In only slight departure from Frank's advice about remaining consistent with your industry, I would have counseled that exclusive of any legally stipulated requirements for the payment of premiums under federal/state/local labors laws (or ones required as negotiated under collective bargaining agreements I suppose), I would have said, remain consistent with your industry only to the extent that you legitimately believe that those practices are necessary in order to successfully execute your human capital strategy, via your compensation strategy and through your premium pay practices.
I remember back in my early work experience, when I was employed by a big retail outfit, which of course was open on Sundays. In the initial years we did receive time and a half for working on Sunday, but as times changed and both the attitudes toward working on Sunday changed, as well as the organization's ability to hire and keep workers who were wiling to work on Sundays (and maybe some of the practices of our competitors to more more limited extent) changed, the Sunday premium was actually "taken away". And strangely as a result, nothing really changed. The sun continued to come up in the east, the employees still came to work, new ones were hired, and the business still made money.
This was a very early "compensation lesson" for me, that you incorporate certain practices in your business strategy and processes, not because they're fun, nice to do, or because of some sort of paternalistic attitude toward your employees, but because you believe they are necessary in order to remain successful, and as a means for hanging onto your employees - and if you change them, chaos will not (necessarily) result.