Fact Check: Holiday Pay & Bonus Overtime Calculator

Partial

Issue

Outdated

Unverifiable

Verified May 28, 2026How we fact-check

Summary

This check verifies the holiday pay calculator's methodology, FAQ, and two calculation modes. Mode 1 is simple multiplier math, and Mode 2 is the FLSA single-workweek non-discretionary-bonus regular-rate calculation.

Result: 14 claims checked. 14 verified. 0 partial. 0 issues. 0 outdated.

Modeled Constants

2 claims

FLSA_WEEKLY_THRESHOLD = 40

Source (primary): https://www.law.cornell.edu/uscode/text/29/207
Verified: May 28, 2026
Notes: §207(a)(1) uses a 40-hour weekly overtime threshold for covered nonexempt employees.

FLSA_OT_PREMIUM_MULTIPLIER = 0.5

Source (primary): https://www.law.cornell.edu/uscode/text/29/207
Source (secondary): https://www.law.cornell.edu/cfr/text/29/778.209
Verified: May 28, 2026
Notes: The calculator separately counts straight-time pay for all hours, including overtime hours, so the overtime calculation uses the additional half-time premium.

Federal Framework

6 claims

The FLSA does not require holiday pay.

Source (primary): https://www.dol.gov/general/topic/workhours/holidays
Source (secondary): https://www.dol.gov/agencies/whd/flsa/faq
Verified: May 28, 2026
Notes: The tool FAQ and methodology state this directly and correctly.

Paid time off for a holiday not worked is excluded from the regular rate.

Source (primary): https://www.law.cornell.edu/uscode/text/29/207
Source (secondary): https://www.law.cornell.edu/cfr/text/29/778.216
Verified: May 28, 2026
Notes: §207(e)(2) and §778.216 support the tool's methodology table.

Qualifying holiday premium pay at 1.5× or more is excluded from the regular rate and creditable toward overtime.

Source (primary): https://www.law.cornell.edu/uscode/text/29/207
Verified: May 28, 2026
Notes: §207(e)(6) and §207(h)(2) support the tool FAQ.

Non-discretionary holiday bonuses are included in the regular rate.

Source (primary): https://www.law.cornell.edu/cfr/text/29/778.211
Verified: May 28, 2026
Notes: The tool's Mode 2 is explicitly scoped to non-discretionary bonuses.

Bonus inclusion uses (straight_time_pay + bonus) / workweek_hours.

Source (primary): https://www.law.cornell.edu/cfr/text/29/778.209
Verified: May 28, 2026
Notes: The code implements the single-workweek §778.209 method.

The calculator correctly computes the canonical 50h × $20 + $500 bonus example.

Source (primary): https://www.law.cornell.edu/cfr/text/29/778.209
Verified: May 28, 2026
Notes: Expected output: straight-time $1,000, old OT premium $100, new regular rate $30, corrected OT premium $150, additional OT owed $50, corrected total $1,650.

State and Scope Claims

3 claims

Rhode Island is the broad state-law exception for Sunday and holiday premium pay.

Source (primary): https://webserver.rilegislature.gov/Statutes/TITLE25/25-3/25-3-3.htm
Source (secondary): https://dlt.ri.gov/regulation-and-safety/labor-standards/legal-holidays
Verified: May 28, 2026
Notes: The tool does not model Rhode Island as a separate state mode; it warns users to apply the 1.5× minimum where the statute covers the work.

Massachusetts phased out its analogous retail premium rule.

Source (primary): https://malegislature.gov/Laws/SessionLaws/Acts/2018/Chapter121
Verified: May 28, 2026
Notes: The tool FAQ avoids implying Massachusetts has a current premium requirement.

The calculator intentionally does not model California daily overtime, double-time, seventh-day rules, or multi-week bonuses.

Source (primary): https://www.law.cornell.edu/cfr/text/29/778.209
Verified: May 28, 2026
Notes: This is a scope claim. The methodology discloses multi-workweek bonus allocation and state-stacked overtime as out of scope.

Sources

9 unique sources cited across the report — click to audit any claim directly against its evidence.

Check our work

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