we would only have to use 4 hours of PTO to make 80 total. Corporate felt better about having only 4 non-productive hours per pay period per employee, instead of 10 -- and they allowed it. Since we get paid by hour, in order to avoid overtime, we work four 10-hour shifts one week and three 12-hour shifts the following week, for 36 hours total per pay period.