For the next few pages, we are going to take you through the process of determining your pay based on the 8/80 rule if your hospital or healthcare organization adopted this program. These are 100% estimates and should merely be used as an estimation. By pressing the button below, you are agreeing to Workforce 2080's Privacy Policy as well as Workforce 2080's Terms Of Use.
Last Updated 2/26/2023 @ 10:17 AM CDT
Do you have your working hours for each workday for your companies fourteen (14) day workweek?
You must enter in how many hours of work for each of the following fourteen(14) days below. If you did not work on one of the days, type in "0":
Do you have your hourly rate?
What is your hourly rate during your shifts?
You must enter in your hourly rate for purposes of calculating your pay correctly. Once you have your rate, please type it above and press "Next" to continue.
In order to proceed forward, you must have your working hours for the fourteen (14) day period. Once you do, press Yes to continue.
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This page was last updated on 12/17/2022 @ 1:32 PM CDT
The total number of hours for the fourteen (14) day pay period were:
The total number of hours worked over eight (8) hours in any of the workdays in this pay period were:
The total number of hours worked over eighty (80) hours in the fourteen (14) day period were:
Total Wages for the pay period including overtime for hours worked over 8 hours would be:
Total Wages for the pay period including overtime for hours worked over 80 hours would be:
The LARGER of the two wages above will be paid to the employee. That number would be
This estimator will help you understand what your pay will be using the 8/80 rule. Employees who work for hospitals or residential care establishments who primarily take care of the sick, elder, or mentally ill are covered employers under the FLSA. These employers may used a fixed work period of fourteen (14) consecutive calendar days instead of the regular seven (7) day workweek for purposes of calculating overtime. With healthcare facilities which adopt this rule, this allows those employers to pay one and one-half times the employee's regular rate of pay for all hours worked in exces of 8 hours in a workday, and 80 in a fourteen-day period.
The employer has to have an agreement or understanding with all affected employees before any work is performed. When the employer enacts this program, they cannot remove it for purposes of preventing overtime, and then switch back. They should keep this program in effect permanently unless business needs change. The Fact Sheet specifically states that the employer must calculate the old way and the new way if they switch to a different policy, and pay the greater of the two amounts. An employer can use a standard 40 hour workweek for one group and an 8/80 rule for another, but the employer may not have both rules apply to a single employee. If you would like to pull up any verbiage on this, you can locate it on this website by clicking HERE. You can also check out the FLSA fact sheet by clicking HERE.
Last Updated on 5/18/2024 @ 12:00 PM CDT