Everhour supports payroll-ready timecards, while Wyoming overtime for most private covered nonexempt employees follows the FLSA workweek.
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For most Wyoming private-sector covered nonexempt employees, overtime is a federal FLSA calculation. Wyoming does not add a broader daily overtime rule for those workers, so the standard trigger is hours worked over 40 in one fixed workweek. The controlling agencies are Wyoming DWS Labor Standards for Wyoming wage questions and the U.S. DOL WHD for FLSA overtime.
The result tells you how much of the week is paid at the regular rate, how much is paid at not less than one and one-half times the regular rate, and the total gross pay before taxes or deductions. It also helps you avoid a common mistake: treating a pay period as one pool of hours instead of calculating each FLSA workweek separately.
The FLSA workweek is a fixed, recurring period of 168 hours, or seven consecutive 24-hour periods. For most Wyoming private-sector covered nonexempt employees, hours over 40 in that workweek get overtime at 1.5x the regular rate. Hours may not be averaged over two or more weeks to avoid overtime, even when the payroll cycle is biweekly or semimonthly.
Example: a covered nonexempt Wyoming warehouse technician works 46 hours in one fixed FLSA workweek at a $28.80 regular rate. Regular pay is 40 hours × $28.80 = $1,152.00. Overtime hours are 6, the overtime rate is $28.80 × 1.5 = $43.20, and overtime pay is 6 × $43.20 = $259.20. Total gross pay is $1,411.20.
Wyoming's state minimum wage is $5.15 per hour, but employers subject to the FLSA must pay the federal minimum wage of $7.25 per hour. At that federal minimum wage, the minimum overtime rate is $10.875, commonly rounded to $10.88 per hour. Do not use the lower Wyoming state minimum wage for an FLSA-covered employee's overtime floor.
Wyoming-specific overtime rules mainly matter for public-sector and public-works settings. State and county employee overtime compensation is tied to work over 8 hours per day and 40 per week, and public-works laborers are subject to 8/day and 40/week limits with a 1.5x premium rule. For private-sector calculations, confirm the worker is covered and nonexempt before applying the standard 40-hour rule.
A one-off calculator is enough when you know the worker category, the fixed workweek, total hours worked, regular rate, and whether the person is covered and nonexempt. It is also enough for a quick payroll check when one employee has one hourly rate and no bonus, commission, shift differential, or policy-based premium that changes the regular rate.
A managed workflow is better when overtime affects payroll review every week. Everhour timecards record daily, weekly, and monthly work-hour totals, compare project hours with working hours, and support exports for payroll checks. That gives managers a review trail before overtime numbers move into payroll, especially when approvals, corrections, or missing hours need to be resolved.
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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For most Wyoming private-sector covered nonexempt employees, Wyoming does not add a broader daily overtime rule. The FLSA baseline applies after 40 hours in a fixed 168-hour workweek. Daily overtime can matter for Wyoming state or county employees and public-works laborers because those rules include 8-hour daily and 40-hour weekly thresholds.
For employers subject to the FLSA, the federal minimum wage of $7.25 per hour sets the wage floor because it is higher than Wyoming's $5.15 per hour state minimum wage. At $7.25, the minimum overtime rate is $10.875, commonly rounded to $10.88 per hour.
No. Each FLSA workweek stands alone for overtime calculations. A covered nonexempt employee who works 50 hours in one week and 30 hours in the next still has 10 overtime hours in the first week. Averaging the two weeks to reach 80 total hours does not remove the overtime obligation.
The FLSA does not require overtime pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. The federal trigger is hours worked over 40 in the workweek unless another law, employer policy, contract, or representative agreement provides a separate premium.
Executive, administrative, and professional employees generally need at least $684 per week on a salary or fee basis plus the applicable duties test to be exempt from FLSA overtime. Computer employees may qualify at $684 per week or $27.63 per hour plus the computer duties test. Outside sales employees have a duties test, but no DOL salary-level requirement.
Everhour timecards show daily, weekly, and monthly work-hour totals so managers can review hours before payroll. Teams can compare project hours with working hours, use Team Hours reporting, and export timecard data when payroll needs a documented weekly overtime check.
Use timecards to confirm weekly hours, review exceptions, and export payroll-ready records. Everhour gives teams daily and weekly work-hour visibility before overtime becomes payroll data.
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