how do i calculate hours worked?

It's important to accurately calculate the hours worked by employees in order to compensate them fairly and comply with employment laws. Calculating an employee's hours worked can be relatively straightforward if you have accurate pay records and timesheets. However, with so many different ways an employee's workweek could be structured and paid, there may be special considerations you have to take into account when calculating hours worked. Here is information that outlines how employers can properly calculate hours worked in order to ensure they are paying their employees the wages they are owed under state and federal laws.

To start, you will need recordkeeping systems in place to accurately track the number of hours each employee works. To keep track of your employees' working time, you can choose from a variety of methods such as using an online time clock system, paper forms, or an app for recording hours worked. All employers must also ensure that these records include several key pieces of information including the date and start and end times for each shift and any breaks taken during the day for meals or rest periods.

Once you have collected all this information, the next step is to figure out how many total hours were worked during the week or month. To do this, you should either sum up all those individual shifts or use a simple calculation. Subtract each employee's start time from their end time to determine total work hours per shift then add up all shifts over a given period like a week or month to determine total hours worked over that amount of time. For example: On Monday: 2:00 pm - 6:00 pm = 4 On Wednesday: 8:00 am - noon = 4 Total Work Hours per Week = 8

You may also need to adjust your overall calculation if there are any peculiarities or special considerations pertaining to an individual employee's job duties or pay structures that affect their hourly rate. For example, if your employee receives overtime pay after 40-hours in one workweek then you should recalculate their total number of work hours for that week separating out standard hour payments from overtime payments separate from regular hourly payments using a different multiplier for every extra hour worked past 40-hours (1x) versus regular hour payments (0.5x). Determining how much overtime pay is owed can be complicated but it is important for employers to ensure accuracy in calculating OT wages so they are not underpaid and aren't running afoul of labor laws regarding wages and overtime pay.

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In most cases, employers will also need to factor in break times when determining total work hours since breaks often don't count towards an employee's overall working time (depending on local and state guidelines). Additionally, depending on your open enrollment dates it might make sense only count days within open enrollment purchasing windows as working days– anything outside will automatically be excluded from total working time calculations since no benefit purchases would have been allowed on those days anyway rendering them as non-working "days off" anyways even though technically employee was scheduled– thus losing any payroll calculations across those days (unless simply skipping ahead one month into Open Enrollment where HR portal could glean purchase reports on HR portal). This sort of nuanced tweaking must also be considered alongside other variables such as salaried vs hourly & LOCAL versus FEDERAL labor rules regarding pay & overtime considerations when correct calculations occur- otherwise errors easily creep in undetected potentially costing company money & exposing company open litigation risks particularly with changes In recent minimum wage hikes occurring across the country now more than ever before!

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