Time and a half, double time, the blended regular rate a bonus creates, and the back pay owed when overtime was paid on base rate. Nothing leaves this tab.
Federal rule: 1.5× for hours above 40 in a seven-day workweek. No daily threshold.
The differential applies to every hour worked, overtime hours included. Leave it at 0 for a straight day shift.
Production, attendance, safety or team bonus. It is part of the regular rate, so it raises the overtime rate for that week. A discretionary bonus is not.
Base × 1.5 is $33.00. If the payslip shows that figure while a bonus was earned, the rate is short.
Free, no account, no daily limit. Results are an arithmetic estimate under the rule selected — not legal advice.
Every number is computed in the page from the fields above. There is no upload and no account, so you can enter a real payslip without it being logged anywhere.
Overtime is not "base pay plus half". The federal rule is one and a half times the regular rate, and the regular rate is total straight-time earnings for the workweek divided by hours worked. Base hourly pay is only one ingredient. A shift differential, a production bonus, a commission on a sales run, a longevity increment paid per hour — each of those raises the regular rate, and each of those therefore raises the price of every overtime hour in that week.
Payroll systems commonly compute overtime as base × 1.5 and stop there. When no bonus and no differential exist, that is correct. When a $200 bonus lands in a 48-hour week, it is short by a few dollars, and the shortfall repeats every week the pattern continues. Multiply a few dollars by 26 pays and it becomes a claim.
Base rate $22.00, shift differential $3.00, 48 hours over five days, a $200 production bonus, and a payslip that paid the 8 overtime hours at $33.00 — base × 1.5.
Straight-time earnings are 48 × $25.00 = $1,200, plus $200 of bonus, so $1,400. The regular rate is $1,400 ÷ 48 = $29.1667. Overtime premium at half of that is $14.58 an hour, so the 8 overtime hours carry $116.67 on top of the $1,400, for a correct weekly total of $1,516.67. Hours worked at straight time all week are already inside the $1,400, which is why only the premium is added.
Now look at the payslip. It paid 40 × $22.00 = $880 of regular time and 8 × $33.00 = $264 of overtime, so $264 − 8 × $25.00 = $64.00 of premium — against $116.67 due. That is $52.67 short in one week, with the differential already paid on every hour. Over 26 weeks the rate error alone is $1,369.33. If payroll also left the $3 differential off the 8 overtime hours, add $24 a week and the 26-week total becomes $1,992.67. Change one input — the same employer paying $36.00 overtime but no differential — and the weekly gap shrinks to about $12.67, which is the pure bonus-rate error: small, systematic, and worth 26 × $12.67 = $329.33.
Employment lawyers who take wage claims usually work on contingency at 33 to 40 percent of the recovery, which makes sense for a five-figure claim and makes no sense for a $329 rounding dispute. Payroll consultants bill $120 to $250 an hour for an audit of a single payroll run. The arithmetic on this page takes ten seconds and tells you which of those two conversations you are actually having. If the number is small and the pattern is real, the useful next step is a written request to payroll for the rate calculation, not a lawyer.
In the US, one and a half times the regular rate for hours over 40 in a workweek is the federal floor. California and a handful of other states add daily overtime beyond 8 hours and double time beyond 12. Union contracts can set higher rates, and some set double time on Sundays or holidays. Switch the rule above and compare.
A non-discretionary bonus does, because it is part of the regular rate. A $200 bonus in a 48-hour week at $22 an hour moves the rate from $22.00 to $26.17 and adds about $4.17 to the week's overtime. A genuinely discretionary bonus, awarded at the employer's option with no prior promise, is normally excluded.
No. The regular rate is computed for the workweek in which the bonus or differential was earned, and the extra half-time is due in that payroll. Correcting it months later, or not at all, is the most common form of overtime underpayment.
Only if the salary does not meet an exemption. The executive, administrative and professional exemptions generally need a fixed salary above a set weekly threshold, a genuine salary basis, and duties that are mostly managerial or professional. A salaried shift supervisor who spends most of the day on the floor can still be owed overtime.
Yes, when it is extra pay for night, weekend or rotating shifts. A $3 premium on a $22 base makes the regular rate $25 before overtime, and the premium also applies to the overtime hours worked on that shift.
Two years from the date wages were due under the federal statute, or three years where the violation was willful. Some states allow longer for state-law claims and add penalties. Keep your own hours records: once an employer produces time records, the burden of disproving them gets heavier.
Calculators and text tools cost nothing and have no daily counter. The file tools — numbering, splitting, generating documents — are metered, and All-Access removes their limits.