In CA we just migrated to time and one half after 8 hours and double time after 12 hours. (We were using time and one half after 40 hours) Our work week starts @ 12:01 a.m. Sunday and ends @ midnight Saturday. With our new system, we could work 15 hours a day on Monday, Tuesday and Wednesday followed by 5 hours on Thursday and off for the balance of the week. Would the 5 hours on Thursday be paid @ time and one half because we exceeded the 40 hour limit as well?

That's my understanding, yes.

Thank you for your reply. Using the scenario above, in the first three days you would accrue 24 hours of regular time, 12 hours of overtime and 9 hours of double time for a total of 45 hours. It is indeed correct that on the fourth day all 5 hours are counted as overtime, based on exceeding 40 hours for the week, even though 21 hours have already been counted as overtime/double time? Seems like a "double dip". :confused:

Subsequent to my earlier post, I spoke with a young woman who handled payroll for a CA service company in the past. She informed me that each 24 hour period was treated separately. She used an example of M-F @ 10 hours each day. That would equal 40 hours of regular pay and 10 hours of overtime pay and 0 hours of double time pay. If the employee worked 8 hours or less on Saturday it would be at regular pay. We are in the transportation industry in CA. I am confused.

California requires calculation of overtime for all hours worked over 8 in a day (a 24 hour period as determiend by the employer) and over 40 hours in a week. There is no pyramiding of overtime.

If an employee works 15 hours per day for three days, the employee would receive 29 hours of regular pay, 12 hours of overtime at time and a half and 9 hours of double time.