Even employers with the best of intentions may not realize they should include non-discretionary bonuses, shift differentials and commissions when calculating overtime pay for employees. Other income extras that should be included in overtime pay include bonuses for attendance, longevity or performance. This means that in each pay period that overtime occurs, a new rate of pay should be calculated, because the bonuses could change from week to week.
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Under California overtime law, non-exempt workers in California must be paid for more than eight hours worked in a day. For regular overtime—with no bonuses included—the rate of overtime pay is one-and-one-half times the regular rate of pay. But employees who receive bonuses, commissions, SPIFFS or piece-rate pay must have that factored into the overtime calculation. So if an employee regularly makes $15 an hour, but received a shift differential for one shift, that must be calculated into any overtime worked during the same pay period.