Method: Standard FLSA · Generated 10/9/2026
Multi-Period Overtime Tracker
Enter hours and bonuses for each workweek. 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 | |
|---|---|---|---|---|---|---|
$ | $ | $ | ||||
$ | $ | $ | ||||
$ | $ | $ |
OT hoursBonus affecting rate
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. Bonuses and other extra pay are allowed, but they must go into the regular rate (29 CFR 778.114(a)). The salary has to be fixed, cover all hours, and be enough to meet minimum wage in your longest week (29 CFR 778.114(a)). If the employee's hours aren't genuinely fluctuating, it doesn't apply.