How do I calculate my overtime pay if I earn different hourly rates for different jobs in a single workweek?

To calculate your overtime pay with different hourly rates, your employer must use a "blended" or "weighted average" regular rate of pay for that workweek. This ensures your overtime compensation reflects your total earnings. Here is how to calculate your overtime pay: Step 1: Gather Your Records Collect your time sheets and pay stubs for the workweek. You will need to know the exact number of hours worked at each rate and the specific dollar amount for each rate. Step 2: Calculate Total Straight-Time Earnings For each different job rate, multiply the hours you worked by that specific rate. Add all of these amounts together to find your total straight-time earnings for the entire week. Example: (20 hours $20/hour) + (25 hours $15/hour) = $400 + $375 = $775 total straight-time pay. Step 3: Calculate Your Blended Regular Rate of Pay Add up all hours worked in the workweek. Divide your total straight-time earnings (from Step 2) by the total number of hours worked. This gives you your blended hourly rate. Example: $775 / 45 total hours = $17.22 per hour (blended regular rate). Step 4: Calculate Your Overtime Premium Pay The overtime premium is the extra half-time pay you receive for overtime hours. Multiply your blended regular rate (from Step 3) by 0.5 to find the premium rate. Example: $17.22 * 0.5 = $8.61 per overtime hour. Step 5: Calculate Your Total Overtime Pay Multiply your overtime premium rate (from Step 4) by the number of overtime hours you worked. Example: $8.61 * 5 overtime hours = $43.05 total overtime pay. Important details and nuances: This calculation method is required by the California Division of Labor Standards Enforcement (DLSE). Overtime is generally owed for hours worked over eight in a single day or over 40 in a single workweek. You must perform this calculation separately for each workweek in which you work overtime at multiple rates. Warnings and limitations: This calculation can become more complex if your compensation includes non-discretionary bonuses, commissions, or piece-rate pay, which must also be included in your regular rate of pay. An employer may use an alternative method—paying 1.5 times the hourly rate in effect when the overtime hours were actually worked—but only if there is a specific prior agreement with you. This is general information and does not constitute legal advice. For complex situations, especially those involving bonuses or potential miscalculations by your employer, you should consult with a qualified California attorney.