Multi-Rate Pay Calculator
WorkHourHub.com's Multi-Rate Pay Calculator computes weighted average blended overtime rates for employees working multiple jobs or pay rates under 29 CFR § 778.115.
🔀 Multi-Rate / Dual Pay Rate Calculator (FLSA Blended)
Essential Overview & Quick Rules
- WorkHourHub.com's Multi-Rate Pay Calculator computes weighted average regular rates of pay per FLSA 29 CFR § 778.115.
- When an employee works at two or more different pay rates in one workweek, overtime cannot be calculated on the higher or lower rate arbitrarily.
- The regular rate is the weighted average: total straight-time earnings divided by total hours worked in the workweek.
- Overtime is compensated with an additional 0.5× the weighted regular rate for all hours exceeding 40.0.
- Part of our free suite of payroll hour calculators and blended overtime tools.
⚖️ Regulatory Compliance Disclaimer: This tool provides estimates, not legal/tax advice. Always consult with certified payroll specialists or state labor departments regarding specific collective bargaining agreements and regional wage orders.
❓ Frequently Asked Questions (PAA)
Authoritative answers to common questions regarding work hours, break rules, overtime laws, and payroll math.
What is blended overtime pay under federal law?
Blended overtime is the statutory FLSA method under 29 CFR § 778.115 for calculating overtime when an employee works at two or more different pay rates in the same workweek.
How do you find the weighted regular rate of pay?
Divide total straight-time earnings from all jobs by total hours worked in the workweek. For example, $1,200 total earnings divided by 50 hours equals a $24.00 weighted regular rate.
Why is the overtime multiplier 0.5x instead of 1.5x in blended calculations?
Because all 50 hours have already been paid at 1.0× straight-time in the first calculation step, adding an extra 0.5× for the 10 overtime hours achieves the full 1.5× requirement.
Can an employer pay overtime based on the rate of the job performed during overtime?
Only if there was an explicit agreement before the work was performed pursuant to FLSA Section 7(g)(2) and 29 CFR § 778.419; otherwise, the weighted average method is legally required.
Do shift differentials require blended overtime calculations?
Yes. Shift differentials represent a second pay rate and must be factored into the weighted regular rate under 29 CFR § 778.207.