The federal baseline every state shares
Under the FLSA, non-exempt employees earn at least 1.5× their regular rate for hours over 40 in a workweek — in every state. There is no federal daily overtime, and no federal premium for weekends or holidays as such. States can only add protection on top of this floor, never subtract from it.
States that add daily overtime
| State | Daily rule (on top of weekly 40) |
|---|---|
| California | 1.5× after 8 h/day; 2× after 12 h/day; 7th-consecutive-day premiums |
| Alaska | 1.5× after 8 h/day |
| Nevada | 1.5× after 8 h/day if the wage is under 1.5× state minimum |
| Colorado | 1.5× after 12 h/day or 12 consecutive hours |
| Oregon | Manufacturing: 1.5× after 10 h/day (weekly 40 elsewhere) |
| Kentucky | 1.5× for work on a 7th consecutive day |
Exempt vs non-exempt — who actually gets overtime
Overtime rules protect non-exempt employees — generally hourly workers. Salaried employees can be exempt only if they pass both a salary-level test and a duties test (executive, administrative, professional and similar categories). Being paid a salary alone does not make someone exempt; misclassification is one of the most common wage violations.
Using this with your time card
If your state has daily overtime, switch on the "Daily OT" option in the weekly time card calculator when totaling your hours, then price the overtime with the time and a half calculator. If your stub doesn't match your punches, the paycheck hours verifier shows the gap in dollars.
Rules summarized here are the general standards and omit industry-specific exceptions, union contract terms and local ordinances. Laws change — verify current rules with your state labor department before acting on them.