**What is the Fluctuating Work Week Method?**

Under the Fair Labor Standards Act (FLSA), employers are required to pay employees time and a half (150%) of the “regular rate” for all hours over 40 hours per workweek. The U.S. Department of Labor (DOL), the agency that enforces and interprets the FLSA, allows employers to pay employees who receive a fixed salary *and* work fluctuating hours, overtime at half (50%) the employee’s regular rate.

**Which employers use the FWM calculation? **

Generally, seasonal employers use the FWM to provide employees a predictable set salary regardless of the amount of hours they work each week (e.g. workers whose hours are influenced by the weather).

**When can an employer use the FWM calculation? **

In order to use the FWM calculation for overtime, the following conditions must be met:

- The employee’s salary must be sufficient to compensate him/her at a rate not less than minimum wage, regardless of how many hours worked, whether few or many.
- The employee receives a fixed salary – this does not change even if they work less than 40 hours a week (exception for unpaid leave of absence for entire day or more due to illness).
- The employee’s hours fluctuate from week to week.
- The employer and employee have a clear mutual understanding that the employee will be paid a salary and overtime at half his/her regular rate, regardless of how many hours worked.
- The employee received overtime equal to at least half his/her regular rate of pay for all hours worked over 40 hours.

**How to calculate an employee’s regular rate**

To calculate an employee’s regular rate of pay, divide the employee’s weekly salary by the total number of hours worked that week. Overtime is then paid at 0.5 times that regular rate, since the 1.0 of the 1.5x has already been paid via the salary. The more hours the employee works per week, the less the overtime rate (because it is spread over more hours).

Alternatively, the DOL allows an employer to calculate an employee’s regular rate based on a 40-hour workweek. Thus, an employer may divide the employee’s weekly salary by 40 hours, regardless of how many hours the employee worked that week. The DOL permits this calculation since the regular rate at 40 hours will always be higher than if the employer were to use the employee’s actual hours when the employee has worked overtime.

**Should I use the FWM?**

With a clear understanding of the conditions and calculations, the FWM can be a great tool for employers to save on costs, and provide year-round salary predictability for non-exempt employees.

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