It may include shift differentials and other variable rates of pay as well. Some reasons for differential pay practices may include shift work, call-back work, weekend work and hazardous or dirty duty. The regular rate of pay often is a complex formula that includes all “remuneration” provided for hours worked, such as hourly pay, shift differentials, salaries, piece rates, commissions, and most bonuses. Calculate Regular Rate. Certain payments or benefits you receive are not included in your regular rate of pay. They make an additional $1.00 per hour. 2. It includes hourly compensation, and also other types of pay like bonuses and commissions. These include: premium payments for overtime work or extra pay for work on Saturdays, Sundays, and holidays Employers must include shift differential pay when determining an employee’s regular rate of pay. But some types of pay are excluded from the regular rate, like a narrow type of discretionary bonus and gifts, holiday or vacation pay, and certain benefits. The regular rate of pay in terms of the FLSA is not the same as the base rate or the pay an employer regularly pays an employee. Here’s an example: A personal care assistant at an assisted living facility is paid $8 an hour and overtime on the basis of the 40 hour workweek standard. 2 nights x 8 hours per night x $2 per hour (shift differential) = $32; Without overtime wages, Jane should get $640 plus $320 plus her shift differential of $32, for a total of $992. If the employee makes $10.00 per hour, then the overtime rate is $15.00 per hour [1 ½ times $10.00 = $15.00]. If the employee works 30 hours in a week, that is an additional $30 they earn per week (30 x $1.00). Many employers utilize incentive pay wherein an employee is paid an extra amount of money on top of his or her normal hourly rate. premium payments other than for overtime, such as night shift pay differentials and premiums paid for hazardous, arduous, or dirty work. It can even include meals! Overtime pay is 1 ½ times the employee’s “Regular Rate.” In many situations, the “Regular Rate” is simply the hourly pay rate. Now we need to calculate Jane’s “regular rate,” which is her straight-time pay divided by the number of … Employers may soon have some clarity on which perks must be included in workers' "regular rate" of pay, which is used to calculate overtime premiums under federal law. The regular rate of pay is calculated by determining the staff member's total pay for the workweek, including base rate, shift differential pay, etc. The most frequently offered type of differential pay is given for specific work shifts and is common in the manufacturing industry. Employees can also receive flat rate shift differentials. Let’s say a customer support employee works third shift. and dividing by the total number of hours worked. Shift bonuses and shift differentials must be included when calculating overtime pay. An effective practice used by many U.S. employers is using shift differentials—pay premiums to compensate employees for working shifts other than regular weekday hours. It includes base pay, on-call pay, shift differentials, premium pay, stipends, and nondiscretionary lump-sum payments. Yes, all shift differential pay must be included in the calculation of the regular rate of pay used to compute an employee's overtime rate. Pay is given for specific work shifts and is common in the manufacturing industry amount... Of hours worked and nondiscretionary lump-sum payments other than regular weekday hours than for overtime, as! Working shifts other than for overtime, such as night shift pay differentials and premiums paid for,. 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