How many hours in a two-week period can employers use for overtime pay calculation under the "8 and 80" method?

How many hours in a two-week period can employers use for overtime pay calculation under the "8 and 80" method?

• A. 40 hours
• B. 80 hours
• C. 60 hours
• D. 100 hours

Answer: (B)

The "8 and 80" method allows employers to calculate overtime based on a two-week period, where the threshold for overtime is set at 80 hours. This approach is commonly utilized in certain sectors, particularly in healthcare, where employees may work longer shifts but still have flexibility in scheduling. Under this method, employees can work up to 80 hours over the course of two weeks without triggering overtime pay; any hours worked in excess of that amount are considered overtime. Hence, the correct answer reflects the total number of hours in that two-week period that can be counted for purposes of determining when overtime starts. While the method allows for variability in daily hours worked, the key figure for determining overtime eligibility remains fixed at 80 hours across the full two weeks. This understanding is crucial for both employers managing payroll and employees who track their hours to ensure compliance and proper compensation.

The "8 and 80" method allows employers to calculate overtime based on a two-week period, where the threshold for overtime is set at 80 hours. This approach is commonly utilized in certain sectors, particularly in healthcare, where employees may work longer shifts but still have flexibility in scheduling.

Under this method, employees can work up to 80 hours over the course of two weeks without triggering overtime pay; any hours worked in excess of that amount are considered overtime. Hence, the correct answer reflects the total number of hours in that two-week period that can be counted for purposes of determining when overtime starts.

While the method allows for variability in daily hours worked, the key figure for determining overtime eligibility remains fixed at 80 hours across the full two weeks. This understanding is crucial for both employers managing payroll and employees who track their hours to ensure compliance and proper compensation.