Estimate what a FedEx Ground ISP driver grosses and actually takes home in a week — from per-stop, daily, or hourly pay, with FLSA overtime and 2026 withholding worked in. Free, no signup.
Total clocked hours, including any over 40.
6th-day, safety, peak or volume bonuses. Non-discretionary bonuses raise the overtime rate.
Weekly health premiums, 401(k), HSA.
Leave at 0 for no-income-tax states.
Gross pay
$1,165.80
before taxes
Take-home
$978.64
16.1% withheld
Estimate only. Uses 2026 federal brackets and the standard deduction, annualized from this week's pay. Real withholding depends on the driver's Form W-4, year-to-date wages, and state rules, so a live pay stub will differ. Not tax advice.
FleetWage calculates the regular rate, half-time overtime premium, and bonus allocation for every driver automatically — then files it as an audit-ready record.
FedEx pays the contractor. The contractor decides how to pay drivers — and that choice determines both take-home pay and how much overtime exposure the business carries.
Stops × rate per stop
The most common structure on FedEx Ground ISP routes. Drivers earn a fixed amount for each delivery stop, often tiered so the rate climbs past a threshold. Pay tracks productivity, but it also means the effective hourly rate changes every single week — which is what makes overtime tricky.
Days worked × daily rate
A flat amount per day on the road regardless of stop count. Simple to budget and popular for Line Haul and dedicated routes, but it exposes the contractor on heavy days: a driver on a $185 daily rate who runs 11 hours is earning far less per hour than the same driver on a light day.
Hours × hourly rate
Standard hourly wages with time-and-a-half above 40 hours. Least common for delivery drivers but frequently used for helpers, jumpers, swampers, and shop staff. It is the easiest structure to keep compliant because the regular rate never moves.
Greater of per-stop or daily guarantee
Drivers earn per-stop pay but never less than a guaranteed daily minimum. This is the structure most ISPs land on because it protects drivers on light days without capping them on heavy ones — and it is the structure that most often gets overtime wrong.
Take a driver paid $1.75 per stop who runs 620 stops across 5 days and 47 clocked hours, with no bonus that week. Here is every step the calculator runs.
620 stops × $1.75 = $1,085.00
This covers every hour the driver worked, not just the first 40.
$1,085.00 ÷ 47 hours = $23.085/hr
The FLSA regular rate. It is derived, not negotiated, and it changes weekly.
47 − 40 = 7 hours
Every hour above 40 in the workweek, regardless of how many days it took.
7 × $23.085 × 0.5 = $80.80
Half-time, not time-and-a-half — the straight-time pay already covered those 7 hours once.
$1,085.00 + $80.80 = $1,165.80
What goes on the pay stub before any withholding.
$1,165.80 + 7.65% FICA = $1,254.98
Before workers' comp, FUTA/SUTA, and benefits. The driver's gross is not your cost.
Paying per-stop drivers a flat weekly amount with no overtime line at all. It looks fine until a Department of Labor audit or a single driver complaint, at which point you owe the unpaid premium for every week going back two years — three if the violation is judged willful — plus an equal amount in liquidated damages. Seven hours of missed overtime at $23.085 is $80.80 a week, which is $8,403 per driver across two years before damages.
FleetWage recomputes every driver's regular rate and half-time premium each week, allocates non-discretionary bonuses correctly, and keeps an audit-ready record of how it got there.
Work out the FLSA regular rate and half-time premium for piece-rate and daily-rate drivers.
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Model a complete week across every rate type — thresholds, 6th-day bonuses, ILS incentives, and penalties.
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Per-stop pay, bonuses, fuel deductions, overtime, and multi-CSA payroll from end to end.
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When the FedEx settlement week starts and ends, and how contractor pay dates line up with driver paydays.
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Why classifying delivery drivers as contractors is the fastest way to lose a Department of Labor audit.
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How the 6th-day bonus works, and why it raises the overtime premium you owe that week.
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