Work and Employment
Complete Guide to Time and a Half: How to Calculate
Understanding how time and a half pay works can be confusing, especially with all the rules and exceptions laid out by the Fair Labor Standards Act (FLSA) and local laws. In this article, we break down what time and a half pay is, give you real-life examples, and cover all the important things you need to know. So, whether you're trying to figure out your paycheck or ensure you're being paid fairly, we've got you covered.
By:
Chelsea Spinos
Reviewer:
Timothy Lenahan, Esq.
8 min read • April 04, 2024
Key takeaways
To calculate time and a half pay, you take 1.5x the regular rate for each hour of overtime worked.
Time and a half is typically applicable to non-exempt employees, hourly workers, and unionized workers.
Situations where you may be entitled to getting paid overtime include working overtime, extended shifts, emergency situations, scheduled overtime, and working on holidays.
If you haven’t received overtime pay for extra hours you’ve worked, reach out to the team at Manifest Law. Our unpaid overtime lawyers can handle your case and fight for the additional compensation you deserve.
While time and a half pay may seem simple and easy sometimes its complicated and nuanced analysis to determine who qualifies for overtime pay and which scenarios count as overtime.
With different rules and exemptions under the Fair Labor Standards Act (FLSA) and state laws, it can get a bit tricky. That's where this guide comes in handy.
We'll break down everything you need to know about time and a half pay, from what it is to and how to calculate time and a half, to different ways to ensure you're paid time and a half.
So, let's dive in and make sure you're getting the pay you deserve!
Time and a half is a way of calculating overtime pay for hourly employees. Overtime pay is regulated by The Fair Labor Standard Act (FLSA), a federal law that sets minimum wage, overtime pay, and other labor standards. According to the FLSA, employers are required to pay eligible employees time and a half their regular hourly rate for any hours worked beyond the standard 40-hour workweek.
This means that for each additional hour worked beyond the regular workweek, employees receive their standard hourly wage plus an extra half of that rate.
The FLSA's rules on overtime pay are all about making sure workers get paid fairly for the extra hours they put in. By requiring employers to pay time and a half for overtime, it encourages them to be mindful of work schedules and prevent employees from getting overworked. This helps keep everyone healthier on the job, reducing the risk of burnout or exhaustion.
Easily calculate your time and a half pay. Just enter your regular hourly wage and the number of extra hours you worked, and we'll show you how much extra money you’re entitled to.
Time and a half means that for each additional hour worked beyond the standard hours, the employee is paid their hourly wage, plus half that.
Time and a half accounts for these two factors:
1) the employee’s regular hourly wage, and
2) the hours in a standard work week.
💡 Manifest Tip: The standard workweek is typically defined as 40 hours across most industries and according to most local labor laws. However, there are industries where a 40 hour workweek isn’t standard.
Calculating time and a half involves first determining your regular hourly rate and adding an additional half of that rate for each hour worked beyond the standard workweek.
Let’s break this down step-by-step:
Take you regular hourly wage
Determine how many hours you worked beyond the standard workweek
Add half the regular hourly rate to the regular rate (in other words, add 50% of the regular hourly rate to itself)
Multiple the number of overtime hours by the overtime rate
Still confused? No worries. Take a look at this time and a half example.
Kevin works as a customer service representative at a retail store. According to company policy and local labor laws, the standard workweek is 40 hours. Kevin's regular hourly wage is $18 per hour.
One week, due to increased customer demand during a holiday sale, Kevin ends up working 45 hours. Because he worked 5 hours beyond the standard 40-hour workweek, those 5 hours are considered overtime.
Since Kevin is entitled to overtime pay, his employer needs to compensate him at the time and a half rate.
To calculate time and half for Kevin’s scenario:
Regular Pay:
40 regular hours × $18/hour = $720
Overtime Pay:
5 overtime hours × ($18/hour × 1.5) = $135
Total Earnings:
Regular pay + Overtime pay = $720 + $135 = $855
💡 What is time and a half for $18 an hour? $27
So, for those 5 hours Kevin worked overtime, he is entitled to overtime pay of $27 per hour, instead of his regular $18 per hour. He earned $855 total, including regular pay and overtime pay.
Let’s take a look at another time and a half example together:
Sarah works as a nursing assistant at a hospital. Her regular hourly wage is $20 per hour, and her standard work week consists of three 12-hour shifts from Friday to Sunday.
However, due to a sudden influx of patients, Sarah's supervisor asks her to work an additional 8-hour shift on Thursday. This means Sarah will work a total of 44 hours this week.
Now, let's calculate Sarah's overtime pay using the time and a half rate:
Regular hours worked (Friday to Sunday): 12 hours/day × 3 days = 36 hours
Overtime hours worked (Thursday): 8 hours
Total hours worked for the week: 36 regular hours + 8 overtime hours = 44 hours
To calculate Sarah's total earnings for the week:
Regular Pay:
36 regular hours × $20/hour = $720
Overtime Pay:
8 overtime hours × ($20/hour × 1.5) = $240
Total Earnings:
Regular pay + Overtime pay = $720 + $240 = $960
💡 What is time and a half for $20 an hour? $30
So, for working 44 hours in total, Sarah would earn a total of $960 for the week, with $720 coming from her regular pay and an additional $240 from overtime pay.
Unfortunately, not all employees are eligible to receive overtime pay. Eligibility to receive time and a half depends on whether the employee is considered exempt vs nonexempt.
Time and a half is typically applicable to non-exempt employees and hourly employees, and unionized workers. Employees who fall into these categories are covered under labor protection laws that require employers to pay additional compensation for extra hours worked.
Wondering whether your job falls under the exempt or nonexempt category? It's all about understanding the distinctions outlined by the Fair Labor Standards Act (FLSA).
Determining whether you are exempt or nonexempt typically depends on three main factors:
Hourly vs. Salaried: One key factor is whether the employee is paid hourly or receives a salary
Salary Amount: The amount of salary the employee earns
Job Duties: The nature of the employee's job responsibilities
Note: It’s important to understand, it’s not your job title or employment agreement that determines whether you are exempt from overtime laws or not. It depends on the factors listed above.
Not sure if you're exempt from overtime pay laws? Here are some ways to figure out if you are exempt:
You work on a salary basis
You earn at least $913 per week
Your job title and responsibilities are those of either an administrative employee, an executive, a certain type of computer worker, or a specially skilled worker.
If you fall into one of the categories below, you may be exempt from the FSLA’s overtime laws:
Executive, administrative, and professional employees
Outside salespeople, such as a door-to-door salesperson
Babysitters
Companions for the elderly
Federal criminal investigators
Fishing employees
Homeworkers making wreaths
Newspaper deliverers
Switchboard operators
Airline and railroad employees
Certain amusement/recreational employees
Boat salespeople
Domestic employees who live-in
Police and firefighters who work in small public police and fire departments
Local delivery drivers
Motion picture theater employees
Radio station and television station employees in small markets
Taxicab drivers
Certain financial services industry employees
Certain registered nurses
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Note: If an employee earns an annual salary of $107,432 or more, they could still be exempt with at least one executive, administrative, or professional duty.
Not sure if you're non-exempt from overtime pay laws? Here are some ways to figure out if you are non-exempt:
You work a standard, 40 hour workweek without an employment contract
You earn less than $913 per week
You aren’t an executive, or an administrative or professional employee
For nonexempt employees, it's crucial to note that you have a right to time and a a half pay for any overtime beyond the standard 40 in a week.
Note: It's a common misconception that salaried employees are automatically exempt from overtime pay. Often employers misclassify non-exempt employees by inflating their titles or giving them a salary. Always consult an attorney if you believe you were misclassified.
Collective bargaining agreements (CBAs) are negotiated contracts between employers and labor unions. These agreements outline employment terms and conditions for workers represented by the union – including overtime policies!
In collective bargaining agreements, the rules about overtime pay take precedence over federal and state laws. However, the terms and pay for overtime outlined in collective bargaining agreements must meet or exceed the standards set by federal or state law.
CBAs typically define the following terms:
Overtime eligibility: Which employees are eligible for overtime pay
Overtime pay rates: Typically this is time and a half pay (1.5x regular pay rate), or double-time (2x regular pay rate)
Compensatory time off: Some CBAs allow comp time in lieu of overtime pay, where employees accrue additional paid time off for hours worked beyond the standard workweek
Notice and Approval: CBAs may specify requirements for providing notice to employees about overtime opportunities and obtaining approval for overtime work
Overall, the CBA will outline the specific conditions for when overtime pay applies, like the number of hours worked in a day or week that triggers overtime pay, as well as any exceptions or special circumstances.
Working overtime
As mentioned, when you work more than the standard number of hours in a workweek, which is often 40 hours, you're usually entitled to time and half pay.
Extended shifts
Some jobs might have longer shifts, like 10 or 12 hours a day instead of the usual 8 hours. If you're in one of these jobs, any hours you work beyond those regular 8 hours could mean time and a half pay for you.
Emergency Situations
Sometimes unexpected things happen at work, like emergencies or sudden rushes. When that happens, your employer might need you to stay longer to help out. If you end up working extra hours during these emergency situations, you could be eligible for overtime pay.
Scheduled Overtime
In some jobs or industries, especially when there's a lot of work to be done, it's common to have scheduled overtime. This might happen during busy seasons or when there are big projects with tight deadlines. If you work scheduled overtime, you should get paid time and a half.
Working on Holidays
Many employers offer premium pay for employees who work on holidays such as Thanksgiving, Christmas, or New Year's Day. If you're required to work on a holiday, you may be eligible for time and a half or even double time depending on your employer's policies or collective bargaining agreements.
When it comes to answering the question “is holiday pay time and a half?”, there's not a strict requirement under the law and your employer has a lot of discretion. Many companies offer this perk as a way to say 'thank you' to employees who work during holidays.
Each employer has their own policies about which holidays qualify for time and a half pay, so it's worth checking your contract or asking HR to find out if you'll get paid overtime for working on holidays.
Here are common holidays employers offer time and a half pay to employees:
Federal holidays
Religious holidays
Company-designated Holidays
Industry-specific holidays
New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Ever, and Christmas Day
Easter, Hanukkah, Yom Kippur, and other religious holidays
Martin Luther King Jr. Day, Labor Day, Presidents' Day, Veteran’s Day, Junteenth, or other observances
Such as Black Friday
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Exceptions to overtime pay rules can vary depending on where you work and what industry you're in.
Different Pay Rates: Some places or industries might have different rules for overtime pay. For example, instead of getting time and a half, you might get double your regular pay for working overtime on holidays or rest days.
Compensatory Time Off: Instead of getting extra money for overtime, your employer might give you extra paid time off to make up for the extra hours you worked.
Shift Changes: Certain jobs, like in healthcare or manufacturing, might offer extra pay for working less popular shifts, like evenings, nights, or weekends.
Small Business Exemptions: If you work for a small business or in specific industries, you might not always be eligible for overtime pay, especially if there are only a few employees.
Emergencies: During emergencies or natural disasters, employers might not have to pay overtime for extra hours worked, depending on the situation.
In short, yes – Employers are required by law to pay their employees time and a half for overtime work. This means that if you work more than the standard 40 hour workweek, you should get extra pay to reflect the additional time you put in! However, there are some important things to know about how this works:
In the United States, there's a federal law called the Fair Labor Standards Act (FLSA) that sets the rules for overtime pay. It says that if you're not considered exempt from overtime (meaning you're eligible for it), you should be paid one and a half times your regular rate for any hours you work beyond 40 in a week.
But it doesn't stop there! Many states and local areas have their own overtime pay laws too. Sometimes these laws offer even more protections for workers than the federal law does. Employers have to follow whichever rules are best for their employees, whether they're federal, state, or local.
If you're part of a union, your contract with your employer might also have rules about overtime pay. Employers have to stick to these rules just like they do with the law.
Of course, every employer is different, and some might have their own policies about overtime pay. But no matter what, if you're owed overtime pay and you don't get it, there are ways to make things right.
Employers who don't follow the rules can face consequences, and you have options to make sure you're treated fairly. If you haven’t received overtime pay for extra hours you’ve worked, reach out to the team at Manifest Law. Our unpaid overtime lawyers can handle your case and fight for the additional compensation you deserve.
If you fall into one of the categories that qualify you for time and a half pay, and you have worked more hours than the standard workweek, you may be entitled to overtime pay.
Here are some steps you can take to ensure that you’re paid overtime:
Keep records: Hold onto your pay stubs, any emails or text from your boss asking you to work overtime or any time sheets you may have on hand. These can be valuable pieces of evidence if you do have an unpaid overtime case
Contact an experienced employment lawyer to get an evaluation of your case.
If you fall into one of the categories that qualify you for time and a half pay, and you have worked more hours than the standard workweek, you may be entitled to overtime pay.
Here are some steps you can take to ensure that you’re paid overtime:
Keep records: Hold onto your pay stubs, any emails or text from your boss asking you to work overtime or any time sheets you may have on hand. These can be valuable pieces of evidence if you do have an unpaid overtime case
Communicate with your employer: If you believe you’re entitled to overtime pay, talk to your employer first
What should you do if your employer doesn't pay you? That’s when seeking help from an experienced unpaid wages lawyer comes in.
An experienced employment lawyer can help you understand your rights, assess and build your case, and handle all communications with your employer.
At Manifest Law, our employment law services are always free for you, as we only get paid if we win.
Book a free, same day consultation today and learn how much you may be owed.
Our employment lawyers at Manifest Law have helped hundreds of people get compensated for unpaid overtime. Check out some of their stories below!
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