How To Calculate Overtime Related To Payroll | The Complete Guide
Learn how to set up your payroll process and how to calculate overtime so you can keep them both from affecting your business’s bottom line.
Stay on the right side of labor law compliance with fair scheduling and payroll reporting processes.
Thousands of businesses like yours use Sling to help with labor law compliance.
Schedule employee breaks
Make sure your schedules include labor law compliance with enough breaks.
Schedule custom-length breaks per shift
Automatically remind staff to clock out for or in from a break
Pay employees correctly
Automatically calculate additional pay for special hours worked.
Award overtime in accordance with local labor laws
Enable holiday pay and compensate employees correctly
Prevent clopening
Don’t accidentally schedule staff to close and then open.
Get alerted when you unintentionally schedule clopening
Schedule in accordance with local labor laws
Run labor compliance reports
Modernize your personnel files.
View current and past labor, payroll and attendance records
Verify your business practices are within state and local labor law compliance
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Overtime alerts
Specify labor compliance rules for overtime and avoid scheduling employees for extra hours.
Preferred hours
Indicate the maximum number of hours employees prefer to work each week and receive alerts if it’s exceeded.
Employee wages
Input base wages per position and ensure you’re providing at least the minimum wage for your local labor laws.
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Labor compliance is an umbrella term that refers to the laws and regulations for employee-based business activities, including:
Federal labor laws do exist, but many states and cities have enacted their own laws to govern business activity within their area.
For example, California has a specific set of labor compliance laws that abide by and expand on the federal laws. But San Francisco has an even more comprehensive set of regulations that expand even further on the state and federal compliance laws that are already in place.
If you’re unsure about which labor laws and regulations apply to your business, consult with an attorney in your area who is familiar with your industry.
The first and best step in the process of maintaining business compliance is speaking with an attorney in your area who is familiar with your industry.
The next step is to make any changes to your business’s workflow to accommodate any laws and regulations that apply.
This may mean redoing your time-tracking process, tweaking your scheduling practices, changing when your employees take breaks, and any other reforms that bring your business into compliance with the laws in your area.
Consequences vary, but failure to comply with labor laws may result in fines, lawsuits, or other penalties for your business.
Predictive (or predictable) scheduling is a subset of the labor compliance laws in some states and cities that makes it illegal for businesses to subject their employees to “just-in-time,” “last-minute, ” or “on-call” scheduling practices that make it difficult to plan non-work activities.
In many areas, predictive scheduling also protects employees from other unfair labor practices, such as:
If you have questions about predictive scheduling or other labor compliance issues, consult an attorney in your area who is familiar with your industry.
Fair workweek laws are another subset of labor compliance that vary from city to city and state to state.
To find out if your business is subject to fair workweek laws and other labor compliance regulations, we suggest doing all of the following:
Failing to comply with local, state, and federal labor laws can result in fines, lawsuits, or other penalties for your business. It’s best to cover your bases by doing your own research and talking with a legal professional.
In many cases, employee breaks fall under city, state, and federal labor compliance laws.
On the federal level, businesses can choose whether or not they want to provide meal or rest breaks for their employees (the only exception being for nursing mothers who must be allowed to take breaks to express milk).
If a business does decide to provide break time, federal law stipulates that the business must:
State and local break laws may expand on these regulations but must, at the very least, comply with the federal laws just mentioned.
To ensure that your business is in compliance with all break and labor compliance laws, consult with an attorney who is familiar with your industry.
Regardless of the federal, state, or local labor laws in your area, the Sling suite of workforce management tools can help ensure that your business is in compliance.
Sling’s advanced features include:
Right now, you can get started using the Sling suite of tools to streamline your workforce management (and compliance) efforts for free for an unlimited number of users and locations with just one click.
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Key features
Organize and manage employee work schedules
Approve or deny employee requests for time off
Easily see which shifts still need to be filled
Share news with your team through targeted pages
Build employee schedules months in advance
Communicate with employees one-on-one
Plus many others
Take it to the next level by adding tools for tracking time and optimizing labor costs.
$2.001.70
per user per monthKey features
Accurately clock in and out of shifts from a moble device
Keep track of your labor costs and compare against sales
Track, analyze and prevent excessive overtime
Communicate with employees in private or group conversations
Keep track of your scheduled shifts on any calendar app
Plus everything in Free
Understand your labor data, pull reports for payroll, and run your business efficiently!
$4.003.40
per user per monthKey features
Use a shared device for employees to clock in and out
View reports of total hours worked and wages earned
Track and manage shifts employees miss
Track and manage employee sick call-outs
Approve and track paid time off requests
Plus everything in Premium
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It is very user-friendly, both for management to create and manage the schedule and for the staff to use it.