Overtime is typically calculated based on the number of hours worked beyond the regular working hours or the predefined threshold set by the organization. The calculation method can vary depending on local labor laws and company policies. Common approaches include time-and-a-half (1.5 times the regular hourly rate) or double-time (2 times the regular hourly rate) for hours worked beyond a specific threshold.

Legal requirements for Overtime Management vary across jurisdictions. It is essential for organizations to be familiar with the labor laws applicable to their location. These laws typically define the maximum number of hours employees can work per day or week before qualifying for overtime pay, the rate of overtime pay, and any exemptions or special provisions for certain industries or job roles.

Effective Overtime Management involves implementing clear policies and procedures. This includes defining overtime eligibility criteria, establishing approval processes for overtime work, and providing guidelines for compensatory time-off or overtime pay. Organizations can also use workforce management systems or time-tracking tools to monitor and track employee work hours accurately, enabling better control over overtime.

Poor Overtime Management can have several negative impacts. It can lead to increased labor costs, strained budgets, and reduced profitability for organizations. Excessive overtime can also lead to employee burnout, reduced productivity, and decreased job satisfaction. Additionally, non-compliance with labor laws regarding overtime pay can result in legal penalties and damage to the organization's reputation. Proper Overtime Management is crucial for maintaining a healthy work-life balance, ensuring fair compensation, and promoting employee well-being.