Exempt status controls whether overtime is due; Everhour keeps approved hours organized before payroll review.
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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This calculation answers one practical question: if a worker is exempt or non-exempt, what pay is due for extra hours in a workweek? Under the FLSA federal baseline, covered nonexempt employees must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek. Exempt employees are not owed FLSA overtime when a valid exemption applies.
The key is that classification comes first. A worker is not exempt just because they receive a salary, have a manager title, or work independently. For the standard executive, administrative, and professional exemptions, the FLSA rules require job-duties tests and salary-basis pay of at least $684 per week. Job titles alone do not determine exempt status.
A common mistake is calculating overtime for everyone who works late, or denying overtime to every salaried employee. Neither shortcut is accurate. A salaried worker can still be nonexempt, and a nonexempt worker must be paid overtime when covered FLSA hours exceed 40 in the workweek.
The computer-employee exemption can use the $684 per week salary basis or $27.63 per hour, while outside-sales employees qualify under duties and location tests with no salary-level requirement. More protective state wage laws, contracts, or policies can create greater rights than the federal baseline, so the applicable rule must be identified before payroll is finalized.
For a straightforward federal baseline calculation, count hours worked in the fixed FLSA workweek, separate the first 40 hours from overtime hours, and apply at least 1.5 times the regular rate to the overtime hours. Each FLSA workweek stands alone; hours may not be averaged across two or more workweeks to avoid overtime.
Example: a covered nonexempt employee works 47 hours in one FLSA workweek at a $23 regular rate. Regular pay is 40 hours multiplied by $23, or $920. Overtime pay is 7 hours multiplied by $23 and then by 1.5, or $241.50. Total gross pay for the week is $1,161.50 before taxes, deductions, or other payroll adjustments.
A calculator is enough for a one-off classification check, a single employee's weekly overtime estimate, or a quick explanation of why a paycheck changed. It works best when the regular rate, covered hours worked, workweek dates, and exempt or nonexempt status are already clear.
A managed workflow is better when hours need approval before payroll, when managers must review late edits, or when overtime records support billing and labor-cost reporting. Everhour Time Tracking captures task and project hours through timers or manual entries, supports approvals and locked periods, and keeps time ready for payroll review.
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. Salary alone does not make an employee exempt from FLSA overtime. The standard executive, administrative, and professional exemptions require salary-basis pay of at least $684 per week and specific job-duties tests. Job titles alone do not determine exempt status, and a salaried covered nonexempt employee can still be owed overtime.
Under the FLSA federal baseline, covered nonexempt employees must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek. The required rate is at least 1.5 times the employee's regular rate of pay. Federal law does not create daily overtime by itself.
No. FLSA overtime due to a covered nonexempt employee cannot be waived by an employer-employee agreement. Overtime is due on the regular payday for the period worked. Compensatory time off generally is not a substitute for FLSA overtime except in special circumstances for state and local government employees.
The FLSA does not require overtime pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. For covered nonexempt employees, the federal trigger is hours worked over 40 in the workweek unless a more protective state law, employer policy, contract, or union agreement applies.
The biggest mistake is using job title, pay method, or seniority as the classification test. Exempt status depends on the applicable exemption requirements, including duties and salary-basis rules where those rules apply. Start with classification, then calculate overtime only for covered nonexempt employees whose hours worked exceed the applicable threshold.
Everhour Time Tracking captures task and project hours through timers or manual entries, then feeds timesheets and payroll review. Admins can use approvals, reminders, locked periods, and timer rules so submitted time is reviewed before overtime totals are used.
Track approved hours before payroll instead of rebuilding the week from scattered entries. Everhour keeps time records organized for overtime review and payroll handoff.
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