When calculating gross pay, what additional factor must be considered for non-exempt employees working more than 40 hours in a week?

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The additional factor that must be considered when calculating gross pay for non-exempt employees working more than 40 hours in a week is overtime pay. Under the Fair Labor Standards Act (FLSA), non-exempt employees are entitled to receive at least one and a half times their regular hourly rate for any hours worked beyond the 40-hour threshold in a week. This provision ensures that employees are fairly compensated for the extra time they dedicate to their work.

In this context, overtime pay is crucial as it substantially affects the total gross pay for employees who exceed the standard work hours, thus recognizing and rewarding their additional effort and time. The calculation of gross pay therefore involves not only regular wages but also the proper computation of any overtime hours worked, which is vital for compliance with labor laws and for maintaining employee satisfaction.

Other factors such as bonus pay, commission, and shift differentials may contribute to overall compensation but do not specifically address the legal requirement for overtime compensation for non-exempt employees working in excess of 40 hours in a week. Thus, while they are relevant to total earnings, they do not change the mandatory overtime calculation.

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