HR, payroll, and finance leaders at home care, home health, hospice, pediatric home care, skilled nursing, assisted living, and ABA therapy organizations need to correctly compute overtime premiums by determining the FLSA/California “regular rate of pay” across multiple pay types (bonuses, commissions, shift differentials, hazard/on-call pay, piece rates, and multiple job rates) while excluding non-countable remuneration. The problem is ensuring compliant, auditable calculations that prevent underpayment, wage claims, and costly retroactive corrections.
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This information is for educational purposes only, and not to provide specific legal advice. This may not reflect the most recent developments in the law and may not be applicable to a particular situation or jurisdiction.