No results found
We can’t find anything with that term at the moment, try searching something else.
This free salary calculator easily switches between hourly, bi-weekly, monthly, and yearly pay. Holidays and vacation days need special consideration and adjustments.
|UNADJUSTED||HOLIDAYS & VACATION DAYS ADJUSTED|
There was an error with your calculation.
Ads by Google
The payroll calculator converts payroll amounts for one type of period to quantities for a longer or shorter period. It can show payouts once an hour, a day, a week, two weeks, twice a month, a month, a quarter, and a year. The results include unadjusted and adjusted figures to account for vacation days and holidays in the year.
This salary calculator assumes that hourly and daily wages are unadjusted values. All other pay period values are considered values adjusted for holidays and vacation days.
This calculator bases its calculations on the assumption that there are 260 weekdays in a year and 52 working weeks. The unadjusted statistics do not consider days off for vacation or holidays.
Workers receive a salary or compensation from their employer for the time and effort put into the company. In many countries, worker protections include a minimum wage set by the national or local government. Also, professionals might establish Unions in certain firms or sectors to develop standards for working conditions.
An employee’s salary is a fixed sum of money provided regularly. The amount rarely changes depending on the quantity or quality of the completed work. Specifying the yearly amount of an employee’s wage inside the employment contract is usual. Additional forms of remuneration such as providing goods and services often supplement salaries.
Several important conceptual distinctions exist between “wage” and “salary.” First, “wage” is applied to compensating an employee based on the total hours worked multiplied by the hourly pay rate. The word “salary” is most commonly linked with annual employee remuneration.
Wage earners are also more likely to be non-exempt. It implies businesses are subject to the government's overtime wage regulations, which are in place to protect workers. The Fair Labor Standards Act (FLSA), which controls the U.S. labor market, contains these regulations.
Non-exempt workers are often compensated for overtime at a rate of 1.5 times their regular wage for any hours worked after they exceed 40 hours per week. Non-exempt workers may receive double (or, less frequently, triple) their regular pay if required to work during the holidays.
Salaried workers generally are not eligible for these benefits and additional cash compensation, even after working on holidays or over 40 hours a week.
Usually, wage earners have a lower income than non-wage earners. For example, a barista who works at a café may earn a “wage.” In contrast, a professional office worker earns a “salary.” These terms refer to the compensation received for the employee’s job. Salaried occupations have a greater perceived prestige according to society.
Most wages and salaries are paid occasionally, the most common monthly, semi-monthly, biweekly, or weekly. Wage-earners can use this calculator even though it is a Salary Calculator since it can convert sums.
The significance of salaries and earnings is undeniable, but not all the financial rewards are paid out in paychecks. Employees earning salaries and sometimes wage-earners may get other types of benefits. They include payroll taxes, health insurance, employer-shared retirement plans, unemployment taxes, paid vacation/vacation days, company discounts, bonuses, etc. There is a lower probability that part-time workers will be eligible for these benefits.
The value of various employee perks, measured based on money, might vary significantly from one situation to another. When choosing a job, it is essential to consider these benefits and the base or salary offered.
Freelancers who are sole proprietors that offer their wares and services are examples of self-employed contractors. Self-employed contractors often provide hourly, daily, or weekly prices, among other options.
Independent contractors rarely get the advantages traditionally associated with full-time employment, including paid time off, reduced health insurance premiums, or other financial rewards. This consequently increases the potential for higher pay rates.
As a result, they need higher financial compensation than full-time workers. In the real world, however, rates are determined by many factors. It is not uncommon for contractors to receive lower compensation.
Let’s take an hourly rate of $30 as an example and consider the work of eight hours a day. We get 260 working days during the year. That is 52 weeks multiplied by five working days per week.
Given these parameters, we can calculate the annual unadjusted salary using the following formula:
$30 × 8 × 260 = $62,400
The hourly rate will be multiplied by the number of total working days in a year (this figure is not changed). Then the number of hours in a working day is multiplied by the previous result. It is possible to compute the modified yearly pay:
$30 × 8 × (260 - 25) = $56,400
Non-working days are deducted from the working days in a year. Based on that, there are ten holidays and 15 paid vacation days yearly.
These yearly estimates are the basis for the more frequent time intervals, including biweekly, semi-monthly, monthly, and quarterly totals. It is essential to differentiate between bi-weekly and semi-monthly payments.
Bi-weekly payment occurs once in two weeks, and semi-monthly takes place twice a month, often on day fifteen and the last day of each month.
No federal legislation in the U.S. specifies the frequency of compensation, except for a law stating that workers must be paid in usual and predictable ways.
Actual pay frequencies vary since they are enforced by different nations, states, industries, and corporations. Hence, the calculator includes choices that allow users to pick from various periods commonly used to show salary amounts.
Mandatory permanent payments give workers more security and freedom. Most states (except South Carolina, Alabama, and Florida) have minimum pay frequency requirements. Hence, you should check the state rules for more information regarding payment frequency.
The most frequent frequency for pay periods is daily, weekly, bi-weekly (every two weeks), semi-monthly (twice a month), and monthly. Mainly, monthly and semi-monthly are the most prevalent pay period frequencies.
|Daily||Payments are made every day, usually at the end of the day. Some short-term contractors are paid this way.|
|Weekly||Payments occur once a week, usually on Fridays. This is a relatively expensive system for employers with 52 weeks per year. It results in higher payroll processing costs. Therefore, it is less common than bi-weekly or semi-monthly.|
|Bi-Weekly||Payments are made every two weeks, 26 times a year for most years.|
|Semi-Monthly||Payments are made twice a month, usually on the 15th and last day of the month. Although this is a common practice, it leads to inconsistent payment dates because of the difference in dates from month to month.|
|Monthly||Payments are made once a month. This is usually the most profitable option for employers. But it is not very common in the United States.|
According to the Fair Labor Standards Act of the United States of America, a salaried worker is often referred to as an exempt employee. This suggests that they are prohibited from enjoying certain protections and rights, such as minimum wage and overtime laws that are only offered to non-exempt workers.
To be exempt from overtime pay requirements, workers in the United States must meet several requirements. Among them, earn at least $684 per week (or $35,568 per year), get a salary, and perform work duties under the Fair Labor Standards Act (FLSA). The FLSA restrictions do not apply to several occupations, for instance, truck drivers and agricultural laborers. However, most employees fall into the exempt or non-exempt category.
The hourly rate set by the federal government as the minimum wage is $7.25. However, individual states are free to set their minimum wage rate. It will take precedence over the federal level if they are higher than the national rate.
For example, the District of Columbia (D.C.) keeps the highest rates across all states, at $15. Therefore, that amount applies to wage workers in D.C. instead of the current federal rate. Conversely, Georgia has a minimum wage rate of $5.15 per hour. Still, the national minimum wage rate of $7.25 per hour supersedes it.
The median annual income of full-time employees in the U.S. in the first three months of 2020 was $49,764. This equates to a weekly wage of $957 for those working full-time. This is a mean value, and it is essential to remember the potential for change depending on various factors. The following list comprises sweeping generalizations that are not universal to every individual, especially regarding gender, ethnicity, and race.
The median income for black men was $42,796, while the median income for white men was $56,992. The difference in pay between black and white women was $38,584 and $45,396, respectively. Asian and Hispanic salaries, regardless of gender, were $63,492 and $37,544, respectively.
The average wage for men was $55,432 and $44,564 for women. Generally, women are paid less than men, which is called the gender pay gap. There are many reasons why this pay gap exists, including discrimination, industry specifics, motherhood, and gender roles.
People closest to the peak of their income, that is, ages 40-55, tended to have higher earnings. Men had the highest annual earnings of $64,740 between ages 45 and 54. Women had the highest annual earnings of $48,984 between the ages of 35 and 44.
The higher a person's level of education, the higher their wages tend to be. Workers 25 and older without a college degree had an average salary of $31,668, compared with $39,936 for high school graduates. Workers with a bachelor's degree earned an average of $72,020 a year.
Generally speaking, the further up the career ladder a person has progressed, the more experience or perceived ability he has. The more valuable his skill set, the higher his salary can be.
Different places will have different supply and demand for positions, and the average salary in each area will reflect that. Remember that the cost of living should be considered when comparing salaries. Sometimes, a job that offers a higher salary may be less profitable when you think about the cost of living elsewhere.
This aspect includes the relative stability of industries and companies and their projected trends. Industry affects wages even in similar positions. For example, with all other things being equal, an office clerk in a public school system is likely to be paid less than a private hedge fund clerk.
To a lesser extent, overall company performance also affects salaries. In years of high profits, a company may decide to pay a higher-than-average compensation to a job seeker with excellent performance.
Hazard pay is an additional compensation provided to workers in certain occupations. An employee may perform specific tasks and duties under hazardous working conditions. Workers at a research facility may be required to handle dangerous chemicals. A worker in an underground mine can come into contact with potential toxins. Police officers may be required to patrol an area of town infamous for its high violent crime rate.
Some people work less favorable shifts, such as the “graveyard shift,” which lasts until the early morning hours. They can sometimes receive a bonus because of the higher social and physical costs associated with working after hours.
|January||New Year's Day, the Birthday of Martin Luther King Jr.|
|November||Veterans Day, Thanksgiving Day|
Although the U.S. observes ten public holidays, most businesses give their employees time off, extending from six to 11 other holidays. In most cases, only those who work for a federal government department or agency are eligible for paid time off on national holidays.
Workers employed by private companies must abide by the policies established by their company. An employer is not required to pay more for work on federal holiday days, including overtime unless specified in a collective or contract bargaining agreement.
The number of public holidays varies from country to country. Cambodia has the most non-working days per year in the world, set by law, at 28, followed by Sri Lanka at 25. It is important to remember that the input for the total “Holidays per Year” must be updated to compute the correct adjusted result.
In the United States, vacation days have historically been treated differently from sick breaks, personal days, and holidays. It is increasingly typical to incorporate them into a single system known as paid time off (PTO) in today’s society.
Employees have access to a pool of paid time off (PTO) days that they can use for various reasons, including personal leave, vacation time, and sick leave. The essential thing to note is that it is unnecessary to differentiate between the distinct reasons for the time offs.
With PTO there is no need to puzzle over how to designate an absence as sick leave or personal leave or ask the manager to use the day of vacation as a day of illness. However, there are also negative aspects of their combination. For example, suppose an employee becomes very ill for a week and must take five days off. In that case, their total PTO reserve will decrease by five days away, which may force them to reconsider the weekly vacation they originally planned.
The Fair Labor Standards Act (U. S.) does not compel employers to provide their workers with unpaid and paid vacation leave. The average American gets about ten vacation days a year. And the bottom 25% of wage earners get an average of only four paid vacation days a year.
As an incentive to keep employees, most businesses have a policy whereby each employee’s total PTO increases after a certain number of years. Asking about each prospective employer’s PTO policies should thus be done during the interview process and when choosing between positions.
Over 75 percent of firms often give paid time off or vacation days for various reasons. Employees can use them for family needs, medical crises, vacations, and practical situations when a break is needed. They can help maintain staff morale and avoid employee burnout.
In addition, the law in most European countries requires companies to give their employees at least 20 days of vacation each year. And in some countries of the European Union, it requires 25-30 days of leave. In several other industrialized nations worldwide, workers are given 4 to 6 weeks of paid leave or more each year as vacation time.
There are very few people in the world who would not be happy with a higher salary, and there are lots of ways in which a person can try to achieve this.
According to the statistics, the greater a person’s education level, the bigger their average salaries will be throughout their lifetime. However, raising the level of education for higher wages does not mean that everyone should immediately go and get a higher education. Employees can present the proof of knowledge in many other different forms.
Earning additional credentials or certificates requires less time and financial capital and has the potential to yield an increased payment.
A straightforward improvement in experience or relevant knowledge corresponding to a specialized profession or sector may significantly boost revenue. This may involve keeping up to date with current events in your professional niche, attending relevant conferences, or reading literature on the topic of your professional field.
The vast majority of firms conduct performance reviews annually with their staff members. Most performance reviews include:
An annual salary increase usually follows an annual positive review. Suppose a raise does not happen, even after a positive review. In that case, the employee's best interest is to ask for a raise or consider other employment options.
A person’s income may improve throughout their career if they remain employed in the same field, and gaining more experience in that profession or field increases their chances. This might be because of several factors, one of which shows that the individual has a substantial interest in that field to continue working in it for the foreseeable future.
Working in the same business for an adequate amount of time provides sufficient evidence to suggest that they have some expertise. These are positive indicators that employers look for, making them more likely to consider a pay raise for an employee.
Many specialized professions and sectors have trade associations or professional organizations that enable their members to participate in networking. These organizations attempt to link their associates with others who work in the same sector or have the same profession and aspirations. This connection might lead to employment chances, resulting in a higher income for the member.
Suppose an employee receives a primarily positive performance review, although the study does not mention a pay raise. Approaching the employer to negotiate a raise in pay may be in the employee’s best interest. Or let's assume that the employer rejects the employee's request for a wage increase. In that case, considering other employment opportunities would be in their best interest.
Highlight accomplishments, especially those previously addressed in performance reviews, such as meeting or exceeding specific sales goals, completing additional job duties, or anything useful to the business that merits a pay raise.
When starting a new job, you should try, where possible, to negotiate a higher starting salary than your previous job.
Consider a career change if you’re stuck on the job you don’t like with no chance of a pay raise, and you’ve tried everything to increase your salary with no result. People who have tried everything else to augment their salary can also consider a career change. Sometimes employees get a raise in pay by at least 10 percent by taking these steps.