Final answer:
The date range primarily affects the calculation of overtime and non-overtime hours as overtime is typically based on weekly work hours exceeding 40 hours, according to the FLSA. Adjusting the date range can alter the calculation of overtime depending on labor laws and company policies.
Step-by-step explanation:
The date range has a significant impact on the calculation of overtime and non-overtime hours when managing employee work schedules and payroll. According to the Fair Labor Standards Act (FLSA) in the United States, overtime is typically calculated on a weekly basis. If an employee works more than 40 hours in a workweek, any hours worked beyond that are considered overtime and are typically paid at a higher rate, often one and a half times the regular hourly wage. However, if the date range in question is a bi-weekly or monthly period, then only the hours worked beyond 40 in each individual week would count towards overtime — not the total hours worked over the entire date range.
For example, if an employee works 35 hours one week and 45 the next in a bi-weekly pay period, they would have 5 hours of overtime for the second week, despite the total hours for the two weeks being 80. Adjusting the date range can also affect the overtime calculation for businesses that follow a different standard than the FLSA, such as 8-hour days or 80-hour biweekly periods for overtime eligibility. Consequently, the exact effect of the date range on overtime depends on the specific labor laws and company policies in place.