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What is Overtime Pay? Everything You Need To Know!

4 min read

The Bureau of Labor Statistics reports that over 80% of employees in various industries work full-time. According to statistics, approximately half of workers in each sector log overtime hours. This means that overtime pay is a regular occurrence in most industries. But, what is paid overtime can vary by state law.

In a demanding industry like field services, it is inevitable to encounter overtime. Excessive overtime during periods of high demand or staffing shortages can deplete resources and harm productivity, workforce morale, and employee retention.

Here is a brief overview of the industries clocking in maximum over time-

  • Construction: 50% of the workers clock in an average overtime of 49.4 hours per week.
  • Landscaping & facilities Management: 30% of workers clock an average overtime of 49.6 hours per week
  • Manufacturing: 49% of workers clock an average overtime of 48.4 hours per week
  • Transportation: 54% of workers clock an average overtime of 54.5 hours per week

As per the Fair Labor Standards Act (FLSA), which sets rules for child labor and minimum wages, any hours worked beyond 40 in a week are classified as overtime. 

In terms of overtime, a workweek is defined as a repeating period of 168 hours, equivalent to seven 24-hour days. Managers can monitor their employee’s overtime pay by physically recording their in-office clock-ins and clock-outs, noting their hours, or through a time card app.

In this blog, we will explore what is overtime pay, laws governing overtime payment and how a time tracking app can help.

Is Overtime Pay Mandated by the Law?

In short, yes. The FLSA mandates that companies must compensate their employees with overtime payment when they work more than 40 hours in a week. However, overtime regulations can differ from state to state. 

For instance, California state law stipulates that companies must pay double the regular rate when an employee works more than 12 hours in a day. On the other hand, some state laws, like those in Texas, align more closely with FLSA’s overtime policies.

It’s important to note that the FLSA’s overtime policies set the minimum standards. While some companies may pay double time on holidays or start overtime at 30 hours instead of 40, these are variations above the minimum requirements.

Regardless of your location or your company’s specific policies, one thing remains clear: adherence to the law is crucial. The United States Department of Labor emphasizes that employers who disregard overtime regulations may face civil money penalties for each violation.

Can your Business Benefit from Compliance?

Exceed Minimum Standards

See also  Importance of Calculating Billable Hours & How to Do It?

Adhering to the Fair Labor Standards Act’s (FLSA) minimum overtime requirements is essential, but field companies that go above and beyond these standards demonstrate a commitment to fair compensation and a positive work environment.

Some employers choose to implement policies that exceed FLSA standards, offering benefits such as double time on holidays or initiating overtime pay at fewer than 40 hours. These efforts will demonstrate your commitment to valuing employees’ time and efforts, contributing to a positive work environment.

Strategic Solutions with Digital Integration

To effectively navigate and enforce overtime policies, integrating a comprehensive time and attendance app into the workplace is a strategic solution. An attendance tracker app streamlines the tracking of employee hours, reducing the likelihood of errors and discrepancies in overtime payment calculations.

Automating the time tracking process not only ensures accurate recording and compensation but also plays a crucial role in identifying early signs of employee burnout.

By analyzing consistent patterns and irregularities in working hours, employers can proactively address potential burnout. This approach helps mitigate the negative effects on absenteeism, turnover rates, and overall employee well-being.

This proactive approach fosters a healthier work environment. Additionally, it enhances employee retention and productivity, ultimately contributing to the long-term success of the organization.

Maximizing Benefits Beyond Overtime 

Incorporating a time and attendance app into workforce management goes beyond addressing overtime concerns. Features like geofencing enhance security measures by monitoring employee clock in clock out based on their physical location.

Employing geofencing involves establishing virtual boundaries around specific geographical areas, such as the workplace premises.

This technology ensures that employees can only log their working hours when within the predefined boundaries, adding an extra layer of precision to time tracking. The implementation of geofencing not only bolsters accuracy in attendance records but also addresses concerns related to time fraud and unauthorized access.

This feature is particularly valuable in industries where physical presence is crucial, promoting trust and accountability while streamlining administrative processes.

Digital solutions such as a time tracking app with geofencing or GPS tracking ensures compliance with US labor laws by accurately recording and verifying employees’ work hours based on their physical location. 

This technology helps prevent issues such as unauthorized overtime, ensures fair compensation for actual hours worked, and provides concrete data to address any potential labor law disputes.

How Do You Calculate Overtime Pay?

Determining whether your employees qualify for overtime payment isn’t a one-size-fits-all scenario, but calculating overtime is simpler than you might think. The Fair Labor Standards Act (FLSA) defines the overtime rate as “time and a half,” or 1.5 times an employee’s hourly wage.

To calculate overtime pay, use your calculator and multiply the hourly rate by 1.5.

Let’s break it down with some simple math:

  • Hourly Rate x 40 = Weekly Wage 
  • Hourly Rate x 1.5 = Overtime Rate 
  • Overtime Rate x Number of Overtime Hours = Overtime Wage 
  • Weekly Wage + Overtime Wage = Total Pay

For salaried workers, determine their weekly wage by dividing their salary by 52. Then, find the hourly rate by dividing the weekly wage by the number of hours worked, typically 40.

Regarding payment, the FLSA specifies that any overtime rates must be paid in the same period as the wages were earned. In other words, include overtime pay in the same period as regular pay, just as you would for a standard pay period.


Understanding and managing overtime pay is crucial in ensuring fair compensation and compliance with labor laws. This is particularly significant in the field services industry where work hours can vary and are often subject to unpredictable demands.

In such dynamic environments, accurate calculation and tracking of overtime become paramount for both employers and employees. The field services industry, characterized by its mobile and often on-the-go nature, benefits immensely from precise overtime management. 

Given the fluctuating work conditions and varied schedules, having a reliable system in place to calculate, record, and manage overtime hours is essential. Adopting a time tracking app emerges as the optimal solution for addressing these challenges. 

To streamline your overtime payment management and ensure adherence to labor regulations, consider integrating a comprehensive time tracking app into your workflow today. Empower your team with accurate timekeeping, efficient tracking, and fair compensation. Take the next step toward effective overtime management for a more organized and compliant work environment.

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