How to use this checklist
Check off the 9 items across Tracking Method, Legal Compliance, and Pay Verification. The Tracking Method items — a reliable system, daily logging while memory is fresh, and distinguishing regular (1x), overtime (1.5x after 40 hours), and double-time (2x) rates — are the foundation; without accurate records you can't verify you're being paid correctly. The Legal Compliance items ask whether you actually know the federal 40-hour FLSA threshold and your state's daily overtime rules — California, for example, requires daily OT after 8 hours.
What your result means
70%+ means your time tracking and pay verification habits are solid. 40-69% typically flags gaps in either consistent daily logging or pay stub review — payroll errors compound quickly when either is skipped. Below 40% usually means there's no reliable tracking system in place, so you're effectively trusting the employer's numbers. Given how common unintentional payroll mistakes are, that trust is risky.
When to trust it
This checklist evaluates your tracking system, not whether you're legally classified correctly or paid what you're owed. Exempt vs non-exempt classification is a legal question the checklist can't resolve. If you're unsure of your status or suspect unpaid overtime, document your hours carefully and consult your state's labor board or an employment attorney. State overtime laws vary significantly — verify the rules for your state, not just the federal baseline.
Frequently Asked Questions
Is my employer required to pay me for overtime?
In the US, most hourly and many salaried workers are covered by the FLSA: 1.5× pay beyond 40 hours/week. The big exception is 'exempt' status — job duties (not job title) plus a salary threshold determine it, and employers sometimes misclassify. If you're doing hourly-style work on a salary below the threshold, you may be owed overtime regardless of what your contract says. Your state labor agency or the US DOL can clarify classification.
What should I do if I think I wasn't paid correctly for overtime?
First, keep your own contemporaneous records — dates, hours, tasks (your logs are evidence; memory isn't). Second, ask payroll for an explanation in writing; some underpayments are calculation or tracking errors resolved in one conversation. If that fails, a wage claim with your state labor department or the US DOL is free to file, and retaliation for filing is illegal. Note the claim window: some states allow going back 2-3 years.
Should I track overtime even if I'm salaried?
Yes, if there's any chance you're misclassified as exempt, you're in a dispute about hours worked, or your employer uses comp time. A simple log (in/out, meal breaks, work performed after hours — including email and calls from home) is the evidence that determines whether back pay is owed. It takes 30 seconds a day and is the difference between a claim and a story.