Commercial calculators · U.S. wage and hour

The timesheet total is not the wage. The punches are.

California does not pay “hours.” It pays the first eight, the next four, anything after twelve, and the seventh day of work in the workweek — and it refuses to stack those rates on the same hour. A New York restaurant does not care that you only worked six hours if the first punch was 7:00 a.m. and the last was 10:00 p.m. StatutePay is a set of punch-in / punch-out calculators that apply the section number, not a generic 40-hour column.

Cal. Lab. Code § 510 29 CFR § 778.115 §§ 512, 226.7 12 NYCRR § 146-1.6 NRS 608.018 AS 23.10.060 7 CCR 1103-1 Act 379-1948 Minn. Stat. §§ 177.253–.254 7 DCMR §§ 906.1, 907.1 24 V.I.C. § 20 ORS 652.020 / 653.265 R.I. Gen. Laws § 28-12-3.2 454 CMR 27.04(1) RSA 275:43-a Conn. Agencies Regs. § 31-62-D2(d) Cal. Lab. Code § 511 § 226.2(a) 8 CCR §§ 11040/11050/11070 NYC Admin. Code §§ 20-1222, 20-1231 MCC 6-110 ORS 653.412–653.490 SMC 14.22 LAMC § 185 Phila. Code §§ 9-4603, 9-4604 SF L.E.C. § 42.4 12 NYCRR § 146-1.5 12 NYCRR §§ 142-2.3, 142-2.4 N.Y. Lab. Law § 163-a / § 161 N.Y. Lab. Law § 170 29 CFR 785 / 790.6 29 CFR 778.207–.209 / .115 / .114 29 U.S.C. § 207(j) 29 U.S.C. § 207(k) 29 U.S.C. § 207

California daily overtime

1.5× after 8 through 12, 2× after 12, seventh day of work first 8 at 1.5× and the rest at 2×. Weekly 40 does not stack on an hour already paid at a premium.

Labor Code § 510 · DIR overtime FAQ

California meal and rest premiums

One extra hour at the regular rate per workday if a required meal is missing, and a second extra hour if a required rest is not provided. Those hours are not hours worked. Max one meal hour and one rest hour a day; they stack.

Labor Code §§ 512, 226.7 · IWC § 12 · DIR meal & rest FAQs

California reporting time + split shift

A 4-hour unpaid hole is a split; a 30-minute bona fide meal is not. Split is one hour at the $16.90 (2026) MW in addition to the MW for that workday — a floor, not DC 906. Reporting-time is half the scheduled day, min 2 max 4 at regular, plus a 2-hour second-report floor.

8 CCR §§ 11040, 11050, 11070 §§ 4(C), 5 · DIR MW-2026

California alternative workweek

After a 2/3 election: no daily OT for scheduled hours up to 10 (or 12 in healthcare) in a 40-hour week. 1.5× beyond scheduled up to 12; 2× after 12 and after 8 on an extra day. 9/80 noon-to-noon cut so the split Friday lands in the right workweek. Not LC 510.

Labor Code § 511 · DIR overtime exceptions · DLSE AB 60 memo

California piece-rate rest

Rest paid separate from piece-rate at the higher of average hourly (piece ÷ hours excluding rest) or the $16.90 statewide MW. Other nonproductive time ≥ MW. Not the 226.7 missed-break hour.

Labor Code § 226.2(a) · DIR AB 1513 FAQs · DIR MW-2026

California weighted-average overtime

Two straight-time rates in one CA workweek. Regular rate is the 778.115 weighted average, then Labor Code 510: 1.5× after 8, 2× after 12, 7th day 1.5×/2×, weekly 40 no-stack. Not the single-rate CA page and not FLSA weekly-only.

Labor Code § 510 · 29 CFR § 778.115

New York spread of hours

Hospitality: spread is first clock-in to last clock-out, lunch and gaps included. Over 10 hours → +1 hour at the 2026 basic minimum wage, not overtime, even if you earn $40.

12 NYCRR § 146-1.6 · DOL min. wage 1 Jan 2026

NYC Fair Workweek (fast food)

Schedule-change premiums in addition to wages: $10 / $15 add or move, $20 / $45 / $75 subtract or cancel. Clopening is $100 when two shifts have fewer than 11 hours overnight. Fast food, 30+ national establishments.

NYC Admin. Code §§ 20-1222, 20-1231 · LL 107 / 100 of 2017

Nevada overtime after 8

NRS 608.018 pays 1.5× after 8 in a workday only when the rate is under 1.5× state minimum wage ($18.00 as of 1 July 2026). At or above that, weekly 40 only.

NRS 608.018 · Labor Commissioner 2026 bulletin

Alaska overtime after 8

AS 23.10.060 is daily and weekly, with a written anti-pyramiding rule: hours already paid as daily overtime drop out of the weekly 40 count.

Alaska Stat. § 23.10.060 · 8 AAC 15.100

Colorado COMPS overtime

1.5× after 40/week, 12/workday, or 12 consecutive hours of the work period — pay the greater. Missed paid rest is extra 10 minutes of wages, not a California hour.

7 CCR 1103-1 COMPS Order #40 · eff. 1 Feb 2026

Puerto Rico daily 8

Act 379 still has an 8-hour legal workday. Over 8 in a calendar day at 1.5×; meal-period work at 1.5× for that period. Daily overtime does not pyramid into weekly.

Act No. 379-1948 · 29 L.P.R.A. §§ 271–274, 283

Minnesota meal and rest (2026)

30-minute meal on 6+ consecutive hours; 15-minute rest within each 4. If not allowed: missed time at the regular rate plus equal liquidated damages.

Minn. Stat. §§ 177.253, 177.254 · 1 Jan 2026

DC split shift + reporting time

One extra hour at the $18.40 (1 July 2026) minimum wage when hours are not consecutive. A meal-out of 1 hour or less is not a split. Reporting-time is 4 hours. Not NY spread. Not a CA meal premium.

7 DCMR §§ 906.1, 907.1, 999.2 · DOES min. wage 1 July 2026

U.S. Virgin Islands overtime

Greatest of 1.5× after 8 in a day, after 40 in a week, or all hours on the 6th/7th consecutive day. Split-interval: gaps over 2 hours at the regular rate. VIDOL min. wage $12.00 (24 April 2026).

24 V.I.C. § 20 · VIDOL Day 6 (18 April 2026)

Oregon manufacturing & canneries

Mills, factories, manufacturing, and off-farm canneries only: 1.5× after 10 in a day or 40 in a week, pay the greater. Most other Oregon jobs are weekly-40 only. Not a general daily-8.

ORS 652.020(2)–(3) · ORS 653.265 · BOLI

Rhode Island reporting time

If you report at the start of a shift and are furnished under 3 hours, pay is not less than 3× the regular hourly rate. Voluntary sub-3 and college-student carve-outs are labeled. Not a lunch premium. Not NY spread.

R.I. Gen. Laws § 28-12-3.2

Massachusetts reporting time

Scheduled ≥3 hours, report on time, not given expected hours: at least 3 hours at the $15.00 basic minimum wage (mass.gov, 2026) — not 3× regular. Charitable orgs exempt. Not a lunch premium. Not NY spread.

454 CMR 27.04(1) · M.G.L. c. 151, § 1

New Hampshire reporting time

Report at the employer’s request: at least 2 hours at the regular rate. County/municipal and ski-instructor carve-outs labeled out of scope. Not a lunch premium. Not NY spread.

N.H. RSA 275:43-a

Connecticut mercantile reporting

Mercantile (wholesale/retail) only: report by request or permission, whether or not put to work → four hours at the regular rate. DOL-approved waiver for regularly scheduled <4 hours still requires daily pay of 2× the $16.94 (2026) CT MW. Weekly 40 only. Not MA/RI/NH/NY 142.

Conn. Agencies Regs. § 31-62-D2(d) · CT DOL MW 1 Jan 2026

Chicago Fair Workweek

1 hour Predictability Pay for an employer change inside 14 days. 50% of pay for hours cancelled with under 24 hours’ notice. 1.25× the entire next shift that starts under 10 hours after yesterday’s last-out. Seven industries, 100+ global employees.

MCC 6-110-050, 6-110-070 · OLS notice 1 July 2026

Oregon predictive scheduling

1 extra hour at regular for an employer add over 30 minutes or a no-loss move without 14 days’ notice. ½× per scheduled hour not worked for cuts, cancels, or unused on-call. 1.5× only for hours inside the first 10 hours after yesterday’s last-out. Retail/hospitality/food, 500+ worldwide. Not general Oregon daily-8.

ORS 653.442, 653.455 · BOLI Predictive scheduling

Seattle Secure Scheduling

1 hour at the scheduled rate for added hours or a no-loss start/end/day change after posting. Half the hours not worked for cuts or unused on-call. 1.5× for hours inside the 10-hour rest window. 15-minute grace. Retail/food 500+ worldwide (full-service also 40+ locations).

SMC 14.22 · OLS Q&A Aug 2025 · Fact Sheet 27 Aug 2025

Los Angeles Fair Work Week

1 hour at regular for an employer increase over 15 minutes or each date/time/location change inside 14 days. ½× for hours not worked if hours drop by at least 15 minutes. 1.5× the entire following shift that starts under 10 hours after the previous. Large retail 300+ global.

LAMC Ch. XVIII Art. 5 § 185 · WagesLA

Philadelphia Fair Workweek

1 hour Predictability Pay for an employer add or no-loss date/time/location change after the 14-day posting. ½× per scheduled hour not worked for cuts, cancels, or unused on-call. $40 flat — not 1.25× — when the next shift starts under 9 hours after yesterday’s last-out. Retail/hospitality/food, 250+ employees and 30+ locations worldwide.

Phila. Code §§ 9-4603, 9-4604 · Fair Workweek Law PDF

San Francisco fair scheduling (FRERO)

Two weeks’ notice. Employer move, cancel, or required extra shift with less than 7 days’ notice: 1 hour (≥24h), 2 hours (<24h and shift ≤4h), or 4 hours (<24h and shift >4h) at the regular hourly rate. Unused on-call 2 or 4 hours by length. No clopening line in Art. 42. Formula retail 40+ worldwide and 20+ employees in SF.

SF L.E.C. § 42.4 · OLSE FRERO

New York miscellaneous call-in + split

Part 142, not hospitality 146: four hours or the regularly scheduled shift if shorter, at basic MW. One extra MW hour if the spread exceeds 10 hours, or there is a split, or both — not stacked. A meal of one hour or less is not a split.

12 NYCRR §§ 142-2.3, 142-2.4 · Westlaw / Cornell · DOL MW 1 Jan 2026

New York hospitality call-in

12 NYCRR § 146-1.5: at least 3 hours for one shift, 6 for two, 8 for three (or the regularly scheduled shift if shorter). Hours furnished at the regular rate; the balance at the 2026 basic minimum wage ($17 NYC/LI/Westchester, $16 rest of NY) with no tip credit. Not NYC Fair Workweek. Not spread-of-hours.

12 NYCRR § 146-1.5 · DOL hospitality FAQ · DOL MW 1 Jan 2026

New York farm overtime (2026)

As of 1 January 2026, 1.5× after 52 hours in a calendar week (including H-2A). Labor Law § 163-a still says 60 — this page uses 52. Designated rest day hours at 1.5× (Labor Law § 161). Not hospitality call-in, not spread, not NYC Fair Workweek, not domestic § 170.

FLFLPA · DOL FAQ chart · § 163-a / § 161 · 19 Dec 2025 news

New York domestic overtime

Labor Law § 170: 1.5× after 40 hours in a week, or 44 if the worker lives in the employer's home. One 24-hour rest day, or overtime for hours on that day. Three paid rest days after one year — labeled, not a weekly line. Not farm, not call-in, not spread, not NYC FWW.

Labor Law § 170 · § 161 · DOL Bill of Rights · Facts PDF

FLSA hospital 8/80

By prior agreement, a hospital or residential-care institution may use a fixed 14-day period: 1.5× over 8 in a workday and over 80 in the period. Daily OT premium is credited toward the 80. California double-after-12 toggle. Sleep-time exclusion on the same page.

29 U.S.C. § 207(j) · 29 CFR § 778.601 · WHD Fact Sheet #54

FLSA hours worked

Which punches count: ordinary commute does not; site-to-site drive during the day does; one-day out-of-town minus usual commute and meal; overnight only during corresponding workday hours. Bona fide meal ≥30 min out; 5–20 min rest in. Waiting and on-call cards. Not weekly-40 OT.

29 CFR 785.33–41 / 785.14–17 / 785.19 · 790.6 · 29 U.S.C. § 254 · Fact Sheet #22

FLSA regular rate

Nightshift differentials and nondiscretionary bonuses must hit the regular rate before 1.5× and may not be credited toward FLSA OT. Two rates → weighted average. Labeled card: fluctuating workweek § 778.114 (salary ÷ hours, extra ½× on hours over 40). Not the single-rate weekly-40 page.

29 CFR §§ 778.207(b), 778.208, 778.209, 778.115, 778.114 · Fact Sheets #23 / #56A

FLSA 7(k) fire / police

PUBLIC AGENCY ONLY (State / political subdivision). Fire 212 hours / 28 days (106/14, 53/7); law enforcement 171 / 28 (86/14). 1.5× above the 29 CFR § 553.230 table. Not private security. Not hospital 8/80.

29 U.S.C. § 207(k) · 29 CFR § 553.230 · WHD Fact Sheet #8

Federal FLSA weekly 40

The baseline most states still sit on: 1.5× after 40 hours in a workweek. No daily overtime, no double time, no spread premium. Use this when no state daily rule applies.

Fair Labor Standards Act, 29 U.S.C. § 207

What you enter is not “hours.” It is a workday.

Every calculator on this site takes the same three facts a wage order actually cares about: when you punched in, when you punched out, and how many minutes of unpaid lunch sat in the middle. You can add a second (or third) shift on the same day. The engine then does two different measurements.

Hours worked is the sum of the shifts minus unpaid lunch. That figure feeds overtime and double time. Span is first punch to last punch, including the lunch and every gap between splits. New York hospitality pays on the span. California overtime pays on the hours. Using one number for both is how people underpay a split shift.

What this site will not do

It will not invent on-duty meal agreements or Brinker timing charts. Miscellaneous-industry call-in and split/spread live on their own 12 NYCRR 142 page; they are not folded into hospitality 146. Alternative workweeks live on their own Labor Code 511 page; they are not folded into the LC 510 default. If a rule is not on the page, it is not in the math. Each calculator stamps its scope in plain language so a search snippet and a human being get the same story.

FAQ

How is StatutePay different from a timesheet totaler?

A timesheet adds hours. These calculators start at the punches: first clock-in, last clock-out, unpaid lunch, and multiple shifts in a day. Pay is then split the way the statute splits it — daily overtime, seventh day, meal premium, or spread-of-hours — not as one blended total.

Which statutes are implemented?

California Labor Code 510 (daily 8/12 and seventh day), California weighted-average overtime (29 CFR 778.115 regular rate + LC 510), California Labor Code 512 and 226.7 meal and rest premiums, California IWC Wage Orders 4/5/7 split-shift and reporting-time (8 CCR §§ 11040, 11050, 11070), California Labor Code 511 alternative workweek, California Labor Code 226.2 piece-rate rest, New York 12 NYCRR 146-1.6 hospitality spread-of-hours, NYC Admin. Code §§ 20-1222 and 20-1231 Fair Workweek, Nevada NRS 608.018, Alaska Statute 23.10.060, Colorado COMPS Order #40 (7 CCR 1103-1), Puerto Rico Act 379-1948, Minnesota Statutes 177.253 and 177.254 (1 Jan 2026), District of Columbia 7 DCMR 906.1/907.1/999.2, 24 V.I.C. § 20, Oregon manufacturing/canneries ORS 652.020 and 653.265, Rhode Island Gen. Laws § 28-12-3.2, Massachusetts 454 CMR 27.04(1), New Hampshire RSA 275:43-a, Connecticut mercantile reporting Conn. Agencies Regs. § 31-62-D2(d), Chicago MCC 6-110 Fair Workweek, Oregon predictive scheduling ORS 653.412–653.490, Seattle SMC 14.22 Secure Scheduling, Los Angeles LAMC § 185 Fair Work Week, Philadelphia Phila. Code §§ 9-4603 and 9-4604 Fair Workweek, San Francisco L.E.C. Art. 42 FRERO, New York 12 NYCRR 146-1.5 hospitality call-in, New York 12 NYCRR 142-2.3 / 142-2.4 miscellaneous call-in and split/spread, New York farm overtime (Labor Law § 163-a / DOL 52-hour 2026 + § 161 rest day), New York domestic overtime (Labor Law § 170), FLSA hours worked (29 CFR 785.33–41 / 785.14–17 / 790.6 / 29 U.S.C. § 254), FLSA regular rate (29 CFR 778.207(b) / 778.208 / 778.209 / 778.115 / 778.114), FLSA 8/80 (29 U.S.C. § 207(j)), FLSA 7(k) public-agency fire/police (29 CFR § 553.230), and the federal FLSA 40-hour week.

Is this legal advice?

No. Each page labels what is in scope and what is out of scope. Alternative workweeks, IWC-order exceptions, regular-rate add-ons, and exemptions are not invented and are not applied unless the page says so.