Overtime Pay Calculator

Under the Fair Labor Standards Act, one and a half times the regular rate for every hour past forty in a workweek. The regular rate is total straight-time earnings divided by hours actually worked, which is the base rate only when there is nothing else in the pay packet. There is no federal daily overtime: a sixteen-hour day followed by three days off earns nothing extra under federal law alone.

A non-discretionary one does, and it is the most commonly missed part of the calculation. Take somebody paid 12 an hour who works 46 hours and earns a 46 production bonus: straight-time earnings are 598, the regular rate becomes 13.00 rather than 12.00, and the overtime premium is owed on the higher figure. A genuinely discretionary gift, decided after the fact with no promise attached, stays out of it.

Not under federal law, because it is paid but not worked. Somebody who takes an eight-hour holiday and works thirty-six hours is paid for forty-four and owed no overtime at all. Some union agreements and individual employers count it anyway, which is a contract term rather than a legal requirement, so it is worth checking your own.

California is the well-known one: time and a half past eight hours in a day, double time past twelve, and premium pay from the first hour on the seventh consecutive day of a workweek. Alaska, Nevada and Colorado have daily rules of their own with different conditions. Daily and weekly overtime are not stacked, so an hour already paid as daily overtime does not count again toward the forty.

Twice the regular rate, and it is a state or contract matter rather than a federal one. California requires it after twelve hours in a day and after eight hours on a seventh consecutive workday. Federal law knows only time and a half, so anywhere without a state rule or a union agreement, double time is something an employer offers rather than owes.

That turns on your duties and salary rather than your hours. Executive, administrative, professional, outside sales and certain computer roles can be exempt if they are paid a salary above a threshold and their actual day-to-day work meets the tests. Job titles carry no weight: what matters is what the work is. This calculator assumes the role is covered.