HR, payroll, and finance leaders at post-acute and long-term care providers need to choose and consistently apply the correct FLSA-compliant overtime method for employees who work multiple roles/rates (weighted-average blended rate vs. rate-in-effect/job-rate), while maintaining the required written agreements and audit-ready documentation. The problem is preventing wage-and-hour exposure and unexpected labor cost variance when overtime is triggered across different pay rates and assignments.
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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.