![]() ![]() The FLSA regulations provide examples of how this regular rate / overtime rate calculation works, for different types of compensation arrangements. Under the FLSA, your regular rate of pay is determined by dividing your total remuneration for employment (except for a few statutory exclusions) in any workweek by the total number of hours you actually worked in that workweek. ![]() In calculating your regular rate (and therefore, your overtime rate) all compensation should be considered. This is true regardless of whether your employer pays you hourly, or a salary, piece rate, day rate, commissions, bonuses, or some combination of different forms of compensation. ![]() Under the FLSA, for overtime calculation purposes, an employee’s regular rate must be an hourly rate. The overtime rate, therefore, depends on the employee’s “regular rate.” The Fair Labor Standards Act generally requires overtime (hours worked over 40 in any workweek) must be paid at a rate not less than 1.5 times the employee’s regular rate. ![]()
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