Daily thresholds, weekly thresholds, the seventh-consecutive-day rule, wage-conditional triggers — explained for the people who have to apply them across multiple states every pay cycle. Each page covers one state or one cross-cutting topic, with worked numerical examples and the legal citations behind the rule.
Each page covers the daily and weekly overtime thresholds for a single state, plus state-specific quirks like Colorado's consecutive-hour trigger or Nevada's wage-conditional 8-hour rule. Every rule includes a worked example and the statute citation.
Kansas state law sets a 46-hour weekly overtime threshold, but the federal Fair Labor Standards Act preempts it at 40 hours for non-exempt staffing workers. How the preemption works and how TimeCardCruncher applies it.
Minnesota state law sets a 48-hour weekly overtime threshold, but the federal Fair Labor Standards Act preempts it at 40 hours for non-exempt staffing workers. The same preemption story as Kansas, with an even wider gap between the state and federal thresholds.
California requires daily overtime after 8 hours and double-time after 12 hours, on top of weekly overtime after 40 hours. The 7th-consecutive-day rule layers on top: first 8 hours of day 7 are overtime regardless of weekly totals.
California's missed meal, missed rest, and denied recovery period premiums — one hour at regular rate per event, capped at one meal + one rest per worker per workday under Kirby v. Immoos. Recovery period premiums are uncapped. Augustus / Donohue / Kirby case law explained, with the cross-client rule for staffing.
California's "show-up pay" — when a worker reports for a scheduled shift but is sent home early or given no work, half the scheduled shift (no less than 2, no more than 4 hours) is owed at the regular rate, minus hours actually worked. The 2h-floor / 4h-ceiling math and the Ward v. Tilly's on-call rule explained.
Colorado triggers overtime after 12 hours in a workday or 12 consecutive hours worked regardless of calendar day — with gaps under 30 minutes merging into one consecutive block. The consecutive-hours rule is the one most spreadsheets miss.
Nevada's daily 8-hour overtime threshold only applies to workers earning less than 1.5× the state minimum wage (currently $18.00/hr). Above that line, only weekly overtime applies. Most other states have no equivalent.
Alaska requires daily overtime after 8 hours and weekly overtime after 40 — but pays the higher of the two calculations, not both. Worked examples covering when the daily calculation wins, when the weekly calculation wins, and the edge cases where the two approaches diverge.
Oregon's daily 10-hour overtime threshold applies only to workers in manufacturing, mills, factories, and certain related industries — non-manufacturing workers fall back to federal rules. How to identify covered worksites, with edge cases for warehouses, canneries, and light assembly.
New York 12 NYCRR 142-2.4 owes one extra hour at the state minimum wage whenever a worker's spread of hours on a workday exceeds 10 — regardless of overtime status, regardless of total hours worked, and counting unpaid meal breaks toward the spread. Common in hospitality, retail, event, and home-care placements.
Some overtime concepts apply across multiple states, each with their own wrinkles. These pages explain the concept once and compare implementations side-by-side.
Which states have a 7th-day rule (only California, by statute), what counts as "consecutive," how the workweek definition affects which day becomes the seventh, and why it's not the same as "Sunday overtime." Worked examples for split workweeks and partial-week starts.
Most states stack daily and weekly overtime with anti-double-counting; Alaska is the modern exception, using greater-of under AS 23.10.060. A side-by-side comparison with the same worker's hours classified both ways, when the methods converge, and why the category split matters even when the dollar total ties.
Federal 29 CFR 778.115 — when a non-exempt worker bills at two or more skill rates in the same workweek and crosses 40 hours, the overtime premium is computed on the weighted-average regular rate, not on either rate alone. The DOL FOH Ch 32 canonical $1,210 worked example, why the rule applies across multiple clients, and the most common operator mistake.
Upload a CSV with your timecards and contracts. TimeCardCruncher classifies every hour against the rules of the state it was worked in — daily and weekly thresholds, wage-conditional triggers, the seventh-day premium where it applies — and produces a draft invoice you can hand to a client or to your auditor without translation.
When a state rule changes, the cutover is automatic at its effective date — invoices you already generated keep the rule that applied then, and new batches pick up the change without any action from you. You don't have to track which states diverge from the federal floor or when a threshold moves; the right rule is applied for the state each hour was worked in, so the invoices come back ready to defend if a wage-and-hour question comes up.
Upload a CSV. Get back classified timecards and draft invoices in minutes — each hour billed under the rule for the state it was worked in.