Payroll Calculation Changelog

Each clock-in and clock-out is rounded independently before the elapsed rounded interval is compared with exact elapsed time. The result table preserves exact punches, rounded punches and the difference for every entered interval.

The public calculator supports nearest five minutes, one-tenth of an hour (six minutes), and one-quarter hour (15 minutes), matching the common intervals described in federal time-rounding guidance.

The tool totals upward and downward interval effects across the entered sample instead of treating one punch as dispositive. Output is descriptive: up, down or neutral for the sample, never compliant/noncompliant.

When clock-out is earlier than or equal to clock-in, the calculator treats the interval as ending the following day, with a 24-hour maximum interval guard.

An optional hourly rate can translate the net time difference into a simple pay difference. It deliberately excludes overtime, differentials, minimum wage, state rules and other premium-pay calculations.

Clock punches, hourly rates and calculated differences remain in the browser. Analytics are limited to non-sensitive product-use categories such as rounding interval, interval count and sample direction.

Hourly users can enter straight-time hours and rate plus an overtime rate they have already determined. Salary and other scenarios can instead use a final-period wage amount already determined outside the calculator.

Unused leave payout, earned bonus or commission amounts, other included final-pay amounts, tax withholding and deductions are separate inputs rather than hidden assumptions.

The calculator does not infer a payment due date. The public methodology points users to U.S. Department of Labor federal guidance and state labor offices because state final-pay timing can differ.

Federal law does not itself require vacation pay. PTO enters the arithmetic only when the user supplies both an applicable number of hours and payout rate already determined under the relevant rule or policy.

Entered wages, hours, PTO, withholding, deductions and calculated final-pay amounts remain in the browser. Analytics are restricted to non-monetary product-use metadata.

Weighted overtime, shift differentials, bonus true-ups and retroactive rate corrections remain in their dedicated tools rather than being reimplemented inside final-pay arithmetic.

The calculator compares the original hourly rate with a higher corrected hourly rate and applies the difference to the affected hours. It is intentionally limited to a simple single-rate correction rather than attempting to classify every form of back pay.

Users enter each affected workweek individually. Federal overtime hours are modeled as hours over 40 in each workweek; the tool does not average hours across multiple weeks in the retroactive period.

The result separates the straight-time rate difference from the additional half-time amount attributable to the rate increase on federal overtime hours. In the simple single-rate model, each overtime hour receives 1.5 times the hourly rate increase overall.

Multiple rates, shift differentials, deferred bonuses, commissions and other regular-rate compensation are outside this narrow model. The page links users to the Weighted Overtime, Shift Differential and Bonus Overtime True-Up tools instead.

The calculator does not determine FLSA coverage or exemption status and does not calculate state daily overtime, double time, wage-payment penalties, interest, damages, tax withholding or contract-specific rules.

Entered rates, workweek hours and calculated retro-pay amounts remain in the browser. Analytics are limited to non-payroll metadata such as workweek count and whether the scenario includes federal overtime hours.

Each shift can use a fixed dollar amount per hour or a percentage of the entered base hourly rate. The calculator converts both formats into a per-hour premium and total differential amount.

Up to five shift categories can be modeled in one workweek, including standard hours with a zero premium. Results expose base earnings, differential pay, effective shift rates and total straight-time compensation.

When the entered week exceeds 40 hours, the focused page reuses the existing Weighted Overtime regular-rate module rather than creating a separate overtime engine.

Base rates, shift-premium values, hours and calculated wage amounts remain in the browser. Analytics are limited to safe product-use categories such as row count, differential type and whether overtime is present.

The calculator isolates the additional overtime attributable to the bonus rather than recomputing or presenting all overtime compensation for the covered period.

Users can model exact weekly bonus amounts, equal amounts per covered workweek, or an equal amount per hour worked. The page explains that the facts determine which allocation is appropriate.

Overtime hours are modeled as hours above 40 in each workweek. The calculator does not classify employees, determine whether the bonus is includable, or apply state daily-overtime and special-industry rules.

Bonus amounts and workweek hours remain in the browser. Analytics are restricted to non-payroll product-use fields such as allocation method, workweek count and whether overtime is present.

The calculator combines straight-time wages from up to five hourly rates and divides total includable workweek compensation by total hours worked to determine a weighted regular rate.

Workweek shift differentials, allocated nondiscretionary bonuses, commissions and other includable pay can be added to the regular-rate numerator. The tool does not independently classify a payment as legally includable or excludable.

For hourly scenarios where straight-time compensation already covers every hour worked, the calculator adds one-half of the regular rate for each hour over 40. It does not model state daily overtime, special-industry formulas or exemption status.

Hourly rates, workweek hours, bonuses, differentials and other entered payroll amounts remain in the browser. Analytics are limited to non-payroll product-use categories.

The focused workflow exposes the 2026 Social Security wage base and employee maximum, base Medicare's uncapped treatment, and the employer Additional Medicare withholding threshold. Where the required wage fields are supplied, supported YTD rate relationships are reconciled with a conservative accumulated-rounding tolerance.

The workflow checks CPP/CPP2 or QPP/QPP2 employee maximums, EI premium maximums, and Québec QPIP limits. Québec continues to use its distinct QPP, QPP2, reduced-rate EI and QPIP parameter path.

CPP/QPP maximums can be lower when contribution months are prorated. When full-year contribution status is not known, an amount below the full-year ceiling is not labeled definitively consistent; the checker returns Unable to determine rather than assuming 12 contribution months.

The browser dataset is generated from FICA_2026 and the Canadian parameter registry used by the existing authoritative engines. A generation test checks that published cap data continues to match those source-of-truth parameters.

Pay dates outside 2026 are marked Not evaluated. The tool does not silently reuse 2026 wage bases, contribution ceilings, rates or thresholds for another payroll year.

Entered YTD wages, taxes and contributions remain in the browser. Analytics are limited to non-payroll metadata such as country, jurisdiction, supported-ruleset state and result counts.

U.S. and Canadian statutory recalculation is limited to pay dates from January 1 through December 31, 2026. Outside that window, arithmetic and continuity checks can still run, but statutory items are marked Not evaluated rather than applying the wrong year's rules.

Coverage metadata currently includes all 50 states plus the District of Columbia, together with federal withholding, Social Security and Medicare source provenance where the supplied evidence is sufficient.

Coverage metadata currently includes all 13 provinces and territories. Québec contribution paths remain distinct: QPP/QPP2, reduced-rate EI and QPIP are evaluated separately from CPP/CPP2 paths.

When a calculation engine requires year-to-date amounts before the current pay period, the review adapter derives prior YTD as printed YTD minus the current-period amount. Invalid negative derived values are not forced into a statutory calculation.

Missing payroll facts are not invented simply to produce an answer. Where W-4, TD1, age/election, taxable-wage or other required facts are unavailable, the applicable item can return Unable to determine.

Detailed results can expose the allowed variance, rule effective period, calculation method, confidence level, engine version and official-source links rather than relying on a single universal rounding tolerance.