Required overtime creates a pay calculation, not just a schedule issue. Everhour keeps overtime review tied to approved hours.
Calculate regular and overtime earnings based on your hours and rate. Supports standard time-and-a-half and double-time multipliers.
Total hours including overtime
Typically 40h/week
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A required extra shift matters for payroll because the federal baseline turns on hours worked in a fixed FLSA workweek. For covered nonexempt employees, hours worked in excess of 40 in that workweek must be paid at not less than 1.5 times the employee's regular rate. The calculation tells you the minimum overtime premium owed once those hours exist.
The result does not replace a full review of policy, contract, union agreement, state law, or worker classification. It answers the wage side: regular hours, overtime hours, overtime rate, and gross pay for one workweek. The FLSA workweek is a fixed 168-hour period made of seven consecutive 24-hour periods, and each workweek stands alone.
Under the federal baseline, covered nonexempt employees get overtime pay after 40 hours in a workweek. The FLSA does not require overtime pay merely because work happens on Saturdays, Sundays, holidays, or regular days of rest. Holiday or vacation pay for time not worked is generally set by agreement, employer policy, contract, representative agreement, or state law.
The bigger mistake is treating every employee the same. Executive, administrative, and professional exemptions described in DOL Fact Sheet #17A require duties tests and salary-basis pay of at least $684 per week. The computer-employee exemption can use that salary basis or $27.63 per hour. Outside-sales employees qualify under duties and location tests, with no salary-level requirement. Job titles alone do not decide exempt status.
Start with total hours actually worked in the fixed workweek, then separate the first 40 hours from the hours over 40. For a straight hourly case, multiply the regular hours by the regular rate. Then multiply overtime hours by 1.5 times the regular rate. If the employee has bonuses, multiple rates, or other includable compensation, calculate the regular rate as total compensation divided by total hours worked, excluding statutory exclusions.
Example: a covered nonexempt employee works 51 hours in one FLSA workweek at a $27 regular rate. Regular pay is 40 hours times $27, or $1,080. Overtime is 11 hours times $40.50, or $445.50. Total gross pay for that workweek is $1,525.50. Those 11 overtime hours cannot be shifted into a different workweek to avoid overtime.
A calculator is enough when you need a one-time check for one employee, one fixed workweek, one regular rate, and no dispute over hours. It also works for a quick payroll review when the classification is already settled, the employee is covered and nonexempt, and no more protective state rule or agreement changes the result.
A managed workflow is needed when required overtime repeats, managers approve schedules, or payroll needs an audit trail. Everhour Team Management supports lock rules, admin time correction, weekly capacity, approvals, roles, assignments, team groups, and team-wide time policy defaults, so overtime review is based on controlled time records instead of after-the-fact spreadsheet reconstruction.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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No. For covered nonexempt employees under the FLSA federal baseline, overtime pay is due for hours worked in excess of 40 in a fixed workweek. FLSA overtime cannot be waived by employer-employee agreement. It is due on the regular payday for the period worked.
Generally no for private-sector FLSA overtime. Compensatory time off cannot satisfy FLSA overtime except in special circumstances for state and local government employees. For covered nonexempt employees, the federal baseline requires pay at not less than 1.5 times the regular rate for hours worked over 40 in the workweek.
No. The FLSA does not require overtime pay merely because work occurs on Saturday, Sunday, a holiday, or a regular day of rest. The federal trigger is hours worked over 40 in the fixed workweek, unless a more protective state law, policy, contract, or agreement gives the employee greater rights.
No. Each FLSA workweek stands alone for overtime calculations. Hours may not be averaged over two or more workweeks to avoid overtime. A 51-hour workweek followed by a 29-hour workweek still leaves 11 overtime hours in the first workweek for a covered nonexempt employee.
When an employee is covered by both federal and state wage laws, the employee is entitled to the greater benefit or more generous rights. Use the federal FLSA rule as the baseline, then apply any more protective state rule, contract, policy, or applicable agreement before finalizing payroll.
Everhour Team Management lets admins set lock rules, correct time entries, manage weekly capacity, and route timesheets through approvals before payroll review. That gives managers a controlled record of who worked extra hours, who approved them, and which entries were locked after review.
Use approved time, lock rules, and weekly capacity controls before payroll review. Everhour Team Management keeps overtime decisions tied to controlled records and cleaner handoffs.
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