Georgia follows the FLSA weekly overtime baseline, and Everhour keeps approved hours ready for review.
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For Georgia payroll, the core question is whether a covered, non-exempt employee worked more than 40 hours in one FLSA workweek. Georgia DOL directs wage-and-hour users to the FLSA for minimum wage and overtime standards, and federal overtime is administered by the U.S. Department of Labor Wage and Hour Division.
The result shows overtime hours, the overtime rate, overtime pay, and total gross pay for the week. It does not decide every exemption, bonus, commission, tip-credit, or contract issue. It gives a payroll-ready number when the employee is covered, non-exempt, paid by a known regular rate, and the workweek hours are correct.
Covered, non-exempt Georgia employees must be paid overtime for hours worked over 40 in a workweek under the FLSA baseline. The FLSA workweek is a fixed, recurring period of 168 hours, or seven consecutive 24-hour periods, and hours may not be averaged across two or more weeks.
There is no general daily overtime trigger or automatic weekend, holiday, or rest-day premium under the FLSA unless weekly overtime is worked. Georgia's listed state minimum wage is $5.15 per hour, but Georgia DOL says the federal minimum wage applies with limited exceptions; for FLSA-covered workers in Georgia, that federal minimum is $7.25 per hour.
Start with total hours actually worked in the fixed workweek. Regular hours are capped at 40, and overtime hours are hours over 40. Multiply regular hours by the regular rate, multiply overtime hours by 1.5 times the regular rate, then add the two amounts together.
Example: a covered, non-exempt Georgia employee works 49 hours in one fixed FLSA workweek at a $25.20 regular rate. Regular pay is 40 × $25.20 = $1,008.00. Overtime hours are 9, and the overtime rate is $37.80. Overtime pay is 9 × $37.80 = $340.20, so total gross pay is $1,348.20.
A calculator is enough for a one-off check when the workweek is clear, the employee is covered and non-exempt, the regular rate is known, and no commissions, piece rates, bonuses, or mixed pay rates change the calculation. Use it to spot whether a paycheck used weekly overtime correctly.
A managed workflow is the better fit when overtime needs approval, time entries change after submission, or payroll needs a clean handoff. Everhour Time Tracking captures task and project hours through timers or manual entries, supports approvals and locked periods, and keeps the weekly record available before 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 general daily overtime trigger applies under the FLSA baseline used for Georgia. Covered, non-exempt Georgia employees receive overtime when hours worked exceed 40 in one fixed workweek. A 10-hour day does not create overtime by itself unless the week total goes over 40 or another valid policy, contract, or law gives a greater benefit.
Use the employer's fixed and regularly recurring FLSA workweek: 168 hours, made of seven consecutive 24-hour periods. The workweek can start on any day and hour, but each workweek stands alone. Hours from two separate workweeks cannot be averaged to avoid overtime owed in the heavier week.
Georgia's FLSA overtime rate is at least one and one-half times the employee's regular rate of pay for overtime hours. For hourly employees with one rate, that regular rate is usually the hourly rate. For salaries, commissions, piece rates, or mixed earnings, use total non-excluded weekly remuneration divided by total hours actually worked.
No. 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 a more protective state rule, employer policy, union contract, or employment agreement provides a premium.
Employees treated as exempt need a real category check before overtime is skipped. Executive, administrative, and professional exemptions generally require at least $684 per week on a salary or fee basis plus duties tests. Computer employees have a $684 per week salary or fee basis option or a $27.63 per hour option, plus the computer duties test.
Everhour Time Tracking lets employees record task and project hours with timers or manual entries, then routes those hours into timesheets for review. Admins can use approvals, reminders, timer rules, and locked periods so payroll checks start from submitted records instead of rebuilt spreadsheets.
Everhour Reporting turns logged time into configurable reports with columns, grouping, filters, date ranges, and exports. When overtime tracking is enabled, overtime and double-overtime data can appear in Team Hours and custom reports for payroll review, billing checks, or management analysis.
Track approved hours before payroll starts. Everhour Time Tracking gives teams timers, manual entries, approvals, locked periods, and payroll-ready review records.
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