Fact-check log
325 claims: 316 verified, 3 wrong, 3 unsourced, 1 needs_reviewer, 1 needs reviewer, 1 unverified. A claim is verified only when the primary source was opened on the date shown and matches.
No tax on overtime
| Claim | Status | Source | Checked |
|---|---|---|---|
| Deduction applies to tax years 2025 to 2028; none for tax years beginning after Dec 31, 2028 | VERIFIED | law.cornell.edu | |
| Qualified overtime is FLSA section 7 overtime in excess of the regular rate (the extra half) | VERIFIED | law.cornell.edu irs.gov | |
| Overtime required only by state law, contract, CBA or policy is excluded; only the amount minimally necessary under 29 USC 207 counts | VERIFIED | irs.gov irs.gov | |
| Cap $12,500 per return, $25,000 on a joint return | VERIFIED | law.cornell.edu irs.gov irs.gov | |
| Reduced by $100 for each $1,000 MAGI over $150,000 ($300,000 joint) | VERIFIED | law.cornell.edu irs.gov | |
| Only whole thousands of MAGI over the limit count ($999 over means no reduction) | VERIFIED | irs.gov | |
| Reduction applies after the cap (smaller of qualified and cap, less reduction) | VERIFIED | law.cornell.edu irs.gov | |
| Deduction gone at $275,000 (single, HoH, QSS) and $550,000 (joint), at the full cap | VERIFIED | none (arithmetic, recomputed by hand) law.cornell.edu | |
| MAGI = AGI plus income excluded as foreign earned income or income from Puerto Rico or American Samoa | VERIFIED | law.cornell.edu govinfo.gov | |
| Available whether you itemize or take the standard deduction | VERIFIED | irs.gov | |
| It is a deduction, not an exclusion; overtime stays in W-2 box 1 wages | VERIFIED | irs.gov irs.gov | |
| Formula: hours over 40 in the workweek x 1/2 x regular rate, per workweek | VERIFIED | irs.gov | |
| Worked example: $20/h, 50 h/wk, 50 weeks -> $100/wk, $5,000 qualified, $5,000 deduction; $15,000 OT pay; ~$600 saving at 12% | VERIFIED | none (arithmetic, recomputed by hand) irs.gov | |
| MAGI $175,500 -> 25 full thousands -> deduction $2,500; gone at $200,000 | VERIFIED | none (arithmetic, recomputed by hand) irs.gov | |
| California daily OT that is not over 40 for the week adds nothing | VERIFIED | irs.gov irs.gov | |
| Double time: only the half-time part counts; IRS example 10 h at $20 paid 2x gives $100 not $200 | VERIFIED | irs.gov | |
| Contract/policy premiums (after 35 h, weekend, holiday, union) count only as far as the FLSA requires | VERIFIED | irs.gov | |
| Qualified tips are not qualified overtime (26 U.S.C. 225(c)(2)) | VERIFIED | law.cornell.edu | |
| Exempt employees: none of their overtime qualifies, even if state law or contract pays it | VERIFIED | irs.gov irs.gov | |
| California worked table: 4 x 10 h at $20 -> 8 h x $30 = $240 daily OT, $0 qualified; 5 x 10 h -> $300 daily OT, 10 x $10 = $100 qualified | VERIFIED | none (arithmetic, recomputed by hand) irs.gov | |
| Cap is per return; on a joint return it covers both spouses together | VERIFIED | irs.gov | |
| Need an SSN valid for work issued before the return due date; both spouses if both had overtime | VERIFIED | law.cornell.edu irs.gov | |
| Married must file jointly; MFS gets no deduction | VERIFIED | law.cornell.edu irs.gov | |
| Married person living apart last 6 months, paying over half household cost, with dependent child there over half the year counts as unmarried (26 U.S.C. 7703(b)) | VERIFIED | govinfo.gov | |
| For 2025 employers did not have to report qualified OT separately; box 14 or separate statement may be used | VERIFIED | irs.gov irs.gov | |
| 2025 stub shows premium only at 1.5x: use that amount | VERIFIED | irs.gov | |
| 2025 stub shows total OT pay at 1.5x: use one third | VERIFIED | irs.gov | |
| 2025 OT at 2x: half of the premium shown, or one quarter of total OT pay | VERIFIED | irs.gov | |
| 2025 no stub separating OT: use regular rate and hours over 40 each week | VERIFIED | irs.gov | |
| From 2026 employers report on W-2 box 12 code TT and only that amount can be deducted | VERIFIED | irs.gov | |
| Too low on the W-2: ask for a W-2c; too high: use only what was actually paid | VERIFIED | irs.gov | |
| Deduction figured on Schedule 1-A (Form 1040) Part III | VERIFIED | irs.gov irs.gov | |
| Employer still withholds income tax and Social Security on overtime; deduction comes at filing | VERIFIED | irs.gov | |
| 2026 Form W-4 takes the expected deduction in step 4(b); Tax Withholding Estimator accounts for it | VERIFIED | irs.gov | |
| FAQ: $25/h -> $12.50 per hour over 40; 10 h x 40 weeks = 400 x $12.50 = $5,000 | VERIFIED | none (arithmetic, recomputed by hand) law.cornell.edu | |
| FAQ: Form 4852 cannot be used; source cited as 'IRS FS-2026-13, answers 20 to 22' | VERIFIED | irs.gov | |
| FAQ: deduction is federal; state income tax rules are separate | VERIFIED | law.cornell.edu | |
| FAQ: owner of at least a bona fide 20% equity interest actively managing is an exempt executive | VERIFIED | irs.gov | |
| FAQ: SF-50 block 35 shows FLSA category; N nonexempt, E exempt | VERIFIED | irs.gov | |
| FAQ: state/local comp time counts when paid (time off taken or cash-out), one third of that pay; earning comp time does not count | VERIFIED | irs.gov irs.gov | |
| Marginal rate choices 10, 12, 22, 24, 32, 35, 37% | VERIFIED | irs.gov | |
| Deduction requires being covered by the FLSA and not exempt; employer can tell you | VERIFIED | irs.gov irs.gov | |
| Not sure of FLSA status: the IRS says to ask your employer; FLSA-ineligible means no qualified overtime regardless of state law or contract | VERIFIED | irs.gov irs.gov irs.gov | |
| Not-sure caveat: 'If you are exempt from FLSA overtime or not covered by the FLSA, the deduction is $0, even if state law or a contract pays you overtime.' | VERIFIED | irs.gov law.cornell.edu | |
| Overtime stays subject to Social Security and Medicare tax; the deduction lowers federal income tax only | VERIFIED | irs.gov irs.gov | |
| From 2026 only the amount separately reported (W-2 box 12 code TT, or rarely 1099-NEC box 1d / 1099-MISC box 14) can be deducted | VERIFIED | law.cornell.edu irs.gov | |
| Married living apart under 7703(b): IRS guidance read does not address it; check with the IRS | VERIFIED | law.cornell.edu law.cornell.edu | |
| Whether you are owed FLSA overtime: ask your employer (no share of workers claimed) | VERIFIED | none | |
| No hours over 40 in a workweek, so no qualified overtime under the 40-hour rule. State daily overtime alone does not count (hours mode only) | VERIFIED | irs.gov | |
| Engine maths: cap, whole-thousand phase-out, MFS/SSN/exempt blocks, years, stub fractions | VERIFIED | law.cornell.edu irs.gov irs.gov |
Overtime
| Claim | Status | Source | Checked |
|---|---|---|---|
| Federal overtime is 1.5x the regular rate for every hour over 40 in a workweek | VERIFIED | govinfo.gov dol.gov | |
| California and Alaska also count overtime by the day | VERIFIED | dir.ca.gov labor.alaska.gov | |
| Workweek: fixed recurring 7 days / 168 hours set by employer; no averaging across weeks | VERIFIED | ecfr.gov ecfr.gov dol.gov | |
| Regular rate includes shift differentials and bonuses promised for hours or output | VERIFIED | ecfr.gov ecfr.gov | |
| Paid holidays, vacation and sick days are not hours worked and do not count toward 40 | VERIFIED | ecfr.gov dir.ca.gov | |
| Federal law has no daily overtime, no double time and no weekend premium | VERIFIED | govinfo.gov dol.gov | |
| Example 45 h at $20: 800 + 150 = $950; overtime adds $50 over straight time | VERIFIED | none (arithmetic, recomputed by hand) | |
| 46-hour week at $20: federal $980; California $1,000 (38 x 20 + 8 x 30) | VERIFIED | none (arithmetic, recomputed by hand) dir.ca.gov dir.ca.gov | |
| California: 1.5x over 8 h in a workday up to 12; 2x over 12; 1.5x over 40/week; 7th day of work in one workweek (all 7 days worked) 1.5x first 8 h, 2x over 8 | VERIFIED | dir.ca.gov | |
| California weekly 40 counts straight-time hours only; daily OT hours are not counted again | VERIFIED | dir.ca.gov | |
| Alaska: 1.5x over 8 h a day and over 40 a week, employers with 4 or more employees | VERIFIED | labor.alaska.gov | |
| Alaska: paid under whichever rule gives more overtime hours, never both for the same hour | VERIFIED | law.justia.com (read via https://web.archive.org/web/20250725053554/ , 2024 Alaska Statutes) law.cornell.edu | |
| Alaska has no double time | VERIFIED | labor.alaska.gov | |
| Federal EAP exemption needs salary of at least $684 a week plus duties test; salary alone not enough | VERIFIED | ecfr.gov | |
| California exempt salary line is twice the state minimum wage for full-time work | VERIFIED | dir.ca.gov | |
| Comp time instead of OT pay only for public agencies, at 1.5 hours per OT hour | VERIFIED | govinfo.gov | |
| Unapproved overtime the employer knows of must be paid | VERIFIED | ecfr.gov ecfr.gov | |
| FLSA overtime rights cannot be waived by private agreement; Brooklyn Savings Bank v. O'Neil, 324 U.S. 697 (1945) | VERIFIED | law.cornell.edu | |
| Texas option: no state overtime rule for private employers, federal 40-hour rule applies. Florida option: no state overtime rate, federal rule applies; Fla. Stat. 448.01 extra pay over 10 h/day for manual laborers paid by day/week/month/year without a signed contract, amount unstated, left out of the result | VERIFIED | statutes.capitol.texas.gov flsenate.gov dol.gov | |
| 7th-day premium needs all 7 days of one fixed workweek; 7 days in a row spanning two workweeks do not count | VERIFIED | leginfo.legislature.ca.gov (text at qa/sources/CA-LAB-510-read-October 28, 2026.txt) leginfo.legislature.ca.gov (text at qa/sources/CA-LAB-500-read-October 28, 2026.txt) courts.ca.gov (Mendoza v. Nordstrom, Cal. Supreme Ct., filed 5/8/17, p. 11-12; text at qa/sources/CA-Mendoza-v-Nordstrom-S224611-read-October 28, 2026.txt) |
Time and a half
| Claim | Status | Source | Checked |
|---|---|---|---|
| Time and a half = 1.5 x regular rate; $12 -> $18; $18 -> $27; $27 / 1.5 = $18 | VERIFIED | govinfo.gov none (arithmetic, recomputed by hand) | |
| $7.25 x 1.5 = $10.875; 5 h = $54.38 (not $54.40) | VERIFIED | none (arithmetic, recomputed by hand) | |
| 29 CFR 778.110(a): $12/h, 46 h -> 6 OT h at $18 = $108; half-time extra $36; week $588 | VERIFIED | ecfr.gov | |
| Common rates table: 12/18/6, 18/27/9, 20/30/10, 25/37.50/12.50, 30/45/15 | VERIFIED | none (arithmetic, recomputed by hand) | |
| $15/h -> $22.50; 5 OT hours = $112.50 | VERIFIED | none (arithmetic, recomputed by hand) | |
| Law sets a floor; employer may pay more than time and a half | VERIFIED | govinfo.gov |
Double time
| Claim | Status | Source | Checked |
|---|---|---|---|
| Federal law never requires double time | VERIFIED | govinfo.gov dol.gov | |
| California: double time over 12 h in a workday and over 8 h on the 7th day of work in one workweek (all 7 days worked; a run spanning two workweeks does not count) | VERIFIED | leginfo.legislature.ca.gov dir.ca.gov | |
| 510 rows do not apply under a 511 or 514 alternative workweek schedule; under a 511 schedule, 2x over 12 h/day and over 8 h on days beyond the scheduled workdays | VERIFIED | leginfo.legislature.ca.gov (text at qa/sources/CA-LAB-510-read-October 28, 2026.txt) leginfo.legislature.ca.gov (text at qa/sources/CA-LAB-511-read-October 28, 2026.txt) | |
| $18.75 x 2 = $37.50; 4 h = $150; $25 x 2 = $50, 4 h = $200 | VERIFIED | none (arithmetic, recomputed by hand) | |
| 13-hour CA day at $20: 160 + 120 + 40 = $320; federal $260 | VERIFIED | none (arithmetic, recomputed by hand) dir.ca.gov | |
| Double time and a half (2.5x) is required by no federal or California law | VERIFIED | govinfo.gov dir.ca.gov | |
| FLSA does not require OT for Saturdays, Sundays, holidays, days of rest unless over 40 | VERIFIED | dol.gov | |
| Weekend/holiday premium of at least 1.5x may be excluded from regular rate and credited toward OT | VERIFIED | govinfo.gov | |
| 7th-day premium needs all 7 days of one fixed workweek; 7 days in a row spanning two workweeks do not count | VERIFIED | leginfo.legislature.ca.gov (text at qa/sources/CA-LAB-510-read-October 28, 2026.txt) leginfo.legislature.ca.gov (text at qa/sources/CA-LAB-500-read-October 28, 2026.txt) courts.ca.gov (Mendoza v. Nordstrom, Cal. Supreme Ct., filed 5/8/17, p. 11-12; text at qa/sources/CA-Mendoza-v-Nordstrom-S224611-read-October 28, 2026.txt) |
Shift differential
| Claim | Status | Source | Checked |
|---|---|---|---|
| Night-shift differentials (percent or per hour) must be included in the regular rate | VERIFIED | ecfr.gov | |
| Regular rate with two rates = total earnings / total hours | VERIFIED | ecfr.gov | |
| FLSA does not require extra pay for night work | VERIFIED | dol.gov | |
| California FAQ counts shift differentials in the regular rate | VERIFIED | dir.ca.gov | |
| Example: 45 h at $20 + 10 h x $2 -> $920; RR $20.4444; premium $51.11; week $971.11; base-only $970.00 ($1.11 short) | VERIFIED | none (arithmetic, recomputed by hand) | |
| 15% of $18 = $2.70; 10% of $20 = $2.00 -> $22.00 | VERIFIED | none (arithmetic, recomputed by hand) | |
| 778.110(b): $12/h, 46 h, $46 bonus -> $598, RR $13, premium 6 x $6.50 = $39, week $637 | VERIFIED | ecfr.gov |
Biweekly time card
| Claim | Status | Source | Checked |
|---|---|---|---|
| Overtime counted per workweek, never averaged, regardless of biweekly pay | VERIFIED | ecfr.gov | |
| 30 h + 50 h at $20: $600 + $1,100 = $1,700; averaging gives $1,600 ($100 short) | VERIFIED | none (arithmetic, recomputed by hand) ecfr.gov | |
| Workweek: fixed 168 h, any start day/hour, stays fixed once set | VERIFIED | ecfr.gov | |
| California 7th-day rule is per workweek; 7 days spanning two workweeks do not trigger it | VERIFIED | dir.ca.gov | |
| Up to 80 regular hours in a biweekly period, never more than 40 in one workweek | VERIFIED | govinfo.gov ecfr.gov | |
| Alaska adds overtime for hours over 8 in a day | VERIFIED | labor.alaska.gov |
Time card
| Claim | Status | Source | Checked |
|---|---|---|---|
| Default week: 4 x (8:30-5:00 - 30 min) = 8:00, Fri 9:30 -> 41:30 total, 1:30 OT federal | VERIFIED | none (arithmetic, recomputed by hand) | |
| Example 44 h at $20: federal $920; California $960 (36 x 20 + 8 x 30) | VERIFIED | none (arithmetic, recomputed by hand) dir.ca.gov dir.ca.gov | |
| Federal law does not require meal or rest breaks | VERIFIED | dol.gov | |
| Short breaks 5 to 20 minutes count as hours worked; meal of 30+ minutes fully relieved can be unpaid | VERIFIED | ecfr.gov ecfr.gov dol.gov | |
| California workday is a consecutive 24-hour period starting at the same time each calendar day | VERIFIED | dir.ca.gov | |
| Rounding to nearest 5 min, tenth or quarter hour allowed if it does not underpay over time | VERIFIED | ecfr.gov |
Hours worked
| Claim | Status | Source | Checked |
|---|---|---|---|
| Worked examples: 9-5 = 8:00; 8:45-5:15 - 30 = 8:00 (480 min); 11 PM-7 AM = 8:00; 7:00-1:45 - 30 = 6:15 (375 min); 480+375 = 855 min = 14:15 | VERIFIED | none (arithmetic, recomputed by hand) | |
| Rest breaks 5-20 min count as hours worked; meal periods fully relieved, ordinarily 30+ min, are not; eating at desk is work | VERIFIED | ecfr.gov ecfr.gov | |
| 9 to 5 with 30-min unpaid lunch = 7:30; 12 h with two 30-min unpaid breaks = 11:00 | VERIFIED | none (arithmetic, recomputed by hand) |
Time clock
| Claim | Status | Source | Checked |
|---|---|---|---|
| Rounding to nearest 5 min, tenth or quarter hour accepted if over time it does not underpay | VERIFIED | ecfr.gov | |
| Time clocks are not required; voluntary early/late punches with no work may be disregarded | VERIFIED | ecfr.gov | |
| '7-minute rule' is a common name, not regulation wording | VERIFIED | ecfr.gov | |
| Regulation does not say which way a 6-minute tie goes | VERIFIED | ecfr.gov | |
| Rounding table: 5-min 1-2 down/3-4 up; 6-min 1-2 down/3-5 up; 15-min 1-7 down/8-14 up; 8:07 -> 8:00 / 8:06 / 8:05 | VERIFIED | none (arithmetic, recomputed by hand) | |
| Example: Monday lost 13 min, Tuesday gained 7, net 6 min short | VERIFIED | none (arithmetic, recomputed by hand) | |
| Nearest quarter hour with whole minutes: 1 to 7 minutes past round down, 8 to 14 round up; '7-minute rule' is a common name, not the regulation's wording | VERIFIED | ecfr.gov | |
| 8:12 AM + 8 h + 30 min unpaid break = 4:42 PM; leaving 5:00 PM = 8:18 worked = 8.30 decimal; 10:00 PM + 8 h + 30 min = 6:30 AM next day; paid break left out = 4:12 PM | VERIFIED | none (arithmetic, recomputed by hand; engine tests C19, C21, C34) | |
| Rounding is judged over a period of time; nearest-step rounding is accepted only if it does not leave employees unpaid over time (F-019 result strings) | VERIFIED | ecfr.gov | |
| California does not allow rounding of meal break punches | VERIFIED | courts.ca.gov |
Timesheet
| Claim | Status | Source | Checked |
|---|---|---|---|
| FLSA records: full name; workweek start day and time; hours each workday and each workweek; regular rate, straight-time earnings, OT premium | VERIFIED | ecfr.gov | |
| Time cards with daily start/stop kept at least 2 years; payroll records at least 3 years | VERIFIED | ecfr.gov ecfr.gov | |
| Mon-Thu 8:30-5:00 - 30 = 8:00; Fri 9:30; week 41:30 = 41.50 | VERIFIED | none (arithmetic, recomputed by hand) | |
| Biweekly overtime is after 40 in either week, not after 80 | VERIFIED | ecfr.gov |
Payroll hours
| Claim | Status | Source | Checked |
|---|---|---|---|
| Workweek fixed 168 h; may change only if permanent and not to evade overtime | VERIFIED | ecfr.gov | |
| Example: Ana $1,600; Ben 30+50 at $18 = $1,530 (block of 80 = $1,440, $90 short); Cleo 45.5+38 at $25 = $2,156.25; total $5,286.25 | VERIFIED | none (arithmetic, recomputed by hand) ecfr.gov | |
| 2,080 h a year; semi-monthly 86.67 h; 7:20 = 7.33 h | VERIFIED | none (arithmetic, recomputed by hand) | |
| Rounding to 5 min / tenth / quarter hour allowed if it does not underpay over time | VERIFIED | ecfr.gov |
Salary to hourly
| Claim | Status | Source | Checked |
|---|---|---|---|
| $70,000 / 2,080 = $33.65; 37.5 h -> $35.90; 48 weeks -> $36.46; 2,087 -> $33.54 | VERIFIED | none (arithmetic, recomputed by hand) | |
| Common salaries table at 2,080 h ($40k-$100k hourly/weekly/monthly) | VERIFIED | none (arithmetic, recomputed by hand) | |
| 2,080 is simply 40 hours x 52 weeks; it is the usual payroll shortcut | VERIFIED | none (arithmetic, recomputed by hand) | |
| Federal government divides annual pay by 2,087 hours as 5 U.S.C. 5504(b) requires | VERIFIED | govinfo.gov opm.gov | |
| $25/h x 40 x 52 = $52,000; + 5 x $37.50 x 52 = $9,750 -> $61,750 | VERIFIED | none (arithmetic, recomputed by hand) | |
| Salary alone does not make you exempt; RR = weekly salary / hours it covers | VERIFIED | ecfr.gov ecfr.gov | |
| 778.113: $350/35 h = $10, OT $15; $375/40 h = $9.38; $1,560/mo or $780 semi-monthly = $9.00 | VERIFIED | ecfr.gov | |
| $20/h = $41,600; $15/h = $31,200; $4,000/mo = $23.08; $2,500 biweekly = $31.25 | VERIFIED | none (arithmetic, recomputed by hand) |
PTO
| Claim | Status | Source | Checked |
|---|---|---|---|
| Federal law does not require paid time off; DOL quote 'does not require payment for time not worked...' | VERIFIED | dol.gov | |
| 1 h per 30 h, 80 h biweekly: 2.67/period; 69.33/yr; 8.67 days | VERIFIED | none (arithmetic, recomputed by hand) | |
| 80-h cap, 4 h/period reaches cap at period 20; 24 h not earned | VERIFIED | none (arithmetic, recomputed by hand) | |
| Conversion table 40/80/120/160 h per year -> per period (/26) and per hour (/2,080) | VERIFIED | none (arithmetic, recomputed by hand) | |
| 2 weeks = 80 h on 8-h days; 80 h = 8 days on 10-h days | VERIFIED | none (arithmetic, recomputed by hand) | |
| Colorado HFWA: at least 1 hour of paid sick leave per 30 hours worked; earn or use capped at 48 hours a year unless employer sets higher; up to 48 unused hours carry forward | VERIFIED | content.leg.colorado.gov |
Hours for minors
| Claim | Status | Source | Checked |
|---|---|---|---|
| 14-15: 3 h on a school day (Fridays included), 18 h school week, 8 h non-school day, 40 h non-school week, 7 a.m.-7 p.m., 9 p.m. June 1 through Labor Day | VERIFIED | ecfr.gov dol.gov | |
| 16-17: unlimited hours in non-hazardous occupations; no federal hour limits | VERIFIED | dol.gov dol.gov | |
| School week = any week the local public school district is in session at least one day or part day; week = employer's 168-h workweek; summer school is outside school hours | VERIFIED | ecfr.gov | |
| Under 14 may not be employed in non-farm FLSA-covered jobs | VERIFIED | dol.gov ecfr.gov | |
| Parent may employ own child except manufacturing, mining, hazardous jobs | VERIFIED | ecfr.gov | |
| Exceptions: graduates, excused after 8th grade etc.; WECEP; work-study; sports attendants | VERIFIED | ecfr.gov | |
| When federal and state both apply, the stricter standard must be obeyed | VERIFIED | dol.gov | |
| 3:30-7:00 p.m. on a school Tuesday is 3.5 h, 0.5 h over; same shift on Saturday is allowed | VERIFIED | none (arithmetic, recomputed by hand) ecfr.gov | |
| 15-year-old may work up to 8 h on a weekday school holiday; 18-h week limit still applies if school met that week | VERIFIED | ecfr.gov |
Hours calculator
| Claim | Status | Source | Checked |
|---|---|---|---|
| Worked sums: 4:15 PM - 8:45 AM = 7:30; 7:50-15:20 = 7:30; 23:00-7:30 = 8:30; 4:20 + 2:55 = 7:15; 0:45 - 2:00 = -1:15; 3:40 + 1:35 = 5:15; 1.5 h + 45 min = 2:15; 1:10 - 2:20 = -1:10; 9 to 5 = 8:00; 7 to 3:30 = 8:30 | VERIFIED | none (arithmetic, recomputed by hand) |
Time duration
| Claim | Status | Source | Checked |
|---|---|---|---|
| Mon 8 AM to Fri 5 PM = 4 days 9 h = 105 h; Oct 26 10 PM to Oct 27 6:30 AM = 8:30 | VERIFIED | none (arithmetic, recomputed by hand) | |
| DST starts 2:00 AM second Sunday of March, ends 2:00 AM first Sunday of November; a state may keep standard time | VERIFIED | govinfo.gov | |
| Nov 1, 2026 12-4 AM = 5 h; Mar 14, 2027 12-4 AM = 3 h | VERIFIED | govinfo.gov none (arithmetic, recomputed by hand) | |
| No DST: Arizona (except Navajo Reservation), Hawaii, Puerto Rico, Guam, USVI, American Samoa | VERIFIED | nist.gov | |
| Feb 28 to Mar 1 is 2 days in 2028 and 1 day in 2027 | VERIFIED | none (arithmetic, recomputed by hand) |
Decimal hours
| Claim | Status | Source | Checked |
|---|---|---|---|
| Decimal hours = hours + minutes/60; 8:20 = 8.33; 6:50 = 6.8333; 9:35 = 9.5833; 16:25 = 16.4167; rounded sum 16.41 | VERIFIED | none (arithmetic, recomputed by hand) | |
| Minutes 0-59 chart to 2 and 4 places | VERIFIED | none (arithmetic, recomputed by hand) none (measured: node tests/*.test.js in prototype/, October 27, 2026) | |
| 7:50 = 7.83; 0.67 x 60 = 40.2; 6:37 = 6.62; 1 min = 0.0167 | VERIFIED | none (arithmetic, recomputed by hand) | |
| Rounding to 5 min / tenth / quarter accepted only if it does not underpay over time | VERIFIED | ecfr.gov | |
| Hours to minutes = hours x 60; 2.5 h = 150 min; table rows 0.1 h = 6 min through 12 h = 720 min; 1.5 h is 1:30, not 1:50 | VERIFIED | none (arithmetic, recomputed by hand; engine tests H1-H16, page table test H17) |
Military time
| Claim | Status | Source | Checked |
|---|---|---|---|
| 24-hour conversion: hours 13-23 minus 12 = PM; 1200 noon; 0000 midnight; chart | VERIFIED | none (arithmetic, recomputed by hand) none (measured: node tests/*.test.js in prototype/, October 27, 2026) | |
| Spoken forms ('zero hundred', 'fifteen hundred') and 2400 as end-of-day midnight | VERIFIED | none found |
Home page
| Claim | Status | Source | Checked |
|---|---|---|---|
| DOL 778.110 case: 46 h at $12 -> $480 + $108 = $588 | VERIFIED | ecfr.gov | |
| 18 free calculators | VERIFIED | none (measured: node tests/*.test.js in prototype/, October 27, 2026) | |
| 459 automated tests, all passing, last run October 27, 2026 | VERIFIED | none (measured: node tests/*.test.js in prototype/, October 27, 2026) | |
| 8 laws and official guides linked | VERIFIED | none (measured: node tests/*.test.js in prototype/, October 27, 2026) | |
| Law table: 29 U.S.C. 207 1.5x after 40; Cal. 510(a) daily after 8, 2x after 12; Alaska 23.10.060 daily after 8, 4+ staff; 26 U.S.C. 225 tax years 2025-2028; 29 CFR 570.35 minors | VERIFIED | govinfo.gov dir.ca.gov labor.alaska.gov law.cornell.edu ecfr.gov |
All work hours calculators
| Claim | Status | Source | Checked |
|---|---|---|---|
| Federal 1.5x after 40; California 1.5x after 8/day or 40/week, 2x after 12/day; Alaska 1.5x after 8/day or 40/week, 4+ employees | VERIFIED | govinfo.gov dir.ca.gov labor.alaska.gov | |
| Texas sets no overtime rate of its own, so the calculator uses the federal 40-hour rule there | VERIFIED | statutes.capitol.texas.gov dol.gov | |
| Florida has no general overtime law of its own, so the federal rule applies | VERIFIED | flsenate.gov | |
| 459 tests, last run October 27, 2026 | VERIFIED | none (measured: node tests/*.test.js in prototype/, October 27, 2026) | |
| 18 calculators | VERIFIED | none (measured: node tests/*.test.js in prototype/, October 27, 2026) |
Every page: header and footer
| Claim | Status | Source | Checked |
|---|---|---|---|
| Nav taglines: 'No tax on overtime: tax years 2025 to 2028'; 'Hours for minors: federal limits for ages 14 to 17'; 'Time clock: 5, 6 or 15 minute rounding' | VERIFIED | law.cornell.edu dol.gov ecfr.gov |
US federal overtime rules (FLSA): the 40-hour week and how overtime is paid
| Claim | Status | Source | Checked |
|---|---|---|---|
| Texas gives public-sector overtime: FLSA-covered state employees get 1.5 h comp time or 1.5x pay over 40 h; fire department staff in cities over 10,000 have their own rule | VERIFIED | statutes.capitol.texas.gov (Wayback 20250620) statutes.capitol.texas.gov (Wayback 20251214) | |
| Fla. Stat. 448.01: in force; names pay 'by the day, week, month or year', not hourly; names no rate and no enforcing agency | VERIFIED | flsenate.gov (Wayback 20260323) | |
| FLSA: 1.5x regular rate after 40 h in a workweek; no daily OT | VERIFIED | govinfo.gov | |
| Regular rate includes all remuneration except listed exclusions | VERIFIED | govinfo.gov | |
| Stricter state rule wins; FLSA does not excuse a lower state maximum workweek | VERIFIED | govinfo.gov |
US overtime and break rules by state
| Claim | Status | Source | Checked |
|---|---|---|---|
| Stricter state rule wins; FLSA does not excuse a lower state maximum workweek | VERIFIED | govinfo.gov | |
| NH 30-min lunch after 5 consecutive h unless eating while working is feasible and permitted | VERIFIED | gc.nh.gov (Wayback 20261013) | |
| WV 20 min for meals in a 6+ h workday where breaks/eating not already allowed | VERIFIED | code.wvlegislature.gov (Wayback 20260904) | |
| NE 30-min lunch off premises per 8-h shift at assembling plants, workshops, mechanical establishments; CBA/written agreement exception | VERIFIED | nebraskalegislature.gov (Wayback 20261013) | |
| WV duty applies 'where employees are not afforded necessary breaks and/or permitted to eat lunch while working'; scope of and/or unclear | VERIFIED | code.wvlegislature.gov (Wayback 20260904; live site 403) | |
| KS state OT after 46 h a week | VERIFIED | ksrevisor.gov | |
| No federal meal-break requirement; offered 5-20 min breaks count as hours worked; bona fide meal, ordinarily 30+ min, completely relieved, is not work time | VERIFIED | law.cornell.edu (LII copy; eCFR API returned 406) law.cornell.edu dol.gov (live 403; Wayback 2026 capture) |
Minnesota overtime and break rules: the 48-hour week
| Claim | Status | Source | Checked |
|---|---|---|---|
| Stricter state rule wins; FLSA does not excuse a lower state maximum workweek | VERIFIED | govinfo.gov | |
| MN OT after 48 h; rest 15 min (or restroom time) per 4 consecutive h; meal 30 min at 6+ consecutive h, unpaid; 2025 remedies | VERIFIED | revisor.mn.gov revisor.mn.gov revisor.mn.gov |
Hawaii overtime rules: salaried staff under $4,000 a month and the 40-hour regular rate
| Claim | Status | Source | Checked |
|---|---|---|---|
| Stricter state rule wins; FLSA does not excuse a lower state maximum workweek | VERIFIED | govinfo.gov | |
| HI OT over 40; employee excludes guaranteed comp $4,000+/month; salaried regular rate divides by 40 | VERIFIED | capitol.hawaii.gov (Wayback 20250505) capitol.hawaii.gov (Wayback 20260502) |
Massachusetts overtime and meal break rules
| Claim | Status | Source | Checked |
|---|---|---|---|
| Stricter state rule wins; FLSA does not excuse a lower state maximum workweek | VERIFIED | govinfo.gov | |
| MA OT over 40; commissions/bonuses excluded from regular rate; retail Sunday/holiday hours excluded; meal 30 min after 6 h; fine $300-$600 | VERIFIED | malegislature.gov (Wayback 20260928) malegislature.gov (Wayback 20261026) |
California overtime rules: daily overtime, double time and the 7th day
| Claim | Status | Source | Checked |
|---|---|---|---|
| CA 1.5x over 8/day and 40/week and first 8 on 7th day; 2x over 12/day and over 8 on 7th day; no combining rates; alt workweeks excluded | VERIFIED | leginfo.legislature.ca.gov (Wayback 20260102) | |
| CA exempt salary 2x state minimum for 40 h; 2026 = $1,352.00/wk, $70,304/yr; non-exempt salaried regular rate = weekly salary / 40 | VERIFIED | leginfo.legislature.ca.gov (Wayback 20250301) dir.ca.gov |
California meal and rest break laws
| Claim | Status | Source | Checked |
|---|---|---|---|
| CA meal 30 min over 5 h (waivable to 6), second over 10 h (waivable to 12 if first not waived); rest 10 min per 4 h or major fraction, none under 3.5 h; 1 h premium per workday | VERIFIED | leginfo.legislature.ca.gov (Wayback 20250222) dir.ca.gov |
Alaska overtime rules: the 8-hour day and the 40-hour week
| Claim | Status | Source | Checked |
|---|---|---|---|
| Alaska exemptions (4+ employees etc.), salaried contract rule, no comp time/Belo/fluctuating workweek, 20-min relief rule | VERIFIED | law.justia.com (Wayback 20250725) law.cornell.edu |
Nevada overtime and break rules: daily overtime under $18 an hour
| Claim | Status | Source | Checked |
|---|---|---|---|
| NV daily OT over 8 h if paid under 1.5x minimum (4x10 exception); weekly 40 for all; exemptions list | VERIFIED | leg.state.nv.us (Wayback 20261022) | |
| Daily OT line $18.00 (1.5 x $12.00); band $16.50-$18.00 unsettled | VERIFIED | leg.state.nv.us (Wayback 20261020) leg.state.nv.us (Wayback 20261022) | |
| NV meal 30 min per 8 continuous h; rest 10 min per 4 h or major fraction, paid; exceptions | VERIFIED | leg.state.nv.us (Wayback 20261022) |
Washington overtime and break rules
| Claim | Status | Source | Checked |
|---|---|---|---|
| WA OT over 40; agricultural OT over 40 from 2024 (55 in 2022, 48 in 2023) | VERIFIED | app.leg.wa.gov (Wayback 20261015) | |
| WA exempt salary 2026 2.25x min x 40 = $1,541.70; 2027 2.25x ($1,595.70) for 50 or fewer, 2.5x ($1,773.00) over 50; 2028+ 2.5x | VERIFIED | app.leg.wa.gov (Wayback 20261015) lni.wa.gov (Wayback 20261016) | |
| WA meal 30 min between hour 2 and 5, none over 5 h without one; extra meal 3+ h past normal day; paid rest 10 min per 4 h, none over 3 h without | VERIFIED | app.leg.wa.gov (Wayback 20261015) |
New York overtime rules: wider coverage, spread of hours and 2026 exempt salary
| Claim | Status | Source | Checked |
|---|---|---|---|
| NY OT 1.5x per FLSA minus 13(a)(2),(4) exemptions; FLSA-exempt staff OT at 1.5x basic minimum; 40/44 h; 2026 min $17.00/$16.00; spread of hours; exempt salary $1,275.00/$1,199.10 | VERIFIED | forms.labor.ny.gov |
Pennsylvania overtime rules: the regular rate for salaried and day-rate workers
| Claim | Status | Source | Checked |
|---|---|---|---|
| PA salaried non-exempt regular rate = pay / 40; day/job rate: total / hours, extra half-time over 40 | VERIFIED | pacodeandbulletin.gov |
Maine break and exempt salary rules
| Claim | Status | Source | Checked |
|---|---|---|---|
| ME 30-min break after 6 consecutive h (small-business exception); OT over 40 with regular-rate definition; exempt pay > 3000x state minimum or federal annual rate | VERIFIED | legislature.maine.gov legislature.maine.gov legislature.maine.gov |
Connecticut meal break rule
| Claim | Status | Source | Checked |
|---|---|---|---|
| CT 30-min meal for 7.5+ consecutive h, after first 2 and before last 2; exemptions | VERIFIED | cga.ct.gov (Wayback 20261011) | |
| CT meal-period violation: civil penalty under 31-69a, $300 per violation, liable to the Labor Department; AG sues to recover on Commissioner's complaint | VERIFIED | cga.ct.gov (Wayback 20261011) cga.ct.gov (Wayback 20260717, latest 2026 capture) | |
| No federal meal-break requirement; offered 5-20 min breaks count as hours worked; bona fide meal, ordinarily 30+ min, completely relieved, is not work time | VERIFIED | law.cornell.edu (LII copy; eCFR API returned 406) law.cornell.edu dol.gov (live 403; Wayback 2026 capture) |
Delaware meal break rule
| Claim | Status | Source | Checked |
|---|---|---|---|
| DE unpaid 30-min meal for 7.5+ consecutive h; exemptions | VERIFIED | delcode.delaware.gov | |
| DE 707 civil penalty $1,000-$5,000 per violation; retaliation deemed a violation | VERIFIED | delcode.delaware.gov | |
| No federal meal-break requirement; offered 5-20 min breaks count as hours worked; bona fide meal, ordinarily 30+ min, completely relieved, is not work time | VERIFIED | law.cornell.edu (LII copy; eCFR API returned 406) law.cornell.edu dol.gov (live 403; Wayback 2026 capture) |
Maryland retail shift break rule
| Claim | Status | Source | Checked |
|---|---|---|---|
| MD retail breaks: 15 min 4-6 h, 30 min over 6 h, +15 per 4 h from 8 h; employer 50+ retail staff; exclusions | VERIFIED | mgaleg.maryland.gov | |
| MD 3-710 complaint to Commissioner; penalty up to $300 per employee, $600 if within 3 years of a prior founded complaint; employee action and treble hourly wage on repeat violation | VERIFIED | mgaleg.maryland.gov | |
| No federal meal-break requirement; offered 5-20 min breaks count as hours worked; bona fide meal, ordinarily 30+ min, completely relieved, is not work time | VERIFIED | law.cornell.edu (LII copy; eCFR API returned 406) law.cornell.edu dol.gov (live 403; Wayback 2026 capture) |
North Dakota meal period rule
| Claim | Status | Source | Checked |
|---|---|---|---|
| ND 30-min meal on shifts over 5 h with 2+ on duty; waivable; unpaid if fully relieved | VERIFIED | ndlegis.gov (Wayback 20260113) | |
| No federal meal-break requirement; offered 5-20 min breaks count as hours worked; bona fide meal, ordinarily 30+ min, completely relieved, is not work time | VERIFIED | law.cornell.edu (LII copy; eCFR API returned 406) law.cornell.edu dol.gov (live 403; Wayback 2026 capture) |
Rhode Island meal break and Sunday pay rules
| Claim | Status | Source | Checked |
|---|---|---|---|
| RI 20-min meal within 6 h, 30-min with 8 h, unpaid; 1.5x Sundays and holidays with exemptions | VERIFIED | webserver.rilegislature.gov (Wayback 20261013) webserver.rilegislature.gov (Wayback 20250430) |
Other checks
| Claim | Status | Source | Checked |
|---|---|---|---|
| KY 1.5x for the 7th day worked in a workweek; not where the worker may not work over 40 h | VERIFIED | apps.legislature.ky.gov (Wayback 20251031) | |
| Federal overtime floor is 1.5x the regular rate for hours over 40 in a workweek; a custom rule over 40 hours or under 1.5x can pay less | VERIFIED | law.cornell.edu | |
| A rule at or above the federal floor can still fall short of state or city law, so no custom rule reads as cleared | VERIFIED | law.cornell.edu | |
| In US usage local law is a separate tier from federal and state law, so 'check your local law' under-points a US reader | VERIFIED | ecfr.gov | |
| Agency reading: unless exempt, covered employees must receive at least 1.5x for hours over 40 in a workweek | VERIFIED | dol.gov | |
| The workweek is a fixed 168-hour period that may begin on any day and hour; the text says 'established', in the passive | VERIFIED | ecfr.gov |
Pay raise
| Claim | Status | Source | Checked |
|---|---|---|---|
| A retroactive raise raises the regular rate for its whole period; each overtime hour in that period is owed 1.5x the hourly raise (10 cents an hour -> 15 cents per overtime hour), whatever the parties agree | VERIFIED | ecfr.gov | |
| Worked examples: 3% on $20.00/h = $20.60 ($41,600 -> $42,848); 5% on $50,000 = $52,500 (+$208.33 a month); $48,000 -> $52,000 = 8.33%; two 5% raises = 10.25%; 5% raise with 3% inflation = 1.94% real; $1.00/h back pay Sep 1 to Oct 1, 2026 with 10 OT h = $191.00; 3% of $70,000 over 30 weekdays = $242.31 | VERIFIED | arithmetic, recomputed by tests/pay-raise-calculator.test.js | |
| Salary turned into an hourly figure by dividing by the hours it covers (2,080 at 40 h x 52 weeks) | VERIFIED | ecfr.gov |
Business days
| Claim | Status | Source | Checked |
|---|---|---|---|
| Eleven legal public holidays: New Year's Day Jan 1; MLK 3rd Mon Jan; Washington's Birthday 3rd Mon Feb; Memorial Day last Mon May; Juneteenth Jun 19; Independence Day Jul 4; Labor Day 1st Mon Sep; Columbus Day 2nd Mon Oct; Veterans Day Nov 11; Thanksgiving 4th Thu Nov; Christmas Dec 25 | VERIFIED | govinfo.gov | |
| For a Monday-to-Friday workweek a Saturday holiday is observed on the Friday before | VERIFIED | govinfo.gov | |
| A Sunday holiday is observed on the Monday after (Executive Order 11582, as OPM states) | VERIFIED | archives.gov opm.gov | |
| Observed federal holidays 2026 and 2027 (tables on the page), including New Year's Day 2028 observed Friday, December 31, 2027 | VERIFIED | opm.gov | |
| Inauguration Day (January 20 every fourth year) is a holiday only for federal employees in D.C. and named nearby Maryland and Virginia areas | VERIFIED | govinfo.gov | |
| Juneteenth counted from 2021 | VERIFIED | opm.gov | |
| 250 working days in 2026, 249 in 2027 (261 weekdays each, less 11 and 12 observed holidays); 2,000 working hours in 2026 at 8 h a day; monthly table | VERIFIED | arithmetic, recomputed by tests/business-days-calculator.test.js (C4, C5) and generated from the engine | |
| Federal Reserve Banks open the Friday before a Saturday holiday (July 3, 2026; June 18, Dec 24, Dec 31, 2027) | VERIFIED | federalreserve.gov |
Holiday pay
| Claim | Status | Source | Checked |
|---|---|---|---|
| The FLSA does not require payment for time not worked, such as vacations or holidays (federal or otherwise); these are a matter of agreement | VERIFIED | dol.gov | |
| Federal contracts under the Service Contract Act or Davis-Bacon can carry holiday benefits set in the wage determination | VERIFIED | dol.gov | |
| Extra pay for holiday work at a premium of at least 1.5x may be treated as an overtime premium (excluded from the regular rate, creditable toward overtime due); under 1.5x it must be included in the regular rate and cannot be credited | VERIFIED | ecfr.gov govinfo.gov | |
| Pay for a holiday not worked is excluded from the regular rate and cannot be credited toward overtime; $12/h, 50 h incl. 9 on the holiday, 8 h holiday pay -> $600 + $96 + $60 = $756 | VERIFIED | ecfr.gov ecfr.gov | |
| Federal employees working a holiday get basic pay plus premium pay equal to basic pay for holiday work not over 8 hours and not overtime; at least 2 hours if required to work | VERIFIED | govinfo.gov | |
| Worked weeks: 40 + 8 holiday h at 1.5x, $20 -> $1,040; at 1.25x -> regular rate $20.83, $1,083.33; 50 + 8 at 1.5x -> $1,340; 8-hour shift table | VERIFIED | arithmetic, recomputed by tests/holiday-pay-calculator.test.js (W1 to W6) |
Work schedule
| Claim | Status | Source | Checked |
|---|---|---|---|
| FLSA requires overtime of at least 1.5x the regular rate for a covered, nonexempt employee's hours over 40 in a workweek | VERIFIED | govinfo.gov | |
| A workweek is a fixed, regularly recurring period of 168 hours, seven consecutive 24-hour periods, and can start on any day and at any hour | VERIFIED | ecfr.gov | |
| Each workweek stands alone; hours are not averaged over two or more weeks | VERIFIED | ecfr.gov | |
| A shift past midnight counts in full to the day it starts; if that day ends the workweek, the hours after midnight belong to the next workweek | VERIFIED | ecfr.gov | |
| Federal rules limit the hours and times of day that 14- and 15-year-olds may work outside farm jobs; states may set stricter limits | VERIFIED | ecfr.gov | |
| Oregon and Seattle require covered retail and food service employers to post schedules 14 days ahead | VERIFIED | oregon.public.law oregon.public.law seattle.gov | |
| Over 40 = more than 2,400 minutes in the workweek; Jordan exactly 40.00 is not over | VERIFIED | none (arithmetic: 40 x 60 = 2,400; statute says 'longer than forty hours' so exactly 40 is not over) | |
| Worked example: Jordan 9:00-5:30 less 30 = 8.00 x 5 = 40.00; Priya 7:00-4:00 less 30 = 8.50 x 4 + Fri 7:00-3:30 less 30 = 8.00 = 42.00; Marcus 10 PM-6:30 AM less 30 = 8.00 x 4 = 32.00; Lena 5.00+7.50+7.50 = 20.00; Diego 3 x 8 = 24.00; total 158.00; 1 row flagged | VERIFIED | none (arithmetic, recomputed by hand October 28, 2026) | |
| 50 rows is the most one schedule holds; opens with five blank rows; 'Employee N' names up to 80 characters | VERIFIED | none (tool limit: src/engines/work-schedule-maker.ts MAX_ROWS = 50, MAX_NAME = 80) | |
| Schedule is saved only in this browser on this device; nothing is sent to SumTrue; Clear removes it; private windows may not save and the page says so | VERIFIED | none (code: js/work-schedule-maker.js lines 22-31 use localStorage get/set/remove inside try/catch; no fetch/XMLHttpRequest in the file) | |
| Download CSV saves the schedule as a CSV file with a UTF-8 byte-order mark | VERIFIED | none (code: js/engines/work-schedule-maker.js csvText line 157 prepends a literal U+FEFF) | |
| Hospitals and police and fire departments may use 14-day and 28-day work periods instead of the workweek | VERIFIED | govinfo.gov | |
| California daily overtime applies over 8 hours in a workday | VERIFIED | dir.ca.gov |
Bonus
| Claim | Status | Source | Checked |
|---|---|---|---|
| Nondiscretionary bonuses are included in the regular rate | VERIFIED | ecfr.gov | |
| A bonus covering several weeks is apportioned back; extra pay is one-half the hourly share times statutory overtime hours; equal-per-week or equal-per-hour allocation | VERIFIED | ecfr.gov | |
| A true percentage-of-total-earnings bonus satisfies overtime; no recomputation | VERIFIED | ecfr.gov ecfr.gov | |
| Discretionary only if employer decides fact and amount at or near period end with no prior promise; label not determinative | VERIFIED | law.cornell.edu ecfr.gov | |
| FS #56C Example A: $10/h, 43 h, $50 bonus, total $496.74 | VERIFIED | dol.gov |
Commission
| Claim | Status | Source | Checked |
|---|---|---|---|
| Commissions are included in the regular rate however and whenever paid | VERIFIED | ecfr.gov | |
| Monthly commission x 12 / 52 per week; $416 gives $96 and $8 extra in a 48-hour week; $384 over 44/40/44/48 h gives $4.36, $0, $4.36, $8 | VERIFIED | ecfr.gov | |
| 7(i): retail or service establishment; regular rate over 1.5 x federal minimum ($10.875 at $7.25); over half of pay commissions over a representative period of at least one month; tested per workweek | VERIFIED | law.cornell.edu ecfr.gov ecfr.gov ecfr.gov | |
| Outside sales employees are exempt; salary test does not apply | VERIFIED | ecfr.gov | |
| Federal minimum wage $7.25 an hour, applied per workweek | VERIFIED | law.cornell.edu ecfr.gov |
Severance
| Claim | Status | Source | Checked |
|---|---|---|---|
| No FLSA requirement for severance; a matter of agreement; EBSA may help with plan benefits | VERIFIED | dol.gov | |
| WARN: 100+ employees; 60 days' written notice before plant closing or mass layoff; exceptions; back pay and benefits up to 60 days, capped at half the days employed | VERIFIED | law.cornell.edu law.cornell.edu law.cornell.edu | |
| Maine: one week's pay per year plus partial year, eligible employees with 3+ years, covered establishment of 100+, closing, relocation or mass layoff | VERIFIED | legislature.maine.gov | |
| California: vested vacation paid at final rate when terminated; no forfeiture | VERIFIED | leginfo.legislature.ca.gov | |
| Illinois: earned vacation paid at final rate when employee resigns or is terminated; no forfeiture | VERIFIED | ilga.gov | |
| ADEA waiver: 21 days (45 in group program), 7-day revocation, age 40+ | VERIFIED | law.cornell.edu law.cornell.edu | |
| New Jersey: mass layoff (50+ in 30 days at or reporting to an NJ establishment) or transfer/termination of operations ending 50+ jobs; severance of one week of pay per full year of employment, plus 4 weeks if short notice; rate is the higher of the 3-year average or final regular rate | VERIFIED | nj.gov | |
| Hawaii: on a closing, partial closing or relocation of a covered establishment (50+ persons in prior 12 months), employer pays a dislocated worker allowance topping unemployment benefits up to average weekly wages, for at most 4 weeks | VERIFIED | capitol.hawaii.gov |
Semi-monthly vs biweekly pay: 24 or 26 paychecks, and what changes
| Claim | Status | Source | Checked |
|---|---|---|---|
| Overtime earned in a workweek is generally paid on the payday for the period in which the workweek ends; if not computable, as soon as practicable and no later than the next payday after computation | VERIFIED | ecfr.gov | |
| Semi-monthly salary x 24 / 52 = weekly equivalent; divide by hours the salary is intended to cover | VERIFIED | ecfr.gov | |
| The FLSA sets no pay frequency, but required wages are due on the regular payday; Davis-Bacon contracts require weekly pay | VERIFIED | ecfr.gov ecfr.gov | |
| DOL table of state payday requirements; Alabama and Florida not specified | VERIFIED | dol.gov | |
| Exempt salary test met biweekly at not less than $1,368; dividing by 27 fails it below $36,936 a year | VERIFIED | ecfr.gov | |
| Pay per check: $52,000/24 = $2,166.67, /26 = $2,000.00, /27 = $1,925.93; 2,080/24 = 86.67 h | VERIFIED | arithmetic | |
| 2027 semi-monthly weekday counts: Feb 16-28 = 9; Jan 16-31, May 1-15, Aug 1-15, Oct 16-31 = 10; 16 other periods = 11; Mar 16-31, Aug 16-31, Dec 16-31 = 12 (24 periods) | VERIFIED | arithmetic | |
| 2027 has 261 weekdays = 2,088 h at 8 h | VERIFIED | arithmetic | |
| 15th is a Saturday in May 2027 and a Sunday in August 2027 | VERIFIED | arithmetic | |
| Jan 1 2027 and Dec 31 2027 are Fridays | VERIFIED | arithmetic | |
| Friday payroll paying 2 Jan 2026 pays 1 Jan 2027 and gets 27 paydays in 2027; one paying 9 Jan 2026 gets 26 (first 8 Jan 2027). Also 27 x$1,925.93 = $52,000 and 26 x $2,000 = $54,000 for a $52,000 salary | VERIFIED | arithmetic | |
| Nov 14-20 2027 is Sunday to Saturday; Nov 15 is Monday; 8+37 = 45 h; 5 h OT; Nov 30 payday | VERIFIED | arithmetic | |
| $2,166.67 x 24 / 52 = $1,000.00; /40 = $25.00; x1.5 = $37.50 | VERIFIED | arithmetic | |
| Biweekly months with three paychecks: two in most years (26-payday years); 2027 Friday-Jan-1 payroll has three (Jan, Jul, Dec) | VERIFIED | arithmetic | |
| Weekly pay has 53 paydays in some years | VERIFIED | arithmetic | |
| Biweekly paydays 'slide one weekday later each year' | WRONG | arithmetic | |
| 27 paydays 'about every 11 years' | WRONG | arithmetic | |
| 29 CFR 778.104: 'Each workweek stands alone'; 30 h then 50 h week = overtime in second week although average 40 | VERIFIED | ecfr.gov | |
| 29 CFR 778.105: workweek is a fixed, recurring period of 168 hours, seven consecutive 24-hour periods | VERIFIED | ecfr.gov | |
| 29 CFR 778.106: overtime generally paid on the regular payday for the period in which the workweek ends; if not computable, as soon as practicable, no later than next payday after it can be computed | VERIFIED | ecfr.gov | |
| 29 CFR 778.113(b): semimonthly salary translated to weekly by multiplying by 24 and dividing by 52, then divide by hours the salary covers | VERIFIED | ecfr.gov | |
| Merriam-Webster defines semimonthly as 'occurring twice a month' | VERIFIED | merriam-webster.com | |
| Merriam-Webster lists both senses of bimonthly: every two months and twice a month | VERIFIED | merriam-webster.com | |
| Merriam-Webster lists both senses of biweekly: every two weeks and twice a week | VERIFIED | merriam-webster.com | |
| DOL state payday table URL loads, is the right page, and lists frequency by state | VERIFIED | dol.gov | |
| Federal law does not set how often workers must be paid | UNSOURCED | dol.gov | |
| Most states set pay frequency, and some set different rules for different kinds of work | UNSOURCED | dol.gov | |
| Federal law does not say what happens when the 15th falls on a weekend; many employers pay the business day before | UNSOURCED | none | |
| Biweekly pay period is always two whole workweeks | NEEDS_REVIEWER | 29 CFR 778.105 | |
| CT: a payday that falls on a nonwork day is paid on the preceding workday | VERIFIED | cga.ct.gov (live timed out November 1, 2026; read Wayback 20260717063020) | |
| ME: a payday on a day the business is regularly closed must be paid no later than the following business day; family members and salaried employees excluded | VERIFIED | legislature.maine.gov (read live November 1, 2026) |
How many hours is full time in the US? 30, 35, 40 and who decides
| Claim | Status | Source | Checked |
|---|---|---|---|
| The ACA does not order a large employer to offer coverage; failing to offer it to full-time employees can trigger an assessable payment | VERIFIED | law.cornell.edu | |
| ACA full-time employee averages at least 30 hours of service a week; 130 hours in a calendar month is the monthly equivalent | VERIFIED | law.cornell.edu | |
| Optional weekly rule: 120 hours in a four-week month, 150 hours in a five-week month | VERIFIED | law.cornell.edu | |
| The ACA regulations define 'part-time employee' (new employee expected to average under 30 hours) | VERIFIED | law.cornell.edu | |
| Related companies with a common owner are generally combined as one employer for the 50-employee test | VERIFIED | irs.gov | |
| Hawaii Prepaid Health Care Act: employers must cover employees working at least 20 hours a week who earn at least 86.67 x the state minimum wage a month | VERIFIED | capitol.hawaii.gov labor.hawaii.gov |
How many work hours are in a year in the US? 2,080, and the real count for 2026 and 2027
| Claim | Status | Source | Checked |
|---|---|---|---|
| 2026 federal holidays, with Independence Day observed Friday July 3 (July 4 is a Saturday); 11 days off in 2026 | VERIFIED | opm.gov | |
| 2027 federal days off: Juneteenth observed Fri Jun 18, Independence Day observed Mon Jul 5, Christmas observed Fri Dec 24 | VERIFIED | opm.gov | |
| New Year's Day 2028 (Saturday) is observed Friday, December 31, 2027, so 2027 has 12 federal days off | VERIFIED | opm.gov | |
| Working days: 2026 = 261 weekdays - 11 holidays = 250 (2,000 h); 2027 = 261 - 12 = 249 (1,992 h); monthly splits in the tables | VERIFIED | opm.gov | |
| OPM divides annual basic pay by 2,087 hours; 2,087.143 = (2,096x4 + 2,088x17 + 2,080x7) / 28; 2,080 was the divisor until 1984 | VERIFIED | opm.gov | |
| The FLSA does not require payment for time not worked such as vacations or holidays; a matter of agreement | VERIFIED | dol.gov | |
| Federal holidays are established by 5 U.S.C. 6103 | VERIFIED | law.cornell.edu |
Pay schedule
| Claim | Status | Source | Checked |
|---|---|---|---|
| CT: a payday that falls on a nonwork day is paid on the preceding workday | VERIFIED | cga.ct.gov (live timed out November 1, 2026; read Wayback 20260717063020) | |
| ME: a payday on a day the business is regularly closed must be paid no later than the following business day; family members and salaried employees excluded | VERIFIED | legislature.maine.gov (read live November 1, 2026) |
Is overtime taxed? Yes, and a federal deduction covers part of it from 2025 to 2028
| Claim | Status | Source | Checked |
|---|---|---|---|
| Pub 15 lists overtime pay as a supplemental wage (employer may instead treat it as regular wages) | VERIFIED | irs.gov | |
| Separately paid supplemental wages may be withheld at a flat 22% | VERIFIED | irs.gov | |
| Regular withholding method treats one pay period's wages as if earned every period | VERIFIED | irs.gov | |
| Federal brackets are marginal: only dollars above a bracket start are taxed at that bracket's rate | VERIFIED | irs.gov | |
| Employee share of Social Security plus Medicare is 7.65% | VERIFIED | irs.gov | |
| Worked example: $25/h, 10 OT h x 50 weeks | VERIFIED | recomputed by hand November 1, 2026 | |
| Phase-out table: full deduction gone at $275,000 single/HoH and $550,000 joint | VERIFIED | law.cornell.edu | |
| W-2 instructions: code TT amounts still subject to both shares of Social Security and Medicare | VERIFIED | irs.gov | |
| IRS says overtime is not exempt from employment taxes (FS-2026-13 Q1) | VERIFIED | irs.gov | |
| FAQ and intro: the saving does not arrive on the paycheck ('Not on your paycheck'; 'Your paycheck may not change either') | WRONG | irs.gov | |
| 'Each state decides whether to follow it' / state income tax depends on the state | NEEDS REVIEWER | n/a (interpretation) | |
| Guide's 'copy the amount to Schedule 1-A, Part III, and the deduction carries to Form 1040' | VERIFIED | irs.gov | |
| Withholding continues; paycheck saving only via a new Form W-4 (answers fact-checker is-overtime-taxed-10) | VERIFIED | irs.gov | |
| Social Security applies up to the wage base only; Medicare has none | VERIFIED | irs.gov law.cornell.edu | |
| Form W-2c is for an omitted or understated code TT amount; overstated means deduct only what was paid; Form 4852 cannot be used | VERIFIED | irs.gov | |
| 1099 reporting of qualified overtime only for FLSA employees treated as contractors for tax | VERIFIED | irs.gov | |
| Deduction available without itemizing | VERIFIED | law.cornell.edu irs.gov | |
| Most OPM-covered federal employees have an 8-hour daily and 40-hour weekly FLSA threshold | VERIFIED | irs.gov | |
| 2025: amount may be worked out from pay stubs or other records; keep them | VERIFIED | irs.gov | |
| Joint deduction of $25,000 is gone at MAGI $550,000 | VERIFIED | law.cornell.edu | |
| No IRS overtime guidance newer than FS-2026-13 (August 2026, announced in IR-2026-88) | UNVERIFIED | irs.gov |