In some cases, overtime may be absolutely necessary in order to complete a project or meet a deadline. If this is the case, make sure you communicate this to your employees ahead of time so they know what to expect. This way, they can start and finish their workday at a time that works best for them. Just be sure to set clear guidelines so everyone is on the same page. If your employees are finding it difficult to balance their work and personal lives, consider implementing flexible hours.

In Texas, for example, the Texas Workforce Commission offers guidelines and a calculator on its website. With a few simple formulas and the help of our workforce management software, you’ll be cutting checks like the pros in no time. In the next two sections, we’ll introduce you to the two formulas that will help you learn how to calculate overtime for your employees. However, the next step differs depending on whether the salary is for a fixed workweek of 40 hours, a fixed workweek of more than 40 hours, or a fixed workweek of less than 40 hours. Department of Labor regulates overtime and other pay provisions through the Fair Labor Standards Act. In addition to overtime provisions, the Act regulateschild laborand minimum wage activities of U.S. employer.

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While you can ask your employees to complete extra work, it will cost you more than their usual hourly rate. We’ll explore overtime pay and what every small business owner should know to fulfill legal obligations and correctly compensate their employees.

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• To calibrate all of this, the overtime hours need to be multiplied by one-half of the regular rate.
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Any work an employee does beyond 40 hours a week is subject to overtime pay, with some exemptions. So, a salaried employee making $30,000 per year would make $576.92 per week. The Department of Labor requires any exempt, salaried worker, including managers, earning less than $35,568 per year to get overtime pay if they work more than their scheduled hours. The Fair Labor Standards Act makes it a requirement to pay overtime to non-exempt employees, although there are some exceptions for exempt employees. A GS-7, step 1 employee ($10.07 per hour) works an 8-hour day, Wednesday thru Sunday from 10 p.m.

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Overtime in Colorado applies when over 40 hours are worked in a week, 12 hours in a work day, or over 12 consecutive hours. Overtime in California applies for over 40 hours worked in a week, or over eight hours a day, or over six days in a work week. Overtime in Alaska applies for over 40 hours worked in a week or more than eight hours a day. With a resource management platform, managers can check an employee’s deliverables in real-time, have greater control over planning, and give tasks to the right people. This will help you better understand and manage hourly employee workload so that they can stay productive and happy. To address your company’s need for overtime, it’s important to get a proper resource management process in place.

Thus, a nonexempt employee’s time worked “vests” at the end of each work week . Overtime is paid based upon an employee’s regular hourly rate of pay. The regular rate of pay is calculated by adding up all the pay and dividing it by the total number of hours worked. If you pay any kind of commission or incentive, this needs to be added in when calculating the regular rate. Non-exempt employees are individuals who are paid hourly for the work they do, work for minimum wage, or above, and are entitled to overtime pay when they work more than 40 hours per week. Since the employee understands that hours and pay will not be regular, then the salary promised is for all hours worked, whether few or many. The first step in calculating overtime pay is to divide the salary earned by the hours worked.

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The how to calculate overtime pay does not require employers to pay overtime for night, holiday, or weekend work; these rates are determined by the employer or by union contracts. Under the FLSA, any non-discretionary bonuses or commission earned by a nonexempt employee must be factored into their regular rate of pay. The calculation method varies depending on if the bonus or commission payment is allocated by the workweek or some other frequency, e.g., monthly, quarterly, annually. See the examples below for a better understanding of how to calculate overtime for both hourly employees and salaried non-exempt employees. The federal government established this as law in the Fair Labor Standards Act of 1940. Before that, employers could require their employees to work any number of hours at their regular pay rate. This includes any time worked beyond the normal 40-hour workweek, as well as any time worked on weekends or holidays.

Before that, salaried employees who were exempt from earning overtime pay had to make at least $455 per week. So, for example, if you have an employee whose regular pay rate is $12 per hour, to find their overtime pay rate, you’d plug $12 into the formula above. You must pay at least the minimum for overtime, but you may decide to pay employees at a higher rate, and for overtime starting at lower hours per week.

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The good news is, if you need to pay your employees overtime, that means there’s no lack of demand for your company’s services. What’s more, no matter the size of your business, you can use tools that make it easy to calculate and pay employees for the overtime they accrue. In addition to FLSA requirements, each state has its own requirements for paying employees overtime.