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

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

California makeup time

Same-workweek makeup hours drop out of Labor Code 510 daily 8 — except hours over 11 in a day (punches minus lunch) or 40 in the week. Not the 8/12/7th-day premium page and not comp time.

Labor Code § 513 · 8 CCR § 11040(3)(M)

California personal attendant OT

Labor Code § 1454 / AB 241: 1.5× after 9 in a workday and after 45 in a workweek. No double time. Not LC 510 and not Wage Order 15 live-in 6th/7th.

Labor Code § 1454 · DIR Domestic Worker Bill of Rights

California live-in domestic OT

Wage Order 15 live-in non-attendant: 1.5× after 9 in a workday; on the 6th and 7th workdays, 1.5× for the first 9 hours and 2× over 9. Not § 1454 weekly 45.

8 CCR § 11150 § 3(A)–(B) · DIR domestic FAQ

California residential care OT

Wage Order 5 § 3(A)(2) children’s 24-hour residential care: 1.5× after 40 in a workweek, 2× after 48 in a workweek, 2× after 16 in a workday. A 12-hour group-home day is all regular. Not LC 510.

8 CCR § 11050 § 3(A)(2) · DIR Exceptions FAQ

California ski industry OT

Wage Order 10 § 3(K) ski establishment during Alpine/Nordic ski months: 1.5× after 10 in a workday or 48 in a workweek. No double time after 12. LC 510 seventh-day still applies. Not LC 510 8/12/40 and not Oregon mfg 10/40.

8 CCR § 11100 § 3(K) · DIR Exceptions FAQ · DLSE 2000.11.03

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. Ski Rule 2.4.3 and agricultural Rule 2.3.2 are different pages.

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

Colorado ski industry OT

COMPS Rule 2.4.3 downhill / snowboard ops and on-mountain F&B: no weekly 40; still 1.5× after 12 in a workday or 12 consecutive. Five 10-hour days are all regular here. Lodging stays on general COMPS. Not California ski 10/48.

7 CCR 1103-1 COMPS Order #40 Rule 2.4.3 · CDLE PDF 1 Feb 2026

Colorado agricultural OT

COMPS Rule 2.3.2: 1.5× after 48 in a workweek (56 in a highly seasonal peak week). No daily 12 at 1.5×. Workday over 15 hours or 15 consecutive hours adds one hour at 2026 CO MW $15.16. Not general COMPS 12/12/40. Not NY farm 52.

7 CCR 1103-1 COMPS Order #40 Rule 2.3.2 · PAY CALC 2026 $15.16

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

Oregon public works OT

Prevailing-wage / public-works: 1.5× after 8 on a weekday (after 10 on a followed 4×10). Saturday, Sunday, and listed legal holidays: ALL hours at 1.5×. Not manufacturing daily-10. Not a general Oregon daily-8.

ORS 279C.540 · OAR 839-025-0050 · BOLI PWR overtime

Kentucky seventh-day overtime

Seven days in one workweek and the week over 40: ALL hours on Day 7 at 1.5×. Weekly 40 leftover only. No daily OT, no double time. Not CA LC 510 7th-day 1.5×/2×. Not USVI 6th+7th consecutive.

KRS 337.050 · 803 KAR 1:061 § 9(6) · ELC Wage and Hour poster

Long Beach hotel room-cleaner workload

More than 4,000 sq ft in an eight-hour workday: ALL hours that day at 2×. Cap prorates under 8 hours and drops 500 sq ft per checkout/additional-bed room over six. Under the cap, CA daily 8/12. Not CA DT-after-12. Not 5.49.050 10-hour consent.

LBMC § 5.49.040 · Measure WW · City Clerk 2018 ordinance

Seattle hotel room-cleaner workload

More than 4,500 sq ft in an eight-hour workday: 3× only for the proportional excess cleaning time — not Long Beach 2×-all-hours. Cap prorates under 8 hours and drops 500 sq ft from the 10th strenuous room cleaning. Weekly 40 leftover. Not Secure Scheduling.

SMC § 14.27.050 · Ord 125928 · OLS hotel injury fact sheet

Missouri public works OT

Prevailing-wage / public works: 1.5× after 10 in a day and after 40 in a week. Sunday and listed holidays: ALL hours at 2×. Saturday is not an all-hours premium. Typed rate includes fringe. Not Oregon PW Sat/Sun 1.5×.

RSMo § 290.230 · DOLIR Prevailing Wage FAQ · AWO look-up

Missouri amusement OT (after 52)

RSMo § 290.505(2): seasonal amusement/recreation meeting FLSA 13(a)(3) gets 1.5× after 52/week — Missouri keeps OT where federal law can fully exempt. No daily OT. Six 10h days @ $20 = $1,280 here vs $1,200 all-ST under pure FLSA exemption.

RSMo § 290.505(2) · 29 U.S.C. § 213(a)(3) · DOL Fact Sheet #18

CA passenger fishing trip wage

WO 10 § 4(E): licensed CPFV crew trip MW formula — half-day 6×MW, three-quarter 10×MW, full-day & overnight 12×MW, excess at MW. OT-exempt (§ 3(N)). Not LC 510, not CA ski.

IWC Wage Order 10 § 4(E) · 8 CCR § 11100 · FGC § 7920 · DIR MW-2026 $16.90

PR Christmas bonus (aguinaldo)

Act 148-1969 private-sector Christmas bonus: pre-2017 ≥700h → 6%/3% of first $10,000; post-LTFA ≥1,350h → 2% capped $600/$300; first year 50%; late +½×/+1×. Not Act 379 daily OT.

Act 148-1969 · 29 L.P.R.A. §§ 501–502 · Act 4-2017 · DTRH Bono Empresa Privada

CA motion-picture minors OT (6th day)

WO 12 § 3(E): minors get 1.5× for ALL hours on the sixth consecutive workday — even a short Saturday after five short weekdays. Not LC 510. Not extra-player § 3(D). Emancipated 16/17 → adult bands.

IWC Wage Order 12 § 3(E) · 8 CCR § 11120 · DIR FAQ Overtime Exceptions

Minnesota public works OT

Prevailing-wage / public works: 1.5× after 8 in a day and after 40 in a week. No Saturday/Sunday/holiday all-hours premium — unlike Oregon PW and Missouri PW. Typed rate is the hourly basic rate; fringe at 1×. Not Minnesota meal/rest.

Minn. Stat. §§ 177.42–177.43 · DLI Know your rights · MnDOT overtime

New York building-service OT (Article 9)

Public-agency building-service contracts over $1,500: 1.5× after 8 in a day and after 40 in a week on the prevailing basic cash rate. No weekend all-hours premium. Janitors, cleaners, guards — not construction Article 8. Not NY farm or domestic.

Labor Law § 232 · Article 9 FAQ · DOL Article 9 schedule intro

Oregon agricultural OT (ORS 653.272)

Farm and agricultural workers in 2025–2026: 1.5× after 48 hours in a workweek. No daily OT. No Colorado peak-56 / 15-hour MW lump. Not NY farm 52. Drops to weekly 40 on 1 Jan 2027.

ORS 653.272 · ORS 653.271 · BOLI ag overtime · HB 4002

Nevada public works overtime

NRS 338.020: 1.5× after 8/day (after 10 with mutual 4×10) and after 40/week on the prevailing rate. No Sat/Sun/holiday all-hours premium — unlike Oregon PW and Missouri PW. Not private NRS 608.018. Not Minnesota PW (no statutory 4×10).

MN migrant 70h guarantee

Recruited migrant ag: ≥70 hours' pay in any two successive weeks at statement rate or MW ($11.41 statewide 2026), plus § 177.25 after-48 each week. Climate 7+ days: −5h + $50/day. Not Oregon ag weekly-48-only. Not daily reporting floors.

Alaska flex plan OT (after 10)

AS 23.10.060(d)(14) / 8 AAC 15.102: DOL-approved voluntary flex plan moves daily OT to after 10 (+ after 40/week). Uncheck to revert to after 8. No DT. Not standard /alaska-overtime/. Not CA AWW.

AS 23.10.060(d)(14) · 8 AAC 15.102 · DOLWD flex form / industry notice

Alaska flat-rate mechanic OT

AS 23.10.060(d)(17)/(e): flat-rate auto mechanic floor = greater of 75% of the agreed flat hourly rate or 2× Alaska MW ($14 → $28 as of 1 Jul 2026); then 1.5× after 8/day + after 40/week. Not school-bus 2× MW occupation floor. Not typed-RR /alaska-overtime/.

AS 23.10.060(d)(17)/(e) · DOLWD MW 1 Jul 2026

Alaska school bus driver wage

AS 23.10.065(b)/(c): public school bus driver straight-time floor = 2× Alaska MW ($14 → $28 as of 1 Jul 2026); no fringe credit; mid-contract freeze under (c); then AS 23.10.060 after 8/day + after 40/week. Five 10h days at floor → $1,540. Not flat-rate mechanic 75% track.

AS 23.10.065(b)/(c) · AS 23.10.060 · DOLWD MW 1 Jul 2026

Delaware wage-payment LD (§ 1103)

19 Del. C. § 1103: 10% of unpaid wages per day except Sunday and legal holidays (Saturday counts), capped at unpaid wages. Due = later of next payday or +3 business days. 10 countable days unpaid $400 → $400; 5 days → $200. Same 10d CA LC 203 @ $20×8h → $1,600; OR unpaid $400 no notice → $400; ID → $750. Not LC 203 / ORS 652.150 / Idaho § 45-607.

19 Del. C. § 1103 · Delaware Code Online Title 19 ch. 11

Oregon penalty wages (ORS 652.150)

ORS 652.150 / OAR 839-001-0470 / BOLI: willful unpaid final wages → 8h × hourly × min(calendar days late, 30). 100% unpaid cap unless written notice and the employer fails to pay within 12 days. 30 days @ $10, unpaid $400, no notice → $400 (CA LC 203 → $2,400). Ten days @ $20 notice-fail → $1,600. Not /california-waiting-time-penalty/.

ORS 652.150 · OAR 839-001-0470 · BOLI Paychecks

Idaho wage-claim penalty (§ 45-607)

Idaho Code §§ 45-606 / 45-607: last-employed daily rate × min(calendar days late, 15); $750 cap ($500 if paid before § 45-620 lien). 15d @ $20×8h → $750 (CA LC 203 $2,400; OR 15d unpaid $400 no notice → $400). Not /california-waiting-time-penalty/. Not /oregon-waiting-time-penalty/.

Idaho Code §§ 45-606, 45-607 · Idaho Department of Labor

Maine final-pay liquidated damages

26 M.R.S. §§ 626 / 626-A: unpaid wages (and accrued vacation) due by the next payday; judgment adds 2× that base after an 8-day gate. $400 unpaid → $800 LD / $1,200 (CA 15d $2,400; OR 15d unpaid $400 → $400; ID 15d → $750). Not /california-waiting-time-penalty/. Not /idaho-waiting-time-penalty/.

26 M.R.S. §§ 626, 626-A · BLS Policy 22-01

California waiting-time penalty (LC 203)

Lab. Code §§ 201–203 / DIR FAQ: willful failure to pay final wages → daily rate × min(calendar days late, 30). DIR salesclerk: discharge Fri 5/3 unpaid until Fri 6/14 (42 days) @ $10×8h → 30×$80 = $2,400. Good-faith dispute → $0. Not /california-reporting-split/. Not /puerto-rico-christmas-bonus/.

Lab. Code §§ 201, 202, 203 · DIR FAQ_WaitingTimePenalty

New Mexico continuing wages (§ 50-4-4)

NMSA 1978 § 50-4-4: missed 5-day (fixed) or 10-day (piece) discharge deadline → wages continue from discharge until paid, not past the 60th day. Classic 60d @ $10×8h → $4,800 (CA LC 203 30d → $2,400; LA 90d from demand → $7,200; ID 15d $750; OR unpaid $400 → $400; ME $400 after 8-day → $800 LD / $1,200). Demand + refusal required. Quit § 50-4-5 → $0. Not /california-waiting-time-penalty/. Not /louisiana-waiting-time-penalty/.

NMSA 1978 §§ 50-4-4, 50-4-5 · NM Compilation Commission Chapter 50 (2024)

Louisiana penalty wages (R.S. 23:632)

La. R.S. 23:631 / 23:632: lesser of 90 days at the daily rate, or full wages from demand until paid. Classic 90d @ $10×8h → $7,200 (CA LC 203 30d cap → $2,400; OR 8h×30 unpaid $400 → $400; ID 15d $750; ME $400 after 8-day → $800 LD / $1,200). Demand required. 632(B) good-faith → $0. Not /california-waiting-time-penalty/. Not /oregon-waiting-time-penalty/. Not /idaho-waiting-time-penalty/. Not /maine-final-pay-liquidated/.

La. R.S. 23:631 / 23:632 · Louisiana Legislature

California ambulance sleep / meal OT

IWC WO 5 § 3(J) / WO 9 § 3(K) / Monzon: 24h ambulance tour with written agreement excludes ≤8h uninterrupted sleep (Monzon ≥5h gate) + ≤3×1h meals; remaining hours under LC 510 daily 8/12 / 7th / weekly 40. 24h + 8h sleep + 3h meals @ $25 → $400 (full-tour $950). Not /flsa-8-80/ 785.22, not /california-overtime/, not residential-care 40/48/16.

IWC WO 5 § 3(J) · WO 9 § 3(K) · Monzon (1990) 224 Cal.App.3d 16 · DLSE 29 May 1998 · Lab. Code § 510

California Alvarado flat-sum bonus OT

Alvarado v. Dart Container (2018) 4 Cal.5th 542 / LC 510 / DIR Overtime FAQ: flat-sum nondiscretionary bonus ÷ nonovertime hours actually worked (not ÷ all hours); combined RR; OT on the bonus at full 1.5×/2× (not FLSA 0.5×/1×). $20/h + $100 · five 10h days → $1,237.50 (FLSA method $1,210). Not /california-overtime/, /california-weighted-average-overtime/, or /flsa-regular-rate/.

Alvarado v. Dart Container · Lab. Code § 510 · DIR FAQ_Overtime · DLSE Manual § 49.2.4.2

Colorado salaried OT (COMPS 1.8.2)

COMPS #40 Rule 1.8.2: non-exempt weekly salary — clear mutual understanding → RR = rem÷hours + half-time OT; else RR = rem÷40 + full 1.5×. OT hours still use Rule 4.1.1 greater-of after-40 / after-12/day / after-12 consecutive. $1,000 / 50h → $1,375 (unchecked) or $1,100 (checked). One 13h day → $1,037.50 here vs PA/HI $1,000. Not /colorado-overtime/ hourly. Not PA/HI/CT ÷40 cousins.

7 CCR 1103-1 Rules 1.8.2 / 4.1.1 · PAY CALC 2026 MW $15.16

Maryland agricultural OT (after 60)

Lab. & Empl. § 3-420(c): for FLSA-OT-exempt farm employees still covered by Maryland OT, 1.5× after 60/week. No daily OT. Not OR 48, CO 48/56, NY farm 52, or MN migrant 70h. Not the killed MD 48 bowling/residential row.

Md. Code, Lab. & Empl. § 3-420(c) · § 3-415 · MD Labor wagehrfacts / Guide

Oregon minors adequate work

OAR 839-021-0087(5): minor reports for a scheduled shift → greater of 1h at regular or ½ the agreed hours. An 8h shift shorted to 1h @ $20 is $80 — not Maine $40, NH $40, NJ $20, or CA 2–4h. Adults: repealed 1990.

OAR 839-021-0087(5) · BOLI Minor Workers · ORS 653.455(5)(c) carve-out

Maryland public works OT

State Fin. & Proc. § 17-214: 1.5× after 10/day and after 40/week. Sunday and legal holidays: ALL hours at 1.5×. Saturday is not all-hours. Eight Sunday hours @ $20 are $240 here vs $320 Missouri PW and $160 Minnesota PW.

Md. Code, State Fin. & Proc. § 17-214 · § 17-208 · MD Labor PW Overview / FAQ Q49

California sheepherder OT

LC § 2695.2 / WO 14 § 4(E): alternative monthly MW for 24/7 on-call sheepherders. RR = monthly×12/52/168; AB 1066 / LC 510 8/12/7th on that RR. 2026: $3,004.50 + $1,933.71 OT = $4,938.21. Not general CA ag at $16.90/h.

Lab. Code § 2695.2 · IWC WO 14 § 4(E) / § 3(A) · DIR DLSE sheepherder OT chart

California mine & smelter OT

Lab. Code §§ 750–751.8: with a § 750.5 scheduled shift, 1.5× after scheduled hours up to 12 / 2× after 12 / weekly 40 (daily OT excluded). No AWW extra-day rule. Without § 750.5 → after 8. Not LC 510 7th-day.

Lab. Code §§ 750, 750.5, 751.8 · Chapter 3 Smelters and Underground Workings

California extra player OT

WO 12 § 3(D): extras get 1.5× for the 9th and 10th hours and 2× after 10 (in tenths), plus weekly 40 with daily premiums credited. A 12h day @ $20 is $300 here vs $280 under LC 510.

IWC Wage Order 12 § 3(D) · 8 CCR § 11120 · DLSE OT Exceptions FAQ

Illinois DTLSA unused 4-hour shift

820 ILCS 175/30(g) / JCAR 260.450(b): contracted but not utilized → 4 hours at the agreed rate. Reassigned same shift → 2 hours in addition to hours worked (IDOL). Sent unused @ $20 → $80 (NJ 1h → $20). Utilized 1h → $20 (CT mercantile still $80). Not /illinois-dtlsa-equal-pay/ 720h.

820 ILCS 175/30(g) · 56 Ill. Adm. Code 260.450(b) · IDOL DTLSA amendments

Illinois DTLSA equal pay after 720h

820 ILCS 175/42 / JCAR 260.445: after more than 720 hours at the same third-party client in 12 months, pay not less than the comparator straight-time rate (+ optional benefits cash $/h). Punch threshold math — not a BLS look-up. FLSA weekly-40 leftover.

820 ILCS 175/42 · 56 Ill. Adm. Code 260.445 · IDOL Day and Temporary Labor FAQ

NY hospitality uniform maintenance

12 NYCRR § 146-1.7: weekly Low/Med/High flat when employer requires a uniform and does not maintain it. 2026 downstate $10.10/$16.75/$21.10; rest of NY $9.55/$15.80/$19.85. Not call-in. Not spread.

12 NYCRR § 146-1.7 · NY DOL CR146 / LS400 · hospitality FAQ

NY hospitality tip credit

12 NYCRR §§ 146-1.3 / 146-1.4 — 2026 cash-wage / tip-credit bands; OT cash = RR×1.5 − tip credit; MW shortfall. Not call-in / not spread / not uniform.

California camp counselor overtime

WO 5 § 3(E): 1.5× after 54 / 7th+ workday; LC 1182.4 85% salary opt-out. No daily OT.

Hawaii tip credit

HRS §§ 387-2 / 387-3 + HAR § 12-20-11: 2026 MW $16 / tip credit max $1.25 → cash $14.75; MW+$7 combined floor ($23/h) with sliding credit; OT cash = RR×1.5 − tip credit ($22.75 at MW). Not NY CR146. Not FLSA $2.13.

NJ tip credit

N.J.S.A. 34:11-56a4(e) / 12:56-3.5: 2026 MW $15.92 / tip credit $9.87 → cash $6.05; OT cash = full MW×1.5 (no tip credit on OT — NJDOL); restaurants covered; hotels state-OT exempt.

PA salaried OT

34 Pa. Code § 231.43(g): non-exempt salaried RR = remuneration ÷ 40 (never ÷ hours worked); OT = RR×1.5×hours over 40; bans FLSA § 778.114 FWW half-time. L&I $1,000/50h → $1,375.

HI salaried OT

HRS § 387-3: ÷40 + full 1.5× when salary+board ≥50% of earnings; ÷hours + half-time when under 50%. Pure $1,000/50h → $1,375; $400+$600 commissions → $1,100 (PA would be $1,375).

Hawaii ag seasonal OT

HRS § 387-3(e): up to 20 selected weeks OT after 48; otherwise after 40. Not OR always-48.

WA ag piece rest

WAC 296-131-020(2) / Demetrio / ES.C.6.2: ag piece-rate separate rest at greater of RR or WA MW $17.13; if RR ≤ MW bring ALL hours incl. rest to MW. $500+6h downtime/60h → $1,199.10. Not CA LC 226.2.

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

Rhode Island Sunday and holiday 1.5×

Work on Sunday or a listed holiday is 1.5× the normal rate. Punches plus unpaid lunch split overnight at midnight. Non-retail stacks weekly 40 then Sunday; retail excludes those hours from weekly 40 and guarantees 4 hours. Not reporting-time 3×.

R.I. Gen. Laws §§ 25-3-3, 28-12-4.1(b), 5-23-2(d) · 260-RICR-30-05-2

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

Connecticut restaurant reporting + 7th consecutive

Restaurant / hotel restaurant only: report without notice the day before → two hours’ earnings at the $16.94 (2026) minimum rate, not four at regular. Seventh consecutive day of work is 1.5× that minimum for all time that day. Unpaid lunch under E9. Weekly 40 only. Not mercantile D2.

Conn. Agencies Regs. § 31-62-E1 · CT DOL-79 1 Jan 2026

CT delivery / merchandiser OT

CGS § 31-76b(1): salary + commission delivery driver / sales merchandiser — RR = remuneration ÷ 40; OT = RR×1.5. Sole FWW carve-out (Williams). $800+$400 / 50h → $1,650.

Massachusetts commission OT

M.G.L. c. 151 § 1A / 454 CMR 27.02–27.03 / Sullivan: commissions, draws, bonuses excluded from RR. 100% commission → RR = MA MW $15; separate OT = $22.50 × hours over 40. $1,000 / 50h → $1,225 (FLSA half-time $1,100). Not PA/CT ÷40.

M.G.L. c. 151 § 1A · 454 CMR 27.02 / 27.03(3) · Sullivan v. Sleepy’s

Maine reporting time (2025)

Report at the employer’s request and the shift is cancelled or reduced: the lesser of two hours at the regular rate or the total pay for the shift initially scheduled. Good-faith notice and weather/illness exceptions labeled. Not NH 2h unconditional. Not CT restaurant 2h at MW.

26 M.R.S. § 639-A · PL 2025, c. 418

New Jersey reporting time

Report for duty at the employer’s request: at least one hour at the applicable wage rate (typed regular, not less than the 2026 NJ MW $15.92). Subsection (b) agreed-hours-available toggle. Not NH 2h, not Maine lesser-of 2h, not MA 3h at MW, not RI 3×.

N.J.A.C. 12:56-5.5 · NJ DOL Wage and Hour Laws

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. Fluctuating workweek § 778.114 is /flsa-778-114/. 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

FLSA day-rate overtime (778.112)

Flat sum for a day’s work (or a job), no other pay: RR = those sums ÷ hours actually worked; extra half-time after 40. Classic $500/day × five 10h → $2,750. Five 12h → $2,916.67 vs hourly $50 1.5× after 40 → $3,500. 35h still $2,500 (Belo $50/G=50 → $2,750). Not /overtime/. Not /flsa-7f-belo/. Not FWW. Not PA ÷40.

29 CFR § 778.112 · 29 U.S.C. § 207(a) · Helix (labeled)

FLSA 7(o) compensatory time

Public agency only: 1.5 hours off per overtime hour in lieu of cash, cap 240h (480 public safety / emergency / seasonal). Over the cap → cash 1.5×. Classic $20 × five 10h, bank 0 → $800 + 15h accrued vs /overtime/ $1,100. At the 240h cap → $1,100 cash. Termination cash-out at greater of 3-year avg RR or final RR. Not /flsa-7k/. Not Belo. Not private employers.

29 U.S.C. § 207(o) · 29 CFR §§ 553.20–.28 · 553.22 (240 / 480)

Kansas overtime (after 46)

KMWMHL employers not subject to the FLSA: 1.5× after 46 hours in a workweek, no daily OT. Classic $20 × five 10h → $1,040 vs /overtime/ $1,100 vs MO amusement 52 $1,000. EMS/fire/LE 258/28 (7-day = 64.5h → 7×10h $1,455). FLSA-covered employees use /overtime/ instead. Not 7(k) 212/171.

K.S.A. 44-1204 · 44-1202(d) · Kansas Revisor

FLSA piece-rate overtime (778.111)

Piece + production bonuses + waiting ÷ hours worked = RR; extra half-time after 40. Official 50h $491 piece + $32 waiting → $575.30. 778.111(b) $11×46h guaranty → $539. 778.418 OT-hour 1.5× piece rate ($1,000/50h with $160 OT-hour pieces → $1,080 vs 111 $1,100). Not /flsa-day-rate/. Not CA 226.2 rest. Not WA Demetrio rest.

29 CFR § 778.111 · § 778.418 · 29 U.S.C. § 207(a), (g)(1)

Maryland bowling / residential OT (after 48)

Bowling establishments and non-hospital residential-care institutions: 1.5× after 48 hours in a workweek, no daily OT. Classic $20 × five 10h → $1,020 vs /overtime/ $1,100 vs KS 46 $1,040 vs MO 52 $1,000 vs MD ag 60 $1,000. FLSA-covered may still be after 40. Hospitals excluded. Not CA WO 5 40/48/16.

Md. Code, Lab. & Empl. § 3-420(d) · § 3-415 · MD Labor wagehrfacts

Wisconsin 16/17 minors overtime (10/day or 40/week)

16- and 17-year-olds: 1.5× after 10 hours in a day or 40 in a workweek, whichever is greater (no pyramid). Classic 3×12h @ $20 → $780 vs /overtime/ $720 vs CA 510 $840 vs OR mfg $780 (adult mills). 2×14h → $640 vs FLSA $560. Adult/HS graduate = weekly 40 only. Agriculture exempt. Not CA MP minors 6th-day. Not OR minors reporting.

DWD 270.11(1)(c)4 · DWD minors lawguide · overtime FAQ · DWD 274

New York miscellaneous residential OT (after 44)

CR142 residential employees (live on the employer’s premises): 1.5× after 44 hours in a workweek; non-residential after 40. No daily OT. Classic $20 × five 10h → $1,060 vs /overtime/ $1,100 vs KS 46 $1,040 vs MD 48 $1,020 vs MO 52 $1,000 vs Art. 9 8/40 $1,100. FLSA-covered may still be after 40. House parents off. Not § 170 rest-day. Not 142 call-in.

12 NYCRR §§ 142-2.2 / 142-3.2 / 142-2.1

FLSA lump-sum overtime (778.310)

A lump paid for OT hours without regard to how many hours is not an overtime premium: include it in the regular rate and still pay extra half-time after 40. Classic $20 × five 10h + $75 → $1,182.50 vs /overtime/ $1,100 vs KS 46 $1,040 vs MD 48 $1,020 vs NY residential 44 $1,060 vs MO 52 $1,000. 778.309 constant OT lump $300 → $1,100. Not Alvarado. Not 778.209. Not FWW.

29 CFR §§ 778.310 / 778.309 · 29 U.S.C. § 207(a)

Washington meal and rest (WAC 296-126-092)

Non-ag 10-minute paid rest per 4 hours of working time. Missed rest adds 10 minutes as hours worked, then 1.5× after 40. Classic $20 × five 10h → $1,150 vs /overtime/ $1,100 vs KS 46 $1,040 vs MD 48 $1,020 vs NY residential 44 $1,060 vs 778.310 $1,182.50 vs MO 52 $1,000. Not CA 226.7 extra hour. Not MN equal LD. Not Demetrio ag piece rest.

WAC 296-126-092 · ES.C.6.1 · RCW 49.12

New Jersey trucking overtime (1.5× MW after 40)

FLSA Motor Carrier Act drivers, helpers, loaders, and mechanics: overtime after 40 at not less than 1.5× New Jersey MW (2026 $15.92 → $23.88), not 1.5× the regular rate. Classic $20 × five 10h → $1,038.80 vs /overtime/ $1,100 vs KS 46 $1,040 vs MD 48 $1,020 vs NY 44 $1,060 vs 778.310 $1,182.50 vs WA meal $1,150 vs MO 52 $1,000. Not hotel (b)(1). Not NJ tip OT.

N.J.S.A. 34:11-56a4(f) · N.J.A.C. 12:56-19.3 · NJDOL MW $15.92 (1 Jan 2026)

Oregon domestic worker overtime (ORS 653.547)

1.5× after 40 hours, or 44 if live-in; rest-day hours at overtime. Classic $20 × three 10h + rest-day 10h → $900 vs /overtime/ $800 vs 778.203 $880 vs KS 46 $1,040 vs MD 48 $1,020 vs NY 44 $1,060 vs 778.310 $1,182.50 vs WA meal $1,150 vs NJ trucking $1,038.80 vs 7(q) $1,300 vs 7(p) $1,260 vs 7(g) $1,080 vs 778.202 $1,200. Not NY § 170. Not CA WO 15. Not waiting-time.

ORS 653.547 · BOLI Domestic Workers’ Protection Act

FLSA call-back pay (29 CFR 778.221)

Without prearrangement, call-back guarantee excess over hours actually worked is excluded from the regular rate and cannot be credited toward OT. Classic $20 → $920; CFR $12 → $552.

29 CFR § 778.221 · 29 U.S.C. § 207

FLSA unused leave / forgone holiday (29 CFR 778.219)

Leave payout excluded from the regular rate and not creditable toward OT; hours worked still after-40 half-time. Classic $20 × five 10h + 8h leave → $1,260 vs /overtime/ 50h $1,100 vs 778.221 $920 vs 778.203 $880 vs OR domestic $900 vs 778.310 $1,182.50. CFR $12 → $756. Vacation usual 48h @ $20 → $2,060. Not 778.203. Not 778.221. Not waiting-time.

29 CFR § 778.219 · § 778.218 · 29 U.S.C. § 207(e)(2)

Minnesota overtime (after 48)

MFLSA: 1.5× after 48 hours in a workweek, no daily OT. Classic $20 × five 10h → $1,020 vs /overtime/ $1,100 vs KS 46 $1,040 vs MD bowling industry-48 $1,020 vs OR ag 48 $1,020. FLSA-covered → after 40. Public comp time → $1,000 cash + 3.0h bank. Not meal-rest. Not migrant 70h.

Minn. Stat. § 177.25 · DLI wages-and-overtime FAQs · Revisor

Connecticut tip credit

Restaurant/hotel-restaurant tip credit: 2026 MW $16.94; service cash $6.38 / credit max $10.56; bartender cash $8.23 / credit max $8.71. OT cash = RR×1.5 − tip credit. Classic service five 10h → $403.70 vs NJ tip $480.80 vs HI tip $817.50. Tip Statement 62.98%/51.42% floors; side-work >2h or >20% kills credit. Not restaurant reporting.

Conn. Agencies Regs. §§ 31-62-E1 / 31-62-E2 · DOL-79 · Tip Statement · CGS §§ 31-58 / 31-60

FLSA fluctuating workweek (778.114)

Fixed weekly salary ÷ hours actually worked = RR; extra half-time after 40. Official $600 / 50h → $660 vs PA ÷40 $825 vs salary÷40 hourly $825. $1,000 / 50h → $1,100 vs PA $1,375. Not 778.113. Not Belo. Not day-rate. Nightshift/bonus RR stays on /flsa-regular-rate/.

29 CFR § 778.114 · 29 U.S.C. § 207(a)

Michigan private compensatory time

IWOWA private-sector comp time: ≥1.5h off per OT hour; ≥10 paid leave days/year gate; cap 240 (no 480). Classic $20 × five 10h, bank 0 → $800 + 15h vs /overtime/ $1,100 vs /flsa-7o-comp-time/ private $1,100. At 240h cap → $1,100. Termination at OT-time RR (not 7(o) 3-yr avg). Not public-agency 7(o).

MCL 408.934a(8) · IWOWA · MI LEO WHD-9909

Illinois hotel room attendant breaks

820 ILCS 140/3.1 Cook County hotel room attendants: ≥7h day needs 2×15-min paid rest + 30-min meal; if not provided → 3× hourly RR per violating workday. Classic $20 × five 10h, breaks missed → $1,400 vs /overtime/ $1,100 vs /california-meal-break/ $1,300 vs /minnesota-meal-rest/ $1,300. Not LB/Seattle hotel workload.

820 ILCS 140/3.1 · One Day Rest In Seven Act · IDOL ODRISA

FLSA expense reimbursement (778.217)

Only actual/reasonably approximate employer-benefit expenses are excluded from the regular rate; excess and personal commute/lunch/rent stay in RR. Classic $20 × five 10h + $100 remib / $25 actual → $1,182.50 vs /overtime/ $1,100 vs proper exclude $1,100 vs personal $1,210 vs /flsa-778-310-lump/ $75 $1,182.50. Not 778.310. Not waiting-time.

29 U.S.C. § 207(e)(2) · 29 CFR § 778.217 · DOL FLSA2024-01

FLSA § 7(b) CBA overtime

§ 7(b)(1) OT only after 1,040h in 26 weeks; § 7(b)(2) OT for hours both over the 1,840–2,080h guaranty and over 40/week. Classic 7(b)(1) prior 990 + five 10h @ $20 → $1,000 vs /overtime/ $1,100 vs /flsa-petroleum-bulk-overtime/ $1,000. Prior 1020 → $1,300. Not 7(b)(3) petroleum. Not Belo.

29 U.S.C. § 207(b)(1)/(2) · NLRB-certified CBA

FLSA 778.204 clock-pattern premium

§ 207(e)(7) / 778.204: ≥1.5× for work outside a contracted basic workday/workweek — excluded from RR and credited toward OT, including when those hours sit inside the first 40. Classic three 8h outside + two 8h inside @ $20 → $1,040 vs /overtime/ $800 vs 778.203 $880 vs 778.202 $800. Not daily-excess. Not special-day.

29 U.S.C. § 207(e)(7) / § 207(h) · 29 CFR 778.204

FLSA 778.210 percentage-of-total bonus

§ 778.210: same fixed % of ST and OT earnings — bonus already includes OT due on it; no 778.209 recomputation. Classic five 10h @ $20 + 10% → $1,210 vs /overtime/ $1,100 vs RR flat $110 $1,221 vs Alvarado $1,251.25. Not discretionary. Not Alvarado ÷non-OT.

29 CFR § 778.210 · WHD Fact Sheet #56C

FLSA 778.213 profit-sharing / thrift

§ 207(e)(3)(b) / 778.213: bona fide Part 549 / 547 profit-sharing or thrift payments are excluded from RR and not creditable toward OT. Classic five 10h @ $20 + $100 qualifying → $1,200 vs /overtime/ $1,100 vs 778.209 same $ $1,210 vs 778.210 10% $1,210 vs Alvarado $100 $1,237.50. Not 778.210 % of total.

29 U.S.C. § 207(e)(3)(b) · 29 CFR § 778.213 · Parts 549 / 547

FLSA 778.222 predictability / clopening

778.222: predictability / clopening / insufficient-notice extras (incl. state/local scheduling-law mandates) are excluded from RR and not creditable toward OT when not prearranged. Classic five 10h @ $20 + $75 → $1,175 vs /overtime/ $1,100 vs include-RR $1,182.50 vs 778.221 $920 vs 778.213 $100 $1,200. Not 778.221 call-back guarantee.

29 CFR § 778.222 · sibling of § 778.221

FLSA 778.212 gifts / Christmas

778.212: gifts / Christmas / special-occasion bonuses (not measured by hours/production/efficiency; not pursuant to contract) are excluded from RR and not creditable toward OT. Classic CFR two weeks' salary: five 10h @ $20 + $1,600 → $2,700 vs /overtime/ $1,100 vs include-RR $2,860 vs 778.213 $100 $1,200 vs 778.222 $75 $1,175. Not 778.213 profit-sharing.

29 U.S.C. § 207(e)(1) · 29 CFR § 778.212

FLSA 778.225 talent fees / Part 550

§ 207(e)(3)(c) / 778.225 / Part 550: radio/TV staff-performer talent fees agreed in advance are excluded from RR; 550.1(b) off-schedule proviso covers statutory ST+OT when the fee is sufficient. Classic five 10h @ $20 + $150 → $1,250 vs /overtime/ $1,100 vs include-RR $1,265 vs 778.212 $1,600 $2,700 vs 778.213 $100 $1,200. Off-schedule five 8h + 4h $150 (≥$120) → $950. Not 778.212 gifts.

29 U.S.C. § 207(e)(3)(c) · 29 CFR § 778.225 · Part 550

FLSA 778.211 discretionary bonuses

§ 207(e)(3)(a) / 778.211: discretionary bonuses (both fact and amount at employer's sole discretion at/near period end, not promised in advance) are excluded from RR. Classic five 10h @ $20 + $250 → $1,350 vs /overtime/ $1,100 vs include-RR $1,375 vs 778.212 $1,600 $2,700 vs 778.213 $100 $1,200 vs 778.225 $150 $1,250. Attendance / promised → $1,375. Not 778.212 gifts.

29 U.S.C. § 207(e)(3)(a) · 29 CFR § 778.211

FLSA 778.224 other similar payments

§ 207(e)(2) / 778.224: parking, truck/car rental, gym/wellness, tuition, adoption, loans, and similar conveniences not made as compensation for hours are excluded from RR. Classic five 10h @ $20 + $80 parking → $1,180 vs /overtime/ $1,100 vs include-RR $1,188 vs 778.211 $250 $1,350 vs 778.225 $150 $1,250 vs 778.213 $100 $1,200. Board/lodging / bonus → $1,188. Not 778.217 expenses.

29 U.S.C. § 207(e)(2) · 29 CFR § 778.224

FLSA 778.215 benefit-plan contributions

§ 207(e)(4) / 778.214–778.215: irrevocable employer contributions to a trustee under a bona fide health/retirement/life/accident plan are excluded from RR. Classic five 10h @ $20 + $90 health → $1,190 vs /overtime/ $1,100 vs include-RR $1,199 vs 778.224 $80 $1,180 vs 778.213 $100 $1,200 vs 778.211 $250 $1,350. Cash-in-lieu / not irrevocable → $1,199. Not 778.213 Parts 549/547.

29 U.S.C. § 207(e)(4) · 29 CFR §§ 778.214–778.215

FLSA § 7(e)(8) stock options / SARs / ESPP

§ 207(e)(8) / 778.200(a)(8): qualifying stock-option, SAR, or ESPP value is excluded from RR. Classic five 10h @ $20 + $140 → $1,240 vs /overtime/ $1,100 vs include-RR $1,254 vs 778.215 $90 $1,190 vs 778.224 $80 $1,180 vs 778.213 $100 $1,200 vs 778.211 $250 $1,350. Price <85% / early exercisable → $1,254. Not 778.215.

29 U.S.C. § 207(e)(8) · 29 CFR § 778.200(a)(8)

FLSA 778.116 board / lodging / facilities

§ 778.116: board / lodging / meals / facilities regarded as wages — reasonable cost or fair value is included in RR (part 531). Classic five 10h @ $20 + $50 board → $1,155 vs /overtime/ $1,100 vs exclude-contrast $1,150 vs 778.223 $40 $1,144 vs 778.215 $90 $1,190 vs 778.224 $80 $1,180. Lodging/meals → $1,155. Not 778.224 parking. Not 778.217.

FLSA 778.223 on-call / non-productive pay

§ 778.223: on-call / standby / beeper pay for periods that are not hours worked is still included in RR — not a § 7(e)(2) exclusion unless 778.218 idle applies. Classic five 10h @ $20 + $40 on-call → $1,144 vs /overtime/ $1,100 vs exclude-contrast $1,140 vs 778.215 $90 $1,190 vs 778.224 $80 $1,180 vs 778.222 $75 $1,175. Idle-218 → $1,140. Not 778.221 call-back.

29 CFR § 778.223 · 29 CFR § 785.17

FLSA daily-standard overtime premium (778.202)

Extra pay for hours over 8 in a day (or another agreed daily standard) is excluded from the regular rate and credited toward FLSA overtime after 40. Classic $20 × three 16h at 1.5× after 8 → $1,200 vs FLSA 48h $1,040 vs /overtime/ 50h $1,100 vs KS 46 $1,040 vs MD 48 $1,020 vs NY 44 $1,060 vs 778.310 $1,182.50 vs WA meal $1,150 vs NJ trucking $1,038.80 vs 7(q) $1,300 vs 7(p) $1,260 vs 778.203 $880 vs 7(g) $1,080. Not 778.203 special-day. Not waiting-time.

29 U.S.C. § 207(e)(5) · § 207(h) · 29 CFR § 778.202

FLSA two-rate overtime (7(g)(2))

Two hourly jobs: overtime at 1.5× the bona fide rate for the work performed during those overtime hours, not the 778.115 blend. Classic $16 × 30h + $24 × 20h → $1,080 vs 778.115 $1,056 vs /overtime/ $1,100 vs KS 46 $1,040 vs MD 48 $1,020 vs NY 44 $1,060 vs 778.310 $1,182.50 vs WA meal $1,150 vs NJ trucking $1,038.80 vs 7(q) $1,300 vs 7(p) $1,260 vs 778.203 $880. Not 778.3xx. Not waiting-time.

29 U.S.C. § 207(g)(2) · 29 CFR § 778.419

FLSA special-day premium (778.203)

Extra pay of at least 1.5× for Saturday, Sunday, holiday, or a regular day of rest is excluded from the regular rate and credited toward FLSA overtime. Classic $20 × four 8h + Sunday 8h at 1.5× → $880 vs /overtime/ 40h $800 vs five 10h $1,100 vs KS 46 $1,040 vs MD 48 $1,020 vs NY 44 $1,060 vs 778.310 $1,182.50 vs WA meal $1,150 vs NJ trucking $1,038.80 vs 7(q) $1,300 vs 7(p) $1,260. Sunday 1.25× → $840. Not 778.3xx. Not waiting-time.

29 U.S.C. § 207(e)(6) · § 207(h) · 29 CFR § 778.203

FLSA 7(p) special detail

Fire/LE special-detail hours for a separate independent employer, solely at the employee’s option, are not combined with the public agency for overtime. Classic $20 × five 10h + 8h special → $1,260 vs combined $1,340 vs /overtime/ $1,100 vs KS 46 $1,040 vs MD 48 $1,020 vs NY 44 $1,060 vs 778.310 $1,182.50 vs WA meal $1,150 vs NJ trucking $1,038.80 vs 7(q) $1,300/$1,000. Forty + 8h → $960. Not 7(k). Not waiting-time.

29 U.S.C. § 207(p)(1) · 29 CFR § 553.227

FLSA 7(q) remedial education

Up to 10 hours in excess of 40 spent in qualifying remedial education are paid at the regular rate, not 1.5×. Leftover hours over 40 still 1.5×. Classic $20 × five 12h + 10h remedial → $1,300 vs /overtime/ $1,400 vs KS 46 $1,340 vs MD 48 $1,320 vs NY 44 $1,360 vs NJ trucking $1,277.60 vs MO 52 $1,280. Five 10h + 10h remedial → $1,000 vs $1,100. Not 778.3xx. Not waiting-time.

29 U.S.C. § 207(q) · 29 U.S.C. § 207(a)

FLSA salaried overtime (778.113)

Fixed-workweek salary: RR = weekly salary ÷ hours the salary is intended to compensate; first 40 hours at that RR, 1.5× after 40. A 35-hour salary still pays extra straight time 35–40. Classic $700 / 35h × five 10h → $1,100 vs PA always-÷40 $962.50 vs 778.114 FWW $770 vs 1.5× after 35 $1,150. CFR $350 / 35h × 40h → $400. Monthly ×12/52. Not FWW. Not day-rate. Not Belo. Not PA/HI/CT pages.

29 CFR § 778.113 · 29 U.S.C. § 207(a)

FLSA 7(f) Belo guaranty

Bona fide contract for irregular hours: weekly guaranty ≤60h = 40×R + (G−40)×1.5×R. Hours ≤ G get the guaranty even under 40; hours over G add 1.5× specified rate. Classic $20 / 50h → $1,100 (35h still $1,100 vs § 207(a) $700; 55h $1,250; 778.114 FWW $1,210). G>60 fails. Not /overtime/ / FWW / 7(i) / PA ÷40.

29 U.S.C. § 207(f) · 29 CFR §§ 778.402–.414 · 778.411 ($5 → $350 max)

FLSA 7(i) commission exemption

Retail/service commissioned employees: no § 207(a) OT if RR exceeds 1.5× federal MW ($7.25 → $10.875) and commissions are more than half of representative-period pay. Else 778.117 commissions IN RR + extra half-time after 40. Classic 100% commission $1,000 / 50h → $1,000 vs $1,100 778.117 vs $1,225 MA Sullivan. Not /massachusetts-commission-overtime/. Not tip-OT.

29 U.S.C. § 207(i) · 29 CFR §§ 779.412–.421 / 778.117 · WHD Fact Sheet #20

FLSA petroleum bulk OT (12/56)

Independently owned local wholesale/bulk petroleum: 1.5× RR after 12 hours in a workday or 56 in a workweek, whichever overtime hours are greater (no pyramid). Hours 40–56 at least 1.5× federal MW; if RR is already that high they stay at RR. Classic 794.142 68h @ $24 → $1,776. Five 10h @ $20 → $1,000 vs $1,100 on /overtime/. Not 8/80, not 7(k).

29 U.S.C. § 207(b)(3) · 29 CFR §§ 794.140–794.142

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