On-Demand Webinar: Rethinking Your Overtime Calculations

 

What the new federal overtime reporting requirement means for districts


Starting with 2026 W-2s, the IRS requires employers to report qualified overtime separately. It quickly gets complicated with the distinction between federal FLSA overtime premium versus state, contract, and union overtime—not to mention absence reconciliation, double time and holiday pay. Most district payroll systems track all types of overtime in a single bucket. 

Across districts we're working with, fiscal teams are learning real-time how to update their processes in order to meet these new regulations. We’ve heard lots of scenarios and “how” it gets done, from spreadsheets, an existing time and attendance solution, to paper or ERPs. Regardless of how you track overtime, the complexity is now higher and may require re-thinking (and more calculations!).

In this session, Preeti Nalavade, VP of Strategy, and Natalie Rhodes, Sr. District Success Partner, from Informed K12 share what they've been hearing from districts and the questions business teams are bringing to the table.

From this on-demand video, you'll walk out with a clearer view of the requirement, a sense of where your district fits today, and a list of conversations to start this month.

On-Demand Webinar: Rethinking Your Overtime Calculations

 

What the new federal overtime reporting requirement means for districts


Starting with 2026 W-2s, the IRS requires employers to report qualified overtime separately. It quickly gets complicated with the distinction between federal FLSA overtime premium versus state, contract, and union overtime—not to mention absence reconciliation, double time and holiday pay. Most district payroll systems track all types of overtime in a single bucket. 

Across districts we're working with, fiscal teams are learning real-time how to update their processes in order to meet these new regulations. We’ve heard lots of scenarios and “how” it gets done, from spreadsheets, an existing time and attendance solution, to paper or ERPs. Regardless of how you track overtime, the complexity is now higher and may require re-thinking (and more calculations!).

In this session, Preeti Nalavade, VP of Strategy, and Natalie Rhodes, Sr. District Success Partner, from Informed K12 share what they've been hearing from districts and the questions business teams are bringing to the table.

From this on-demand video, you'll walk out with a clearer view of the requirement, a sense of where your district fits today, and a list of conversations to start this month.

What the new federal overtime reporting requirement means for districts


Starting with 2026 W-2s, the IRS requires employers to report qualified overtime separately. It quickly gets complicated with the distinction between federal FLSA overtime premium versus state, contract, and union overtime—not to mention absence reconciliation, double time and holiday pay. Most district payroll systems track all types of overtime in a single bucket. 

Across districts we're working with, fiscal teams are learning real-time how to update their processes in order to meet these new regulations. We’ve heard lots of scenarios and “how” it gets done, from spreadsheets, an existing time and attendance solution, to paper or ERPs. Regardless of how you track overtime, the complexity is now higher and may require re-thinking (and more calculations!).

In this session, Preeti Nalavade, VP of Strategy, and Natalie Rhodes, Sr. District Success Partner, from Informed K12 share what they've been hearing from districts and the questions business teams are bringing to the table.

From this on-demand video, you'll walk out with a clearer view of the requirement, a sense of where your district fits today, and a list of conversations to start this month.

Hubspot

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Featured Speakers

Preeti Nalavade

VP, Strategy

Natalie Rhodes

Sr. District Success Partner, Informed K12

What This Webinar Covers

  • Where teams are getting stuck: Combined overtime pay codes. Pay-period-versus-workweek mismatch. Paid leave hours that look like worked hours but don't count toward the 40-hour threshold. 

  • What we're seeing work: Separate pay codes for FLSA OT and CBA OT. Tables-based review approaches for districts that aren't ready to restructure timecards yet. What to bring up with payroll, HR, and your county.

Questions answered in this session

  • If an employee uses sick leave on a Friday and works 8 hours on Saturday, is that a 40-hour week?

  • Our overtime is paid at 2.5×. What's the federal premium portion?

  • Our timecards run by pay period, not by FLSA workweek. Do we have to restructure them?

  • Does double time count? What about holiday pay?

  • How do we handle multi-site workers whose hours aggregate across buildings?

The information provided on this webinar is for informational purposes only and should not be construed as legal, financial, or tax advice. Please consult a qualified professional for advice specific to your situation.

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