Overtime Pay Calculator

Under FLSA regulations (29 CFR 778.115), if you work two or more different jobs at different rates for the same employer, you cannot simply calculate overtime based on the highest rate. Instead, your employer must calculate the Weighted Average Regular Rate of Pay (RROP), also known as the blended rate.

The Blended Rate Formula:
Blended Rate = Total Straight-Time Earnings ÷ Total Hours Worked

Once the blended rate is established, the employer pays a 0.5x half-time premium on all weekly hours worked over 40. You can calculate this automatically using our Weighted Average Overtime Calculator.

Weekly Overtime is the federal standard under the FLSA, requiring employers to pay 1.5x overtime premiums for any hours worked past 40 hours in a single, defined workweek of 7 consecutive days.

Daily Overtime is a state-specific benefit. Only a few states (such as California, Alaska, and Nevada) legally require employers to pay 1.5x overtime for hours worked past 8 hours in a single workday, regardless of whether the employee exceeds 40 hours in the week.

Under federal FLSA rules, there is no legal right to double-time pay (2.0x). Employers are only required to pay time and one-half (1.5x) for weekly overtime.

However, California has strict state laws that mandate double-time pay under specific conditions:

• For all hours worked over 12 hours in a single workday.
• For all hours worked past 8 hours on the 7th consecutive day of work in a single workweek.

No, receiving a salary does not automatically exempt you from overtime. Many employees are classified as salaried non-exempt and are legally entitled to overtime. To be legally exempt from overtime in the US, you must pass two tests:

• Salary Threshold Test: You must earn at least the federal salary minimum (historically $684/week, though state limits are much higher, like CA's $1,280/week).
• Primary Duties Test: Your primary job responsibilities must fall under administrative, professional, executive, computer, or outside sales categories as defined by the DOL.

Audit your job status instantly using our FLSA Exemption Diagnostic Quiz.

Yes. Under federal labor laws, there are no limitations on the number of hours an adult employee (16 years or older) can be scheduled to work. Your employer has the legal right to establish mandatory overtime shifts.

However, if you work those hours, they must legally pay you the appropriate 1.5x overtime premium. An employer cannot fire or discipline you for refusing unpaid overtime, and some states (like Oregon or California) have weekly caps or special rules for specific heavy-labor sectors like manufacturing.

Under the FLSA Portal guidelines:

• Rest Breaks (5 to 20 minutes): Legally count as hours worked and must represent paid time.
• Meal Breaks (30 minutes or longer): Are unpaid, provided the employee is completely relieved from all job duties (meaning they are free to leave their workstation).
• Commuting (Home-to-Work): Normal daily travel to and from your home is unpaid.
• Site-to-Site Travel: Travel between job sites during your workday represents paid compensable time.

Check your specific shift compensations using our FLSA Hours Worked & Travel Advisor.

Under standard US jurisprudence and labor regulations, when federal and state laws conflict, the doctrine of preemption dictates that the law providing the greatest benefit to the employee must be followed.

For example, if federal law only requires weekly overtime after 40 hours, but California law requires daily overtime after 8 hours, California employers must follow California state law. Conversely, if a state has weaker labor laws than the federal FLSA, the federal FLSA guidelines automatically override the state rules.