See 8 Cal. Code Reg. §§ 11010–11020, 11060–11090,
11130, 2(G) (Cal. Wage Order Nos. 1-2001–2-2001, 6-2001–9-2001, 13-2001); 11030, 11100–11120, 11150, 2(H) (Cal. Wage Order Nos. 3-2001, 10-2001–12-2001, 15-2001); 11160, 2(J) (Cal. Wage Order No. 16-2001); 11040–11050, 2(K) (Cal. Wage Order Nos. 4-2001–5-2001).
 According to the DLSE Manual, flat sums must be divided by straight time hours only and multiplied by 1.5 or 2.0 to determine appropriate overtime and double time premiums. [2002 Update of 1998 DLSE Enforcement Policies and Interpretation Manual (Revised) § 188.8.131.52.] By contrast, the DLSE Manual explains that bonuses that can increase based on an employee’s additional effort or productivity are
not entitled to special protection. They may be divided by all hours worked and multiplied by .5 or 1.0 to determine appropriate overtime and double time premiums. [2002 Update of 1998 DLSE Enforcement Policies and Interpretation Manual (Revised) § 49.2.4.]
 The California Supreme Court addressed flat sum payments in Alvarado v. Dart Container Corp. [(2018) 4 Cal. 5th 542, 229 Cal. Rptr. 3d 347]. The employer, Dart Container, paid a flat amount of $15.00 per day of weekend work to non-exempt employees. The plaintiff argued that the DLSE’s flat sum formula applied to these attendance bonuses, because they were fixed amounts that could not be increased, no matter how many hours an employee worked. Dart Container contended that it lawfully calculated overtime using the FLSA formula. The California Supreme Court unanimously held that California law requires employers to use the DLSE formula when calculating overtime on flat-sum bonuses.
 Generally, the same formula is applied under California law where the bonus is based on a percentage of production or some formula other than a flat amount. The regular rate of pay for a non-excludable bonus, prize, or award is computed by dividing the amount of the payment by the total number of hours worked. The employee must then receive overtime compensation on the payment, which is equal to (1) one-half times the regular rate for each overtime hour worked during which the employee is ordinarily entitled to 1½ times the regular rate of pay, plus (2) the full amount of the regular rate for each overtime hour worked during which the employee is entitled to double the regular rate of pay. [The 2002 Update Of The DLSE Enforcement Policies and Interpretations Manual (Revised) § 49.2.4.]
 CA Labor Code § 204
(a) All wages, other than those mentioned in Section 201, 201.3, 202, 204.1, or 204.2, earned by any person in any employment are due and payable twice during each calendar month, on days designated in advance by the employer as the regular paydays. Labor performed between the 1st and 15th days, inclusive, of any calendar month shall be paid for between the 16th and the 26th day of the month during which the labor was performed, and labor performed between the 16th and the last day, inclusive, of any calendar month, shall be paid for between the 1st and 10th day of the following month. However, salaries of executive, administrative, and professional employees of employers covered by the Fair Labor Standards Act, as set forth pursuant to Section 13(a)(1) of the Fair Labor Standards Act, as amended through March 1, 1969, in Part 541 of Title 29 of the Code of Federal Regulations, as that part now reads or may be amended to read at any time hereafter, may be paid once a month on or before the 26th day of the month during which the labor was performed if the entire month’s salaries, including the unearned portion between the date of payment and the last day of the month, are paid at that time.
(b) (1) Notwithstanding any other provision of this section, all wages earned for labor in excess of the normal work period shall be paid no later than the payday for the next regular payroll period.
(2) An employer is in compliance with the requirements of subdivision (a) of Section 226 relating to total hours worked by the employee, if hours worked in excess of the normal work period during the current pay period are itemized as corrections on the paystub for the next regular pay period. Any corrections set out in a subsequently issued paystub shall state the inclusive dates of the pay period for which the employer is correcting its initial report of hours worked.
(c) However, when employees are covered by a collective bargaining agreement that provides different pay arrangements, those arrangements shall apply to the covered employees.
(d) The requirements of this section shall be deemed satisfied by the payment of wages for weekly, biweekly, or semimonthly payroll if the wages are paid not more than seven calendar days following the close of the payroll period.
Labor Code Section 1194