How should employers calculate overtime pay for employees who work multiple jobs?

Employers in California should add together the total number of hours worked in multiple jobs when calculating overtime pay for their employees. For example, if an employee works a total of 55 hours in two different jobs during one week, they should be paid overtime after 8 hours of work for each job. Employers in California should also be aware of the daily overtime rule, which states that employees must receive overtime pay after 8 hours of work in a single day, even if the total hours worked in multiple jobs during the week do not exceed 40 hours. For example, if an employee works 8 hours at one job and 8 hours at another job in a single day, they should be paid overtime for the combined 16 hours of work. Additionally, employers should be aware of the split shift premium rule, which requires employees to receive extra money if they work split shifts during one day. Split shifts are defined as shifts separated by more than 1 hour and totaling more than 8 hours. For example, if an employee works 5 hours in one job and later works 5 hours in a different job, they are considered to have worked a split shift, and they must be paid a split shift premium as well as overtime pay. By understanding these rules and calculating overtime payments accordingly, employers in California can ensure that their employees are paid properly for the hours they worked.

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How should employers calculate overtime pay for employees who work multiple jobs?

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