How to Use This Calculator
Overtime pay is one of the most misunderstood parts of construction payroll. The rules differ wildly depending on where you work and what prevailing wage rules apply. Federal law sets a baseline—any work over 40 hours in a week pays time-and-a-half minimum. But California has gone further: if you work more than 8 hours in a single day, that work is overtime-eligible starting with hour 9. Some projects under prevailing wage agreements (Davis-Bacon, state projects) have their own rules that sit on top of both federal and state law.
To use this calculator, input your hourly rate, the hours you worked each day, and select which rules apply to you: federal only (most states), California, or prevailing wage project. The calculator will show you your gross overtime pay, breaking out straight-time, regular overtime (1.5x), and double-time hours if applicable. For prevailing wage work, remember that fringe benefits (pension, annuity, health) don’t increase with overtime—only your base hourly rate multiplies.
Real-world example: You’re a union electrician in California making $65/hour base plus $25 in fringe. You work 50 hours the week with days of 10, 10, 8, 8, and 14 hours. Federal rules alone would give you 10 hours OT (hours 41-50). California daily rules kick in earlier: hours 9-10 each day are OT, hour 11+ is double-time. Your calculator shows the difference—California daily OT puts about 8 more hours at premium rates than federal alone.
Formula
Federal FLSA Overtime:
- Hours 1-40 per week: regular rate (1x)
- Hours 41+: overtime rate (1.5x)
California Daily Overtime:
- Hours 1-8 per day: regular rate (1x)
- Hours 9-12 per day: overtime rate (1.5x)
- Hours 13+: double-time (2x)
- 7th consecutive day: all hours at 1.5x (whichever is greater, daily or weekly rule applies)
Prevailing Wage (Davis-Bacon/State Projects):
- Regular hours multiplied by base rate only
- Fringe benefits applied to all hours (no multiplication)
- OT hours multiplied by base + travel time allowance (if applicable)
- Double-time rules per state/local agreement
When to Use This
Every construction paycheck involves overtime assumptions. If you’re salaried or getting paid flat weekly, your employer should still be showing OT calculations—you have the right to see the math. If you’re union, your local agreement specifies which rules apply. If you’re on a prevailing wage project (commercial, public works, some commercial jobs), the project must follow specific OT rules that often exceed federal minimums.
Seasonal workers and apprentices especially need to track this. Some programs allow apprentice OT at 1.5x even before 40 hours in certain situations. Residential electricians in some states hit daily OT limits faster than commercial electricians. Plumbers and laborers on union jobs have different thresholds depending on the local’s master agreement. If you’re being paid and it doesn’t feel right, pull your pay stub and run it through this calculator. You might be owed back pay.
Frequently Asked Questions
How is overtime calculated on prevailing wage jobs?
On Davis-Bacon and state prevailing wage projects, the base hourly rate (what was listed in the wage determination) gets the overtime multiplier. Fringe benefits (pension, annuity, health, vacation) stay flat—they don’t double when you hit OT. So if the wage determination says $65 base + $25 fringe, a prevailing wage OT hour pays $97.50 (1.5 × $65 + $25), not $135. This is federal law on prevailing wage work. Contractors who pay fringe on OT are leaving money on the table, but it’s legal.
Does California have daily overtime?
Yes, and it’s one of the toughest OT rules in the country. Hours 9-12 in a single day are 1.5x. Hour 13 and beyond are 2x. This is separate from weekly OT—you calculate both and use whichever gives the worker more pay. Many California contractors and workers don’t realize this means a 60-hour week can result in 35+ hours at premium rates, not just 20.
When does double-time kick in?
Double-time rules vary by location. California requires 2x for hours 13+ in a day and all hours on the 7th consecutive workday. Federal law doesn’t require double-time at all—it’s 1.5x for everything over 40 per week. Prevailing wage projects sometimes add double-time for hours over 10 per day or 50 per week. Always check your local rules and master agreement.
Are union workers exempt from overtime?
No. Union membership doesn’t exempt you from OT—in fact, most union jobs pay better OT than non-union because the contract specifies higher thresholds and premiums. The federal FLSA applies to nearly all workers except specific executive, administrative, and professional roles. If you’re hourly and union, you get OT protection—that’s part of the union agreement.
What’s the difference between 1.5x and 2x overtime?
1.5x (time-and-a-half) is your base rate multiplied by 1.5. 2x (double-time) is your rate × 2. So on a $65/hour job, one hour of 1.5x OT pays $97.50. One hour of 2x pays $130. Double-time is typically reserved for extreme situations: California’s 7th day rule, hours 13+ in a day in some states, or hours over a very high daily threshold on prevailing wage work. It’s rare but brutal when it hits.