Everhour tracks guard hours across posts and shifts, while federal overtime rules still require exact weekly pay math.
Calculate regular and overtime earnings based on your hours and rate. Supports standard time-and-a-half and double-time multipliers.
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A security guard overtime calculation answers one practical question: how much gross pay is due for a covered nonexempt guard after all compensable hours in one fixed workweek are counted. Under the federal FLSA baseline, covered nonexempt security guards must receive at least 1.5 times the regular rate for hours worked over 40 in a workweek.
The calculation matters for guard schedules because posts often change during the week. A guard can work a bank lobby, a warehouse gate, and a weekend event for the same employer. Those hours are not separate overtime buckets. If they fall in the same fixed 168-hour workweek, they are counted together before overtime is calculated.
The common security payroll mistake is treating each site as a separate week. When a guard works more than one post for the same employer in the same week, all post hours count together for overtime. Travel time between guard work sites also counts as compensable hours worked when calculating total weekly overtime hours.
On-call time needs the same attention. If a guard must remain on the employer's premises, or restrictions and call frequency prevent effective personal use of the time, that on-call time is hours worked. Time not worked, including vacation or holidays, is not federally required paid time under the FLSA and is generally controlled by policy, contract, or state law.
Start with total compensable hours in the fixed workweek. For a single regular rate, regular pay covers the first 40 hours, and overtime pay covers hours over 40 at 1.5 times the regular rate. The FLSA workweek is a fixed, recurring 168-hour period of seven consecutive 24-hour days, and hours cannot be averaged across two weeks.
Example: a covered nonexempt security guard works 36 hours at a warehouse post, 6 hours at an office lobby post, and 2 hours traveling between those work sites for the same employer. Total hours are 44. At a $24 regular rate, regular pay is 40 × $24 = $960. Overtime pay is 4 × $36 = $144. Total gross pay is $1,104.
A one-off calculator is enough when you have a clean weekly total, one regular rate, and no disputed work time. Use it to check whether a payroll line matches the federal baseline. The calculator is not enough when guards rotate posts, submit corrected time, work restrictive on-call shifts, or need supervisor approval before payroll.
That is where a managed workflow becomes stronger than manual math. Everhour Overtimes supports daily and weekly overtime limits, 1.5x and 2x tiers, Team Hours overtime visibility, and payroll calculations based on employee hourly cost and tracked time. For guard teams, approved records reduce rework before payroll handoff.
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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Covered nonexempt security guards must receive overtime at not less than 1.5 times the regular rate for hours worked over 40 in a workweek under the federal FLSA baseline. More protective state laws, contracts, or policies can provide greater rights, and the greater benefit applies when both federal and state wage laws cover the employee.
Yes, when the guard works both posts for the same employer in the same fixed workweek. The employer counts all compensable post hours together before applying the over-40 overtime threshold. Treating each post as a separate calculation understates overtime when the combined weekly total exceeds 40 hours.
Travel between guard work sites counts as compensable hours worked when calculating weekly overtime hours. For example, a guard who leaves one assigned post and travels to another assigned post during the workday includes that travel time in the weekly total before deciding how many hours exceed 40.
No. A security supervisor is not exempt by title alone. Executive, administrative, or professional exemption generally requires the applicable duties test plus salary or fee pay of at least $684 per week. A supervisor who remains covered and nonexempt must still receive FLSA overtime for hours worked over 40.
No. Each FLSA workweek stands alone for overtime calculations. The fixed workweek is a recurring 168-hour period made up of seven consecutive 24-hour days. A guard company cannot average a 48-hour week with a 32-hour week to avoid paying overtime for the 48-hour week.
Everhour Overtimes lets admins set daily and weekly overtime limits, review overtime in Team Hours, and calculate overtime pay from employee hourly cost and tracked time. It supports regular, 1.5x overtime, and 2x double-overtime tiers for teams that need structured overtime review.
Everhour Reporting can show overtime data in Team Hours and configurable reports when overtime tracking is enabled. Reports can be filtered, grouped, exported as CSV, Excel/XLSX, or PDF, and used to review guard hours before payroll or billing records are finalized.
Track approved guard hours, post changes, and overtime before payroll review. Everhour turns tracked time into overtime visibility and payroll calculations based on employee hourly cost.
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