We checked 28 article claims against the finalized overtime-laws-by-state research and a current-source spot check for the rules most likely to change. All 28 verified; no unsupported, outdated, or unresolved article claims remain.
This fact check covers what a small employer would rely on: the federal 40-hour rule, daily-overtime states, California double-time, Kentucky's 7th-day qualifier, Nevada's wage cutoff, exempt salary thresholds, duties-test framing, regular-rate pay items, private-sector comp time, remote-worker work-state routing, and the calculator's stated scope.
The article was checked against the matching overtime research report. That research page carries the full primary-source audit trail. This article fact check verifies that the article explains those findings faithfully and preserves the qualifiers that matter in payroll.
Verification result: the checked article claims are verified for publication. The main maintenance trigger is legal change: DOL exemption thresholds, state minimum-wage changes that affect salary or Nevada daily-overtime cutoffs, or state overtime statute changes.
11 claims
Overtime starts with one federal rule, but employers can make mistakes by assuming that rule is enough
Faithfully translates the research's federal floor + stricter-state overlay framing.
State rules can add daily overtime, double-time, or 7th-day premiums
Preserves the research distinction between general state rules and industry-specific / narrow rules.
Alaska generally has daily overtime after 8 hours and weekly overtime after 40 hours
The article preserves the voluntary flexible work-hour plan qualifier.
Colorado has overtime after 40 hours, 12 hours in a workday, or 12 consecutive hours, whichever gives the employee more pay
Matches the finalized research's Colorado rule.
Oregon, Connecticut, Hawaii, Missouri, North Dakota, Wisconsin, Maryland, New York, Kansas, and Minnesota have narrower industry, occupation, age, agricultural, domestic, or non-FLSA rules
The article intentionally uses "narrow rule to check" instead of implying every employer in those states has a general daily-overtime rule.
Duties-test failures are common for "manager" or "administrative" titles that do not match actual exempt duties
Article uses examples consistent with executive and administrative exemption requirements.
Bonuses, commissions, shift differentials, piece-rate earnings, multiple rates, and some standby payments can affect the regular rate
The article says "can" because exclusions and fact patterns matter; it does not overclaim that every payment always belongs in the rate.
California flat-sum bonuses can require a different divisor under Alvarado
The article uses cautious "can" wording and routes detailed math to the blended overtime calculator.
Private-sector employers generally cannot use comp time instead of overtime pay
Article correctly limits the public-sector exception and avoids turning it into private-sector permission.
Overtime usually follows where the employee performs the work, not the employer's headquarters
The word "usually" preserves the fact-specific edge cases while giving employers the right payroll default.
FAQ answers are employer-facing and preserve key legal qualifiers
FAQ now avoids employee-claim phrasing and correctly states Nevada, comp time, California stacking, remote work state, and regular-rate qualifiers.
5 claims
Federal law requires 1.5× the regular rate after 40 hours in a workweek
Matches 29 USC §207(a)(1) and DOL's overtime guidance.
California requires daily overtime after 8 hours, double-time after 12 hours, weekly overtime after 40 hours, and 7th-day premiums
Article table matches California Labor Code §510 and DIR guidance.
California daily and weekly overtime generally do not both count on the same hour
The article uses the cautious "generally" wording and explains the payroll concept without overstating a separate stacking formula.
Kentucky's 7th-day premium has a 40-hour workweek qualifier
KRS §337.050 says the 7th-day rule does not apply if the employee was not permitted to work more than 40 hours during the workweek. The article now preserves that qualifier.
A salary alone does not make an employee exempt
Article preserves salary basis, salary threshold, and duties-test requirements.
2 claims
The practical payroll question is which employee, in which state, worked which hours
Accurate synthesis of the article's state, exemption, workweek, and regular-rate dependencies.
The checklist items are supported by the research and article body
Checklist does not introduce new legal rules; it restates dependencies already verified above.
2 claims
California's 2026 exempt salary threshold is $70,304/year for most white-collar exemptions
California DIR gives the calculation: $16.90 × 2 × 40 × 52 = $70,304.
Nevada daily overtime applies only below 1.5× the state minimum wage; at $12.00/hour, the cutoff is $18.00/hour
Math verified: 1.5 × $12.00 = $18.00.
1 claim
DOL currently applies the 2019 federal salary thresholds: $684/week and $107,432/year for highly compensated employees
DOL's May 14, 2026 release states the technical amendment removes vacated 2024 regulatory text and republishes the operative 2019 regulations.
1 claim
The weighted-average example produces a $24 regular rate, $120 overtime premium, and $1,320 total weekly pay
Arithmetic verified: (30 × $20) + (20 × $30) = $1,200; $1,200 ÷ 50 = $24; 10 × 0.5 × $24 = $120; total $1,320.
1 claim
The calculator covers federal weekly overtime plus general rules for California, Alaska, Nevada, Colorado, and Kentucky
Article accurately states the calculator's modeled states and non-modeled limits.
19 unique sources cited across the report — click to audit any claim directly against its evidence.
Every claim above links to the source we used. Open any source to compare the wording here with the underlying rule, guidance, court opinion, or product behavior.
If a source has changed or a claim looks wrong, tell us. We would rather correct the page than leave a stale answer online. See how we fact-check.
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