![]() ![]() How to calculate overtime for dual pay rates And because they’ve worked at two separate rates, according to the FLSA their overtime pay needs to be calculated based on a blended pay rate. ![]() Because they’ve worked over 40 hours in a single week, they need to be paid overtime. In one week, this gaffer performs 15 hours of pre-production planning and 30 hours of on-set work. Say, for example, you have a gaffer that gets paid $25/hour to plan lighting design during pre-production and $35/hour to gaff during your actual shoot. REAL LIFE EXAMPLE: PRE-PRODUCTION DAYS & PRODUCTION DAYS For instance, crew members might have a different rate for prepping a set versus on shoot days. On a film set, dual pay rates can be paid to artists who do different tasks at different rates. Most commonly, dual pay rates are used to pay office workers and those in administrative positions who work multiple jobs within an office at different rates. When are dual pay rates used?Ī dual pay rate is calculated to pay overtime for hourly employees or employees paid a day rate. When an employee is being paid two different rates for two different jobs, the FLSA requires their overtime pay be calculated based on a blended pay rate. Though film unions, like SAG-AFTRA and DGA, have even tighter overtime restrictions. In almost every state, that kicks in after 40 hours per week. When an employee works more than a certain number of hours in a single week, the FLSA requires them to be paid overtime. It’s important to know what a dual pay rate is, when it’s needed, and how to calculate one because in certain situations, overtime must be paid with a dual pay rate as required by the Federal Fair Labor Standards Act. It might sound complicated at first, but it’s really just a weighted average used for determining overtime pay. If the majority of the shift does not fall on the Sunday, then no additional payment is required.A dual pay rate is a blended rate that combines two different pay rates, be they hourly rates or day rates. If a Sunday shift is regarded as a “normal” working day (in terms of the employee’s shift roster) then the he/she must be paid at a rate of (1½x) that of his/her normal working hours rate. If the Sunday is not a normal working day, then overtime must be calculated using the ‘double-time’ rate (2x) of an employee’s normal working hours rate.Īlternatively, an employee may be given time-off during their normal working hours. However, upon prior mutual agreement (between an employee and his/her employer) the payment of overtime may be delayed for a period of up to 12 months thereafter. ![]() Once an employee has worked a number of overtime shifts, they must receive their overtime payment within one month of those shifts.In other words, for every 1 hour of overtime that an employee has worked, he/she will be entitled to receive 90 minutes time off at some other time during their normal working hours. Alternatively, if monetary payment will not be paid, 90 minutes time-off may be granted (in lieu of overtime worked by the employee).An employee may not exceed the working of 10 hours overtime (in any given week).An employee may not exceed the working of 3 hours overtime (on any given day). ![]() This time-off must be granted within 1 month Calculated at a normal (1x) rate of pay, with an additional 30 minutes time-off for every hour of overtime that was worked.Calculated by using a (1.5x) rate of pay-at minimum-of that of an employee’s normal working hours rate.workers engaged in emergency work are excluded from certain provisions.Īn employee’s decision to engage in overtime work must always be agreed upon and undertaken on a voluntary basis.Workers who earn in excess of an amount stated in terms of section 6 (3) of the Act ![]()
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