HR, payroll, and finance leaders at post-acute and long-term care providers need to correctly determine what counts as “hours worked” and “regular rate” so overtime is calculated and paid accurately when timecards include early clock-ins, travel time, on-call, meal/rest breaks, holidays, PTO/vacation, flex time, and multi-role work. The problem is ensuring compliant, consistent overtime outcomes across FLSA and state-specific thresholds (e.g., California daily/weekly rules) in complex care delivery environments.
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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.