Why does the hourly drop on the 4×12 and 5×12 rows when I enter an annual?

Because federal FLSA overtime kicks in above 40 hours per workweek. To produce the same annual at 48 hours, the base rate has to be lower so the overtime premium on those 8 hours doesn't push the total over your target. The math: annual = 52 × (rate × 40 + rate × 1.5 × overtime hours). Solving for rate gives a smaller number when overtime hours are larger.

Why is the 0.9 FTE row 36 hours instead of something else?

Most US hospital RN positions structure 0.9 FTE as three 12-hour shifts per week, totaling 36 hours. That's the row you'll likely care about if you're a staff nurse. EMS schedules vary more (24-on/48-off Kelly schedules average ~56 hours, Berkeley schedules average 42, etc.), so we kept the table to common nurse-side anchors.

Are these numbers gross or take-home?

Gross. No federal, state, FICA, retirement, or benefit deductions are modeled. For tax-aware math, the shift-differential calculator handles a single workweek with differentials, and the travel-package calculator handles travel contracts with stipends and an effective tax rate.

Does this handle California daily overtime?

No. California's daily overtime rules (1.5× after 8 hours per day, 2× after 12) plus seventh-consecutive-day premiums aren't modeled. Same for Alaska, Nevada, and Colorado. If you work in one of those states on a regular daily-OT schedule, the 4×12 and 5×12 rows here understate gross. The federal-only number is a floor.

Why are 0.5 FTE and 0.75 FTE in the table?

Because they're real schedules, especially for second jobs, semi-retirement, and per-diem rosters. Plenty of nurses run 0.6 or 0.75 FTE permanent and pick up extras on top. The table makes the conversion instant.

Vitals// Pay

Hourly salary converter. Across the schedules nurses and EMS actually work.

Tool: Live
Reviewed: 2026.05.04
Privacy: Browser-only

Annual gross · 40 hrs/wk

$80,080

Weekly $1,540 · monthly $6,673 · biweekly $3,080

By schedule

Schedule	Hourly	Weekly	Annual
0.5 FTE 20 hrs / wk	$38.50	$770	$40,040
0.75 FTE 30 hrs / wk	$38.50	$1,155	$60,060
0.9 FTE · 3×12 36 hrs / wk	$38.50	$1,386	$72,072
Full-time 40 hrs / wk	$38.50	$1,540	$80,080
4×12 with OT 48 hrs / wk · FLSA	$38.50	$2,002	$104,104
5×12 with OT 60 hrs / wk · FLSA	$38.50	$2,695	$140,140

Schedules above 40 hrs/wk apply federal FLSA overtime: 1.5× the base rate on hours above 40. State daily-OT rules (CA, AK, NV, CO) aren’t modeled and would push those rows higher.

Methodology

The math behind the table.

The basic conversion is annual = hourly × hours/wk × 52. The wrinkle for schedules above 40 hours per workweek is the federal Fair Labor Standards Act, which requires non-exempt employees to earn 1.5× the regular rate on overtime hours. So at 48 hrs/wk, weekly gross is base × 40 + base × 1.5 × 8, not base × 48. The annual flows from there.

Going the other direction (annual to hourly), if you target a $100,000 annual at 48 hrs/wk, the math has to back out the overtime premium. The base rate that produces $100,000 at 48 hrs/wk with FLSA OT is lower than the base that produces the same $100,000 at 40 hrs/wk, because overtime hours pay 1.5×. The 4×12 row shows this directly.

None of this is take-home.

Federal income tax, state tax, FICA (7.65% on wages up to the SS cap), retirement contributions, health insurance premiums, union dues, and benefits aren’t modeled here. Take-home for any of these schedules will land 65 to 75 percent of gross depending on your bracket and deductions. For a single workweek with night / weekend / holiday differentials, use the shift differential calculator. For a travel contract with stipends, use the travel contract calculator.

State daily-overtime rules are also not modeled. California, Alaska, Nevada, and Colorado pay 1.5× after 8 hours per day and 2× after 12 in most cases; California adds seventh-consecutive-day premiums. The 4×12 and 5×12 rows here use federal weekly OT only and will understate gross in those states. Treat the federal number as a floor.

Common questions

Things readers ask first.

Why does the hourly drop on the 4×12 and 5×12 rows when I enter an annual?: Because federal FLSA overtime kicks in above 40 hours per workweek. To produce the same annual at 48 hours, the base rate has to be lower so the overtime premium on those 8 hours doesn't push the total over your target. The math: annual = 52 × (rate × 40 + rate × 1.5 × overtime hours). Solving for rate gives a smaller number when overtime hours are larger.
Why is the 0.9 FTE row 36 hours instead of something else?: Most US hospital RN positions structure 0.9 FTE as three 12-hour shifts per week, totaling 36 hours. That's the row you'll likely care about if you're a staff nurse. EMS schedules vary more (24-on/48-off Kelly schedules average ~56 hours, Berkeley schedules average 42, etc.), so we kept the table to common nurse-side anchors.
Are these numbers gross or take-home?: Gross. No federal, state, FICA, retirement, or benefit deductions are modeled. For tax-aware math, the shift-differential calculator handles a single workweek with differentials, and the travel-package calculator handles travel contracts with stipends and an effective tax rate.
Does this handle California daily overtime?: No. California's daily overtime rules (1.5× after 8 hours per day, 2× after 12) plus seventh-consecutive-day premiums aren't modeled. Same for Alaska, Nevada, and Colorado. If you work in one of those states on a regular daily-OT schedule, the 4×12 and 5×12 rows here understate gross. The federal-only number is a floor.
Why are 0.5 FTE and 0.75 FTE in the table?: Because they're real schedules, especially for second jobs, semi-retirement, and per-diem rosters. Plenty of nurses run 0.6 or 0.75 FTE permanent and pick up extras on top. The table makes the conversion instant.

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