Calculating Your Pay

To resolve most questions or disputes involving the FLSA, you must first know the regular rate of pay to which you are legally entitled.

Whether you work for hourly wages, salary, commissions, or a piece rate, the courts have ruled that your regular rate of pay typically includes your base pay plus any shift premiums, hazardous duty premiums, cost of living allowances, bonuses used to make otherwise undesirable worksites attractive, and the fair value of such things as food and lodging that your employer routinely provides as part of your pay.

Obviously, there is much room here for individual interpretation and arbitrary decisions. But the overriding concept is that everything that you logically consider to be a routine part of your hourly pay for a routine day is a part of your regular rate of pay.

The courts have often ruled that the regular rate of pay does not include contributions that an employer makes to benefit plans, paid vacations and holiday benefits, premiums paid for working on holidays or weekends, and discretionary bonuses. And some employee manuals clarify what is included in your regular rate of pay by specifying that some benefit programs are regarded by the company to be extra compensation that is not part of an employee’s regular pay.

The regular rate of pay for people who work for hourly wages is their hourly rate including the factors just mentioned.

For salaried workers, the hourly rate is their weekly pay divided by the number of hours in their standard workweek.

If you are paid a salary that covers a period longer than a week, it may be a bit trickier to compute your wage rate. Department of Labor regulations attempt to shed light on this by requiring that all salaries must be reduced to a weekly equivalent to determine the rate of pay.

If you are paid a monthly salary, for example, you can determine your weekly wage rate by multiplying your total monthly salary by 12 (the number of months in a year), then dividing that sum by 52 (the number of weeks in a year).