Need more options? Click Here for Advanced Search!

Overtime Calculations Done Right Under Federal Law: Do’s and Don’ts for FLSA Compliance - On-Demand

Overtime Calculations Done Right Under Federal Law: Do’s and Don’ts for FLSA Compliance - On-Demand

Product Code: YEWA091719A

Availability: In stock

Internet Special:
Add Items to Cart

Overtime Calculations Done Right Under Federal Law: Do’s and Don’ts for FLSA Compliance - On-Demand

Webinar now available On-Demand.

WEBINAR SNAPSHOT: Learn how to determine what needs to be included as regular pay, and correctly calculate overtime pay under current federal guidelines.


It seems fairly simple—nonexempt employees who work over 40 hours a week are entitled to overtime pay, or one-and-a-half the amount of their regular rate of pay. Not a difficult calculation, right?

Well, if it were only that easy. Turns out, figuring the rate of pay can be tricky. Because it’s not always the case that an employee’s hourly pay equals their regular rate of pay. Figuring the regular rate of pay means including all the pay the employee received in a week, except for pay that is statutorily excluded. There’s the rub.

The Fair Labor Standards Act (FLSA) requires that nondiscretionary bonuses must be included in the employee’s regular rate of pay. So pay that is based on performance—intended to incentivize employees or encourage them to stay—must be included in the regular rate of pay. These types of bonuses can even include non-cash rewards, like movie tickets.

However, discretionary bonuses do not need to be included in the regular rate of pay. These are bonuses that are at the employer’s discretion, such as some end-of-year bonuses. These payments are not expected, and not a specific amount, so they do not need to be included in overtime calculations.

Find out more about how to calculate overtime correctly under current FLSA regulations and avoid any costly repercussions of miscalculations.

Use this on-demand webinar with two legal experts on FLSA, and get clarification on these complicated calculations.

You’ll learn how to:

  • Properly calculate “extras” besides hourly pay, such as bonuses and other nondiscretionary payments
  • Recognize the difference between exempt and nonexempt employees so you’re not shortchanging employees entitled to overtime under federal law
  • Understand the practical impact of any conflicts in federal and state overtime laws
  • Clarify whether you can count biweekly or if the law only applies to each work week
  • Calculate employees’ rates of pay with non-traditional workweeks
  • Recognize what constitutes a “work week”
  • Prepare for the biggest changes in FLSA overtime regulations, which are expected to be released very soon  
  • And much more!


About Your Presenters

Elizabeth B.Bradley, Esq. 
Fortney & Scott LLC

Elizabeth B. Bradley, Esq. Shareholder Fortney & Scott LLC Elizabeth B. Bradley, a shareholder with Fortney Scott LLC, has over 15 years of experience representing employers and federal contractors in litigation and mediation matters before state and federal agencies and courts, as well as counseling and training private, public, and non-profit employers in all aspects of employment law. In addition, Bradley has extensive knowledge and experience in counseling federal contractors in matters relating to OFCCP. She has represented U.S. corporations in successfully defending against OFCCP’s review of the contractor’s utilization rates and compensation practices. Bradley also has experience in advising employers on wage and hour compliance under federal and state laws; litigating discrimination and retaliation claims advanced under Title VII, ADA, ADEA, and comparable state and local statues; conducting internal investigations involving discrimination complaints; performing wage and hour compliance reviews; and drafting and negotiating employment agreements including non-compete and non-solicitation provisions. Bradley has a broad-based practice counseling and representing employers on compliance with federal and state workplace laws and regulations and designing and implementing sound employment practices and policies. She has broad experience in conducting effective investigations of workplace claims and grievances, including misconduct, discrimination, retaliation, harassment and other claims employers typically face. She has been called upon by clients to conduct corporate internal investigations on sensitive employment matters, including allegations of serious misconduct and sexual harassment charges involving executive personnel. In addition to conducting workplace investigations, Bradley provides guidance and legal advice to clients handling their investigations in-house. Bradley has drafted investigation policies and procedures, and sexual harassment and other EEO policies for employers and has counseled employers about their responsibilities under Title VII of the Civil Rights Act and other EEO laws.


Sean Lee Sean D. Lee, Esq.

Sean Lee is an associate at FortneyScott. His practice covers a broad spectrum of workplace-related matters, with a focus on issues affecting federal contractors. He counsels public-sector and private employers on matters involving the U.S. Department of Labor, including minimum wage and overtime issues under the Fair Labor Standards Act and compliance with the prevailing wage requirements of the Service Contract Act. Lee also advises federal contractor employers in matters involving the DOL’s Office of Federal Contract Compliance Programs, and assists in the defense of OFCCP compliance evaluations and enforcement proceedings.

Lee has experience in conducting workplace investigations, including conducting witness interviews and client reporting.  His practice also involves government contracts compliance and litigation. He represents employers in bid protest matters before the U.S. Government Accountability Office and the U.S. Court of Federal Claims, as well as in matters before the U.S. Small Business Administration and its Office of Hearings and Appeals.

In addition, Lee has defended employers in state and federal courts and before agencies against claims of discrimination under Title VII, ADA, ADEA, and related state non-discrimination laws, as well as claims of FMLA retaliation and interference. He has represented and advised employers in a broad range of matters, including restrictive covenants and contract disputes, wrongful discharge, Section 1983 claims, intentional torts, and premises liability.

Lee is a regular contributor to the Federal Employment Law Insider newsletter, where he writes on current developments in federal employment law. Previously, he was Editor-in-Chief of Health Matrix: Journal of Law-Medicine.