The NEW 2024 DOL FINAL RULE ON OVERTIME: How to Properly Calculate Overtime Due to Your Workers

On-Demand Schedule

Sat, July 20, 2024 - Sat, July 27, 2024


90  Mins


Basic & Intermediate & Advanced

Webinar ID


In this 90minute webinar, you will learn the following about calculating overtime accurately:

  • The basics of overtime as established in the FLSA, including:
    • An overview of exempt vs non-exempt workers
    • Definitions of overtime hours, workweek and more
    • Employers NOT covered by the FLSA
  • State definitions for hours worked, exempt employees, and more
  • Work time that is included or excluded from hours that count toward overtime, including:
    • Breaks
    • Time away from the office
    • Travel
    • Pre and Post shift work
    • Training
  • What qualifies as a work week, and what doesn’t. 
  • How to calculate overtime due with shift differentials work week changes.
  • What payments count toward the “regular rate of pay.”
  • How to calculate regular rate of pay in unusual circumstances
  • How to take into account pay that happens outside the normal payday for weeks worked overtime.


Overview of the webinar

Although the rules on exempt vs non-exempt employees have changed a few times in the past 10 years, overtime worked is, and has always been, overtime earned. THERE ARE NO EXCEPTIONS. But 1.5 time a worker’s hourly rate of pay is just the start of calculating overtime earned. This course is designed as a refresher on what hours and payments are considered in calculating overtime pay. 

Who should attend?

  • Budgeting Personnel
  • Payroll Personnel and Management
  • HR Managers
  • Department Managers and Budget Personnel
  • Timekeepers
  • Financial Department Personnel

Why should you attend?

THE DOL issued it’s new final rule on exempt workers. The Rule increases salary thresholds for all employees who can be considered exempt from overtime. Learn exactly what the new amounts are and other information from the rule.

If your employee works more than 40 hours in a workweek (or over 8 Hours in a day in some states) – they have earned overtime of at least 1.5 times their hourly rate of pay (HRP). Do you know all types of payments that carry an overtime premium? If not, Join Mark Schwartz in this informative webinar designed for the seasoned payroll professional to properly analyze compliance with overtime regulation, and help their CFO properly budget payroll expenses.  You will also find the answers to the following questions, and more:

  • What hours worked qualify for paid wages, and which don’t. Which qualify for overtime premiums, and which don’t.
  • What fringe benefits and supplemental payments should be counted toward the hourly rate of pay? 
  • Are there any restrictions on setting work weeks?
  • How do you account for shift differentials, when an employee’s workweek changes, etc?
  • Do payments made after a regular pay day need to be applied to weeks wherein overtime was worked?
  • What states have overtime rules that are different than the minimums set by the Fair Labor Standards Act.

Faculty - Mr.Mark Schwartz

Mark Schwartz is an employment tax specialist and has over 15 years of employment tax experience as an independent consultant and as a payroll tax auditor with the State of California. He has managed an audit caseload of 20 ongoing audits, from small home-based businesses to large multi-national corporations. He is expert at defining regulatory and statutory requirements from local, State and Federal government agencies; and helping the average businessperson understand what that mean to their business. He has processed weekly and bi-weekly payroll checks plus tax forms for businesses with hourly as well as exempt workers, multistate operations and a wide variety of benefits. Mr. Schwartz provides consulting services encompassing payroll processing and payroll tax issues. These include payroll tax minimization, payroll tax compliance reviews, independent contractor studies, use of electronic transfers, deductions, benefits, etc. Markhas represented both clients and the State in front of the State Appeals Board. 


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