How does double time work

Executive, administrative or professional workers who earn salaries are often exempt from overtime laws , as well as workers who earn commissions. Amount earned is another criteria for determining who must receive overtime pay. When it comes to paying overtime and double-time, there is a golden rule of sorts: Stay consistent and compliant. Finally, you as the employer are responsible for calculating overtime correctly. You are also responsible for ensuring all non-exempt employees are treated equally in receiving the overtime and double-time pay you owe them.

Otherwise, as stated before, you could be found in violation of the FLSA and fined. Simply fill out the form for a guided tour from one of our time tracking experts. Schedule your free one-on-one demo and leave paper time cards behind for good. Get a Tour. November 23, pm. Contents hide. Search for:. Yes, I want to learn more!! Before You Go… Schedule your free one-on-one demo and leave paper time cards behind for good.

Fill out form for a free demo! How Does Double Time Work? Share Post:. What Is A Shift Differential? Leave a Reply Cancel Reply. Contact The Wage Advocates. Free Case Evaluation. Email a valid email email. What Is Your Job Role? What Is Your Hourly Rate? Who Is Your Employer? Other Details For Attorney? Things can be a bit more complicated if they work both weekly overtime and daily overtime. To do this properly, calculate how many overtime hours they worked for the week.

If they worked 50 hours, it means they worked 10 hours of overtime. Then calculate how many daily overtime hours they worked. Instead of adding these together which would equal 16 , you would pay for the daily over time hours first, then subtract that number from the weekly overtime hours they worked Basically, you would owe 6 daily overtime hours and 4 weekly overtime hours.

In California, the standard workday is 8 hours. The standard workweek is 40 hours, which is the same as that established by the FLSA. Any hours worked in excess of 12 hours within a single workday is considered double time. Any hours worked in excess of 8 hours on the 7th consecutive day an employee works in a single workweek is considered double time. Hours for which you have to pay a regular overtime rate based on the California Labor Code:. Any hours worked exceeding the standard 8 hour work day is considered overtime work.

Any hours worked exceeding the standard 40 hour workweek is considered overtime work. Any hours worked on the 7th consecutive day an employee works within a single workweek is considered overtime work. Exempt employees are employees you are not legally required to pay overtime to.

These types of employees are typically paid a yearly salary instead of an hourly wage. They are often executive, administrative, or professional employees. Many exempt employees do not keep track of the hours that they work as they are expected to work on the same schedule every week. If you want to pay your exempt employees overtime pay, make sure they track their hours carefully. You will also need to determine what their hourly wage rate is since they are likely being paid salary.

Even when laws or labor contracts do not mandate double time, employers sometimes offer it as part of their policy. Typically, employers pay double time to employees who work on holidays or Sundays. In some instances, employers pay double time for overtime hours instead of the lower time and one-half rate required by federal law. Exempt salaried employees don't receive double-time pay. An hourly worker can be paid at double her usual rate of pay.

A non-exempt salaried worker can be eligible for double time, because the salary is based on an hourly rate. The first step for calculating double-time pay is to determine when the higher rate should apply.