Honestly, if it's gray, I always did it and figured I'd debate my way out of it if I got caught. Nothing bad, mind you, just like for example, I wasn't allowed to work "overtime", however I did pick up a few extra shifts here and there, when they were paying double time. I figured if you average the 2 weeks for the pay period, the extra 12 hours wouldn't really put me into "overtime". I work 36 hours per week, an extra shift is 12 hours. That's 84 hours, however I always leave right at 7:00 or sometimes even earlier, depending on when the day shift nurse arrives (all we have to do is count narcotics, there's never any patients to give report on at 7 am! It's a very small facility). My employer takes 30 minutes out of my pay each shift, to account for my lunch break.....so add up all those 11.5 hour shifts and I'm pretty much right at 80 hours for 2 weeks. No "overtime". I also picked up a couple of shifts at another location (same employer, multiple locations). I worried about doing this, because even though it's not technically working for multiple employers, which is against ,y contract, it is sort of "floating" which is also not allowed. During ,y contract I did that twice, but I worried about it, it certainly would not be worth getting kicked out of the program over an extra shift or two! So I stopped doing it. BUT, the thing is, how is tpapn ever going to know, unless my manager tells them? And why would she? She needed someone to cover those shifts! So I don't want to advise you to break any rules, but if you can argue your case, based on what they have in writing, seriously, who is going to contact your monitoring board and tell them?