How Over Under Works
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How Over Under Works
In sports betting, there are just a few bets that are considered to be regular bets and the over/under is one of them. The over/under is a simple wager where the bettor decides whether the final score of a specific game will be over or under a published number. The number represents the sum total of points scored by both teams. Thus, you either bet on the over or the under.
Over/Under
The over/under is listed in the following manner with the visiting club first.
Chicago Bears
o/u 34.5
Minnesota Vikings
In this game, the over/under is listed with a decimal, which is an impossible outcome. That’s done to avoid a push, which means the total points for this game will end up either above or below the number posted. If the over/under were 34 or 35, then the teams could end up with 34 or 35 points. That would mean there would be a push, a tie, and all bets would be returned.
In our example if the point totals are under 35, the under wins, of they are over 34, the over bets win the money. It’s that simple.
Using the Spread with the Over/Under
In NFL sports betting, the over/under is not simply picked out of the air. Like the point spread, moneyline and all other bets, it’s based on a number of factors, including specific stats related to scoring offense and defense.
Prior to wagering on the over/under check out the point spread. This will tell you how close the experts believe the score will be. Compare that to the over/under number. That will give you a good example of how the scoring is expected to go.
In other words, if the point spread on the game listed above has Minnesota favored at
-10.5 that would mean that the scoring when considered against the over/under is expected to be something like:
Chicago 12
Minnesota 22
These numbers are approximate, but they give you a good idea of what 35 total points would look like if they follow the spread. If you think Chicago will score less but Minnesota will score about the same number of points, then you may want to go with the under. Likewise, if after doing your research you believe Minnesota will score another touchdown and Chicago will score about the same as you’ve figured, then you’d wager on the over.
However, what if the point spread has Chicago at -3.5? How would that look like with the same over/under?
Chicago 19
Minnesota 15
Once again, looking at that probable outcome based on coordinating the point spread with the over/under, you’d ask yourself if the point total for each team makes sense. If the totals don’t, then based on your analysis, you’d decided if more or less points would be scored by either team and also what your calculated over/under would be. Then you would bet on the published over/under.
Sports Betting is About Information
If you’re able to use all information at your fingertips, including numbers presented by the handicappers, you can objectively determine how accurate the over/under may be. Use this tool to help you make winning bets.
The season may be festive, but for small business owners and employees, holiday pay policy can be confusing. Here’s a brief refresher on what’s legal for holiday, overtime, and vacation pay.
How Over Under Shotgun Trigger Works
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If you are an employer or employee with legal questions about holiday pay, ask a lawyer.
What are federal holidays in the U.S.?
Federal holidays are holidays observed by the U.S. government. While a majority of government offices are closed on these days, small business owners and other private employers have the option of staying open. Businesses that close on federal holidays are not required to pay their employees for the day off, and those that stay open are not obligated to pay employees extra for normal work hours. In general, holidays are considered regular workdays and employees receive their normal pay for time worked. If the federal holiday falls on a weekend, it is generally observed on the closest weekday.
The U.S. government lists these days as federal holidays:
- New Year’s Day
- Birthday of Martin Luther King, Jr.
- Washington’s Birthday (also known as Presidents Day)
- Memorial Day
- Independence Day
- Labor Day
- Columbus Day (or Indigenous Peoples’ Day)
- Veterans Day
- Thanksgiving Day
- Christmas Day
What are paid holidays?
Paid holidays are not required in the United States, however some employers may decide to provide compensation to their employees as a matter of policy, as laid out in an employment contract or employee handbook. In addition to the federal holidays listed above, other paid holidays might also include:
How Over Under Works In Football
- Good Friday
- Easter
- The Friday after Thanksgiving
- Christmas Eve
- The day after Christmas (also known as Boxing Day)
- New Year’s Eve
- Other commemorative holidays like César Chávez Day
Ultimately, paid holidays are up to each employer to define. If you have questions about documenting your holiday policy, ask a lawyer.
Do I have to allow time off for religious holidays?
If multiple employees request time off in observance of a religious holiday, an employer must accommodate such requests in a consistent and nondiscriminatory fashion. As stated by the Equal Employment Opportunity Commision (EEOC), an employer is not required to accommodate all requests if the requests will bring hardships to the company.
What is holiday pay?
Under federal law, a holiday doesn’t have a special designation for overtime pay, nor is working on a holiday considered overtime. Federal law views holidays as just another business day. That said, both federal and state law requires most employers, but not all, to pay overtime to employees whose hours meet the criteria. This is important if you hold special extended hours during the holiday season, or if you rely on employees to cover additional shifts.
How much is holiday pay?
If your employees are entitled to overtime, calculating pay can be a bit tricky. The important thing to know is that under federal law, overtime is calculated weekly. This means if your employee works over 40 hours during the week of typical paid holidays like Thanksgiving, Christmas, or New Year’s Day, they are entitled to “time and a half” for the hours worked over 40 hours.
In California and a few other states, there’s also a daily overtime standard. If your employee works over eight hours on any given day, they are entitled to “time and a half” for every hour worked over eight hours. Let’s say you are a California business and your employee worked 10 hours on Christmas Day. State law requires you pay your employee overtime for 2 hours.
As an incentive, some employers may opt to offer double-time to employees working on holidays, meaning that their regular rate is multiplied by 2. While there is no federal requirement around double-time, there are double-time rules in California, which come into play if an employee works more than 12 hours in any workday or if an employee works more than seven consecutive workdays.
For more information about overtime requirements, visit the US Department of Labor website or ask a lawyer.
What is time and a half?
Time and a half pay is 50 percent more than an employee’s regular pay rate. This means for every hour of overtime an employee works, you must give them their regular pay plus half of that.
What is double-time?
Double-time pay is twice the employee’s regular rate. This means for every hour of overtime, you pay two times what the employee normally earns.
How do I calculate time and a half?
To calculate an employee’s overtime pay for time and a half, multiply their regular rate by 1.5.
Here is a sample overtime pay calculation. In this example, the employee earns $20 per hour and has worked 4 hours of overtime for the week.
Note that the sample calculations above are pre-tax and are examples only. Please ask a lawyer or your payroll administrator for details specific to your situation.
What about vacation pay during a holiday?
Under the Fair Labor Standards Act (FLSA), you are not obligated to pay employees for time not worked–This includes vacation days in addition to holidays. Therefore, if your employee takes a vacation day on Christmas or New Year’s Day, there is no law requiring you to pay them for the time off.
If your employee is entitled to vacation pay, it will be based on an agreement between you and the employee. Sometimes, prior to hiring, an employee will negotiate for a certain number of paid vacation days. While individual agreements should be recorded in an employment contract, the best place to document your company’s rules is your employee handbook or in a separate vacation policy.
If you have additional questions regarding holiday pay, you can ask a lawyer, or check out more resources for employers and employees.