Bi-Weekly Time Card for an Employee With Two Different Pay Rates
October 23, 2026
An employee working two different positions for the same employer, each with its own pay rate, needs hours tracked and calculated separately by rate within the bi-weekly period — combining them into one blended rate from the start would misstate pay for whichever role's hours don't match that blend.
Skip the math and get your answer instantly:
Open the Bi-Weekly Time Card Calculator →Worked Example
In week 1: 25 hours in Role A at $22/hour, 15 hours in Role B at $18/hour (40 total hours, no overtime).
- Role A pay: 25 × $22 = $550
- Role B pay: 15 × $18 = $270
- Week 1 total: $550 + $270 = $820
What Happens if Overtime Is Triggered
If combined hours across both roles exceed 40 in a given week, the overtime premium calculation typically uses a blended (weighted-average) regular rate across both roles — a specific calculation covered in more detail in the dedicated article on blended overtime rates elsewhere in this series.
Frequently Asked Questions
How are hours tracked for an employee with two different pay rates?
Separately by role/rate, then summed — not blended into one rate from the start for the base calculation.
What's the week 1 total in this example?
$820, combining $550 from Role A and $270 from Role B.
What happens if combined hours across both roles exceed 40?
Overtime is typically calculated using a blended weighted-average regular rate across both roles, covered in more detail in a dedicated article on this topic.
Should the two roles' hours be combined for the 40-hour threshold?
Yes — since it's the same employer, combined hours across both roles count toward the 40-hour threshold, even though base pay is calculated per role.