Ranges and "up to"
A range like "$18 to $24/hr" is what the employer expects to pay across new hires, from least to most experienced. "Up to $24/hr" is the same range with the bottom removed. Treat "up to" as the top number for a top candidate on a top shift.
Some states now ban open-ended ranges. Minnesota's statute says "a salary range may not be open ended" and an employer that will not offer a range must list a fixed rate (Minn. Stat. 181.173). Illinois tells employers to avoid phrases like "$40,000 and up" with no top of the range (Illinois DOL FAQ, viewed October 21, 2026). Colorado guidance bars ranges with no top or bottom and bars one wide range for junior and senior jobs (CDLE INFO #9A, May 29, 2024). California requires a pay scale that is "a good faith estimate of the salary or hourly wage range" the employer expects to pay, and it must be in the posting itself, so a link or QR code does not count (California Labor Commissioner FAQ, dated August 24, 2026).
How to check a range: compare the bottom of the range with the 10th and 25th percentile wage for that job in your metro from the BLS. For heavy truck drivers nationally, the 10th percentile is $19.30 and the median $28.19 (BLS OEWS, May 2025). A posting that says "up to $30/hr" for a new CDL holder is advertising more than the national median, not the entry rate. The pay benchmarks list these numbers by category.
Hourly, weekly and yearly claims
Turn every claim into an hourly rate before you compare.
- $20/hr at 40 hours is $800 a week and $41,600 a year (52 weeks).
- "Earn $1,000 a week" at $20/hr needs 50 hours, so 10 of them at overtime. Ask whether those hours exist.
- "$45,000 a year" for a full-time hourly job is $21.63/hr at 2,080 hours.
Then check pay frequency. See pay frequency laws by state and jobs that pay weekly.
Overtime: what "OT available" means
Federal rule: covered, nonexempt workers must get at least 1.5 times their regular rate for hours over 40 in a workweek. A workweek is "a fixed and regularly recurring period of 168 hours"; it does not have to match the calendar week, and "averaging of hours over two or more weeks is not permitted." The law does not require overtime pay for Saturdays, Sundays or holidays as such (DOL Fact Sheet #23, revised October 2019).
"Regular rate" is more than your base rate. "Nondiscretionary bonuses are included in the regular rate of pay," including attendance and production bonuses (DOL Fact Sheet #56C, December 2019). Federal rules also require "nightshift differentials" to be included in the regular rate (29 CFR 778.207(b)). If your base is $20 and your night differential is $2 for every hour, your overtime hour is $33, not $30.
Math for a posting that says "$20/hr, overtime available": 40 hours at $20 is $800; 10 overtime hours at $30 is $300; total $1,100 a week. But "available" is not "guaranteed". Ask how many overtime hours the last three months averaged. Some states add daily overtime. California, for example, requires overtime after 8 hours in a workday and double time after 12 (California Labor Commissioner overtime FAQ, viewed October 21, 2026).
Shift differentials
A shift differential is extra pay per hour for nights, weekends or holidays. Postings write it as "+$1.50/hr nights" or "$19 days, $21 nights". Add it to the base rate before you compare two jobs, and remember it raises your overtime rate too. What overnight warehouse postings list: night shift warehouse jobs. Browse warehouse night shift jobs.
Tips and "plus tips"
Under federal law, an employer can pay a tipped worker a cash wage of $2.13 an hour and count up to $5.12 an hour in tips toward the $7.25 minimum. If tips plus cash wage fall below $7.25 in a workweek, the employer must make up the difference. A tipped employee is one who regularly gets more than $30 a month in tips (DOL Fact Sheet #15, viewed October 21, 2026). Many states set a higher cash wage or do not allow the tip credit at all. Check your state labor department before you accept "$2.13 plus tips".
Reading tip postings: "$2.13 + tips" is the federal floor. "$15 + tips" is a full wage plus tips. "Servers average $25/hr with tips" is an estimate; ask what a new server made last month. Colorado says a posting that lists an hourly wage plus tips is compliant, but folding estimated tips into the stated hourly figure is not (CDLE INFO #9A). Vermont requires tipped postings to say the job is tipped and show the base wage range without tips (Vermont AG guidance, Act 155).
Driver postings: percent of gross, per mile, per package
Driver ads use pay formulas that hide costs.
- "Earn 90% of gross." This is an owner-operator or lease deal. You get 90% of what the shipper pays for the load, and you pay the truck, fuel, insurance, maintenance and tolls. The industry-average cost to operate a truck was $2.336 per mile in 2025, up 3.4% from the year before (ATRI, Analysis of the Operational Costs of Trucking, July 15, 2026).
- Per mile. Company drivers are often paid per mile driven. Ask about unpaid time: loading, waiting, breakdowns. Compare the weekly total against the median hourly rate for heavy truck drivers, $28.19 (BLS OEWS, May 2025). See the driver jobs guide and driver jobs.
- Per package, per route, per block. Amazon Flex says "Most drivers earn $18-25 an hour" and that "actual earnings vary based on location, tips, delivery time, and other factors" (flex.amazon.com, viewed October 21, 2026). Flex drivers use their own vehicles and work under Amazon's "Independent Contractor Terms of Service" (Amazon Flex policy page, January 1, 2025). DoorDash Dashers are paid weekly by direct deposit, with a $1.99 fee for Fast Pay; Uber charges $1.25 per Instant Pay cash out (company pages, viewed October 21, 2026). See the delivery jobs guide and delivery jobs.
Pay transparency laws: where the posting must show a range
These laws require a pay range or rate in the posting itself. They apply to jobs performed in the state, and some also apply to remote jobs tied to the state. Checked October 21, 2026.
Scroll horizontally to view every column.
| Jurisdiction | In force since | Employer size | What the posting must show | Source |
|---|---|---|---|---|
| Colorado | Jan 1, 2021 | 1 or more Colorado employees | Pay or pay range, general description of benefits, application close date; no open-ended ranges | CDLE Equal Pay for Equal Work Act page; INFO #9A (May 29, 2024) |
| California | Jan 1, 2023 | 15 or more employees | Pay scale, a good faith estimate of the salary or hourly range, in the posting itself; links and QR codes not allowed; civil penalties of $100 to $10,000 per violation | California Labor Commissioner FAQ (dated Aug 24, 2026) |
| New York State | Sept 17, 2023 | 4 or more employees | Minimum and maximum annual salary or hourly pay believed accurate when posted; state if the job is commission-based; not required for temp help firms recruiting for other organizations | NY DOL Pay Transparency page and FAQ |
| New York City | Nov 1, 2022 | 4 or more employees, or 1 or more domestic workers | Minimum and maximum salary the employer in good faith is willing to pay | NYC Commission on Human Rights fact sheet |
| Washington | Jan 1, 2023; amended rules effective May 22, 2026 | 15 or more employees | Wage scale or salary range, plus a general description of all benefits and other compensation | WA L&I job posting requirements (F700-225-000); rules WSR 26-09-116 (filed Apr 21, 2026) |
| Illinois | Jan 1, 2025 | 15 or more employees | Pay scale plus a general description of benefits; no open-ended ranges like "$40,000 and up" | Illinois DOL, Equal Pay Act Salary Transparency FAQ |
| Minnesota | Jan 1, 2025 | 30 or more employees at Minnesota sites | Starting range (not open-ended) or a fixed rate, plus benefits and other compensation | Minn. Stat. 181.173 |
| New Jersey | June 1, 2025 | 10 or more employees over 20 or more calendar weeks | Hourly wage or salary, or range, plus a general description of benefits and other compensation programs | NJ DOL Pay Transparency page and handout |
| Massachusetts | Oct 29, 2025 | 25 or more employees | Pay range the employer "reasonably and in good faith expects to pay"; piece rate or commission range where used | Massachusetts AG, Pay Transparency in Massachusetts |
| Maryland | Oct 1, 2024 | Public and private employers of all sizes | Minimum and maximum pay, a general description of benefits and any other compensation; fixed rate if only one | Maryland DOL, Wage Range Transparency FAQ |
| Hawaii | Jan 1, 2024 | 50 or more employees | Hourly rate or salary range that reasonably reflects actual expected pay; internal transfers exempt | Hawaii Civil Rights Commission, Act 203 FAQ |
| Vermont | July 1, 2025 | 5 or more employees | Pay or range in written ads; tipped jobs must say so and show the base range | Vermont AG guidance (Dec 31, 2024); 21 V.S.A. 495p |
| District of Columbia | 2024 | Employers in DC | Minimum and maximum pay in all postings; healthcare benefits disclosed before the first interview; fines from $1,000 up to $20,000 for repeat violations | DC Office of the Attorney General advisory (July 23, 2025) |
| Virginia | July 1, 2026 | No size limit in the enacted bill summary | The wage, salary, or wage or salary range in each public and internal posting; civil penalty up to $1,000 for a first violation and up to $5,000 after that | SB 215, Chapter 996 (2026 Acts of Assembly), Virginia LIS |
| Maine | July 29, 2026 | 10 or more employees | A statement that lists the prospective range of pay; commission-only jobs must say so | 26 M.R.S. 622-A (Public Law 2025, chapter 771, signed April 24, 2026); Maine Legislature general effective date for 2026 nonemergency laws |
| Connecticut | Oct 1, 2026 | Not limited by size in the act summary | Wage range and a general description of benefits in public and internal job ads (HB 5003, signed May 11, 2026) | Connecticut General Assembly, Public Act 26-12 and OLR summary |
No pay shown on a posting in these places is a warning sign; you can report it to the agency in the source column. Elsewhere, ask for a range before the interview. This page is not legal advice.
Checklist: compare two offers in five minutes
- Base rate as an hourly number. Use the bottom of the range unless the recruiter confirms your rate in writing.
- Add the shift differential for the shift you will actually work.
- Overtime: how many hours a week are typical, and is it 1.5 times after 40 hours (federal) or also after 8 hours in a day (California, for example)?
- Tips: what did a new hire actually make last month, and what is the cash wage?
- Costs you pay: gas, vehicle, uniform, tools, parking, unpaid waiting time.
- Pay frequency and first paycheck date: weekly, biweekly or semimonthly (pay frequency laws by state).
- Early-pay app fees, if you would use one (earned wage access explained).
- Compare the result with the pay benchmarks and with jobs that pay $20 an hour or more without a degree. Not sure what rate to aim for? Try the pay target quiz.
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