Compliance 911: Guide to Calculating the Regular Rate of Pay
True or False: An employee’s straight time, normal or base hourly wage is the same as their regular rate of pay. Commissions, non-discretionary bonuses, and incentives must be included when calculating an employee’s regular rate of pay.
A common and costly mistake California employers make is failing to calculate an employee’s ‘regular rate of pay’ when calculating overtime and paid sick leave (starting July 1, 2015). This includes nearly all forms of compensation received by the employee.
If you have employees who earn commissions, incentives, non-discretionary bonuses, and other forms of compensation, it is critical that you understand how to calculate the regular rate of pay.
Join us on Wednesday July 8, 2015 at 10AM to learn how to avoid this costly mistake.
My career consists of over 24 years of experience, leadership and strategy spanning human resources, labor & employment law, operations, and e-commerce. I have held senior executive officer roles in start-ups to one of the top 50 largest global companies, including President & CEO, CAO, VP Human Resources, VP Operations and Director of HR & Legal. I possess doctorates in psychology (PsyD) and jurisprudence (JD, Law) and am a certified interviewing and interrogator.
I am also the author of the HR and management book, Dirty Little Secrets: Declassifying the Employment Game and countless blogs and articles.
