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08-17-2017, 02:40 PM
 Junior Member Join Date: Aug 2017 Posts: 1
Doing more than 80 hours in 15 days

My question is about payroll. My company pays for 15 days of work on the 16th day. I know there's a limit of 40 hours for 7 days. But day 15th falls on a new week calculation. Can you do more than 80 hours. For example - 88 hours. And it won't consider as over time as the last 8 hours you did on day 15th which is actually week number 3.

08-18-2017, 02:50 AM
 Moderator Join Date: Oct 2010 Posts: 5,258
Quote:
 Originally Posted by Ericmush My question is about payroll. . But day 15th falls on a new week calculation. Can you do more than 80 hours. For example - 88 hours. And it won't consider as over time as the last 8 hours you did on day 15th which is actually week number 3.
No; it is not considered as overtime; The main difference between a biweekly and semimonthly payroll is that biweekly happens every two weeks while semimonthly occurs twice per month, such as on the 15th and final day of the month. An employee knows when each biweekly payday will happen, such as every other Friday; however, semimonthly paydays are not as easy to predict as they may fall on different days of the month. Depending on the month, payday may happen on a Saturday, Sunday or holiday. In this case, employees with direct deposit generally receive payment on the preceding business day. Payroll processing for biweekly hourly employees is straightforward; however, processing for semimonthly hourly employees can get confusing. For biweekly hourly employees, simply pay the employee according to the number of hours he worked over the past two weeks. For semimonthly hourly employees, to avoid confusion, most employers give employees a payroll calendar, which shows when semimonthly time cards should be submitted for each pay period. Since some months have 31 days and others have 30, a semimonthly hourly employee may sometimes receive payment for different number of days. For example, the employee may receive payment for 12 days during one pay period and 13 days the next. To allow enough time for payroll processing, the pay period ending date for a semimonthly hourly payroll may be earlier than for a biweekly hourly payroll. Some employers pay hourly semimonthly employees current (for 86.67 hours) and estimate overtime then they make adjustments on the next pay period. This practice can be risky if the employee quits and doesn?t repay the estimated hours. Further, making adjustments can be time-consuming and prone to errors.Semi-monthly pay periods for hourly employees can get tricky because there are 86.67 hours in a typical pay period, making overtime complicated.

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