Separate legal eligibility, the wage calculation and the cash estimate when comparing additional work.
Wage rules and the regular rate
The Fair Labor Standards Act requires covered employers to pay non-exempt employees at least 1.5 times their regular rate of pay for all hours worked beyond 40 in a single workweek. A "workweek" is any fixed, regularly recurring 168-hour period — it does not have to align with the calendar week. Employers cannot average hours across multiple weeks to avoid overtime; each workweek stands alone.
Begin with the wage rule rather than a tax percentage. Weekly FLSA mode uses hours above 40 for a declared covered nonexempt employee. Entered state tiers and contract premiums are separate arithmetic assumptions, not a schedule reconstruction or compliance determination. Salary conversion assumes agreed baseline hours paid at straight time, with additional hours paid separately. It does not implement the fluctuating-workweek method.
A covered bonus belongs in the regular-rate numerator once. For $20 times 50 hours plus a $100 covered bonus, straight time and bonus total $1,100, the regular rate is $22, and ten half-time premiums add $110: total wages are $1,210. A legally excludable bonus still adds cash.
Tax projections and payroll withholding
The weekly receipt uses same-employer wages before this paycheck for payroll caps. The annual projection instead starts payroll wages at zero and recomputes federal ordinary-income tax before and after the entered recurring weeks. Federal figures are projections, not employer withholding instructions. State rates are editable examples. The qualified deduction changes supported federal taxable income, not wages or payroll taxes. Credits, special taxes, detailed state rules and final return liability remain outside this model.
Employee Social Security and Medicare payroll taxes. Employer Additional Medicare withholding starts at $200,000 regardless of filing status; household liability can differ.
The model assumes standard-deduction eligibility, eligible FLSA reporting and a valid Social Security number when the deduction is enabled; no identification number is collected.
No. The supported FLSA premium deduction is capped and reduced by annual MAGI under the selected-year model; it does not exclude wages from payroll tax. The weekly payroll receipt uses entered wages before this paycheck. The annual projection recalculates a whole year from zero and does not multiply one capped paycheck.
Use the receipt and control disclosure
Read the baseline and additional-hours columns together. The difference in gross wages is not the same as the additional premium: extra hours also earn straight-time wages, and a covered bonus can change the regular rate. The cash comparison subtracts the same incremental federal, state and payroll components shown in the receipt. At zero additional hours, the change is zero while baseline wages remain visible.
Compare alternative schedules without leaving the page, and select a composition component to inspect its basis. The target search checks successive 0.01-hour points up to the entered practical cap. It does not assume cash always rises smoothly: deduction steps can create local decreases. A reported unreachable target only concerns this entered cap and model.
Device saving is optional and can be erased by opting out or resetting. Ordinary edits do not write financial values into the address bar. Sharing starts with a blank link and requires review before including amounts. The CSV preserves numerical amounts and assumptions; the printed receipt supplies a readable record rather than a legal entitlement or tax-return certification.