Biweekly pay vs. biweekly overtime
A common payroll mistake: averaging hours across both weeks of a biweekly pay period to avoid OT. This is illegal under federal FLSA. Each workweek is calculated independently — even when the paycheck comes every two weeks.
⚠️ The 80-hour myth
Some employers tell workers they must hit 80 hours over two weeks before OT kicks in. This is wrong. If you work 50 hours one week and 30 the next, you're owed 10 hours of OT for the first week — even though your two-week total is only 80 hours.
How to calculate biweekly overtime correctly
- Separate hours into Week 1 and Week 2.
- For each week, calculate regular hours (up to 40) and OT hours (over 40) independently.
- Apply OT rate (1.5×) to each week's OT hours.
- Add Week 1 total + Week 2 total = biweekly gross pay.
Worked example
- Week 1: 48 hours at $20/hr → 40 reg ($800) + 8 OT × $30 ($240) = $1,040
- Week 2: 35 hours at $20/hr → 35 reg × $20 = $700
- Biweekly total: $1,740
If your employer averaged the 83 total hours, they'd say "no OT — only 41.5 hrs/week average." This would shortchange you $240.