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California pays by the day. Federal pays by the week. Both, here.
Overtime math splits on geography: federal FLSA only cares about hours past 40 in the workweek, while California Labor Code §510 pays daily overtime (1.5× past 8 hours), double time (2× past 12), and a premium for the seventh consecutive day — and the employer owes whichever system pays more. This calculator runs both correctly, including the no-double-counting rule that keeps daily premium hours out of the weekly tally.
Hourly workers use it to check a paycheck before cashing it — the federal 40-hour rule is simple, but the California daily tiers and double time are where payroll errors (and back-pay claims) actually live. Small business owners use it to cost out a long week before promising the deadline.
The FLSA requires 1.5× your regular rate for hours worked past 40 in a workweek — nothing daily, nothing double. At $20/hour, a 45-hour week pays 40 × $20 + 5 × $30 = $950. The "regular rate" includes nondiscretionary bonuses and shift differentials, and only hours actually worked count — PTO and holidays do not push you over 40.
Three extra layers: 1.5× for hours 9–12 in any single workday, 2× (double time) past 12 hours in a day, and the 7th-consecutive-day rule (1.5× the first 8 hours, 2× beyond). The weekly 40-hour trigger still applies but daily premium hours are not counted twice. A 10-hour day pays 2 hours of daily OT even in a 30-hour week — federal law would pay nothing extra.
Non-exempt salaried employees do: divide the weekly salary by 40 to get the regular hourly rate, then apply the same rules. Exemption requires both a duties test and a salary threshold — $684/week federally ($35,568/year, after the 2024 rule was vacated) and higher in states like California ($70,304 in 2026). Job title alone never decides it.