Multi-Period Overtime Tracker
Enter hours and bonuses across multiple pay periods. Calculates the correct FLSA regular rate and flags underpayment exposure — the kind of thing that triggers DOL audits.
Total retro owed: $1.67 · DOL back-pay window is typically 2–3 years · liquidated damages can double the amount
| Period | Base Rate ($/hr) | Reg Hours | OT Hours | Nondiscr. Bonus | OT Premium Paid | |
|---|---|---|---|---|---|---|
$ | $ | $ | ||||
$ | $ | $ | ||||
$ | $ | $ |
Audit Results — Standard FLSA
| Period | OT Hrs | Regular Rate | Correct OT Premium | Paid As Premium | Retro Owed | Total Correct Pay |
|---|---|---|---|---|---|---|
| Period 1 | 8 | $30.42 | $121.67 | $120.00 | $1.67 | $1,581.67 |
| Period 2 | 12 | $25.77 | $154.62 | $180.00 | — | $1,494.62 |
| Period 3 | 0 | $25.00 | $0.00 | $0.00 | — | $1,000.00 |
| TOTALS | 20 | — | — | $300.00 | $1.67 | $4,076.28 |
Regular Rate Calculation Detail
Nondiscretionary bonuses must be included in the regular rate before calculating OT. Failing to do so is one of the most common FLSA violations — and DOL can collect 2–3 years of back wages plus liquidated damages equal to the back pay.
Include: Production bonuses, commission, shift differentials, attendance bonuses, on-call pay.
Exclude: Purely discretionary gifts, overtime premiums, vacation/holiday pay.
Fluctuating workweek is legally available but risky. Courts are split on whether bonuses can be included. If the employee's hours aren't genuinely fluctuating, the DOL will reject the classification.