Florida Contractor Practice Exam 2025 – All-in-One Resource to Ace Your Licensing Test!

The correct answer is that a bonus which is part of an employment agreement must be included in the regular rate of pay when calculating overtime under the Fair Labor Standards Act (FLSA). This is because bonuses outlined in an employment contract are considered guaranteed forms of compensation that an employee earns as part of their wages for providing services to their employer. Such bonuses form a predictable and integral part of the employee's pay structure, thus requiring them to be factored into the regular rate to ensure that employees receive fair overtime compensation.

Discretionary bonuses are not required to be included in the regular rate; these are granted at the discretion of the employer and do not constitute a predictable part of pay. Similarly, a Christmas bonus given regularly may not always be a guaranteed part of wages unless mandated by an agreement. Gift bonuses typically do not count as wages and are generally gifts that do not factor into regular pay computations for overtime. Thus, bonuses linked to specific employment agreements are treated differently, highlighting their essential nature in wage determinations for overtime calculations.