Biweekly totals need separate weekly overtime checks, and Everhour keeps approved time ready for payroll review.
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A biweekly time card totals hours across 14 calendar days, but the payroll check cannot treat those 14 days as one overtime bucket. Under the FLSA federal baseline, a workweek is 168 fixed hours, built from seven consecutive 24-hour periods. Covered nonexempt employees in the United States receive overtime after 40 hours in that fixed workweek.
The template answers three practical questions: how many payable hours fall in week 1, how many payable hours fall in week 2, and which hours receive the regular rate versus at least 1.5 times the regular rate. It also keeps unpaid meal periods separate from short paid breaks, so payroll totals do not hide the reason behind each deduction.
The common biweekly mistake is averaging 80 hours across the pay period. A covered nonexempt employee who works 43 hours in week 1 and 37 hours in week 2 has 80 total hours, but week 1 still contains 3 overtime hours. Hours cannot be averaged across multiple workweeks for FLSA overtime.
For U.S. time cards, use the regular rate only for straight-time hours and apply the overtime multiplier inside each workweek. At $24 per hour, week 1 pays 40 regular hours at $24 and 3 overtime hours at $36. Week 2 pays 37 regular hours at $24. The biweekly gross total is $1,956.00 before taxes, deductions, reimbursements, or state-specific rules.
A useful biweekly template needs one row per day, not one row per pay period. Include date, clock-in time, clock-out time, unpaid meal time, paid break notes if needed, daily paid hours, weekly subtotal, overtime hours, rate, and approval status. U.S. inputs commonly use month/day/year dates and 12-hour AM/PM times, so the template should make midnight and noon entries unambiguous.
Break handling needs its own column because federal law does not require lunch or coffee breaks for adult employees. When an employer provides short breaks, usually about 5 to 20 minutes, federal law treats them as compensable hours worked. A bona fide meal period is generally unpaid only when the employee is completely relieved from duty, and work performed while eating still counts as hours worked.
A template is enough for a one-time pay check, a small correction, or a quick review of a single biweekly period. The calculation stays manageable when the employee has clear start and end times, one unpaid meal per day, one hourly rate, and no state-specific premium-pay overlay beyond the federal baseline.
A managed workflow becomes the better choice when many people submit time, managers approve entries, or payroll needs a locked record. Everhour Timesheets collect weekly project hours and working hours, let users submit time for approval, and let admins approve, reject, partially approve, and lock submitted entries before payroll or billing review.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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FLSA overtime for covered nonexempt employees is based on a fixed workweek, not the full biweekly pay period. A 14-day template should show week 1 and week 2 separately, then combine the approved weekly totals for payroll. Averaging 86 hours across two weeks can undercount overtime if one week exceeds 40 hours.
Yes. Subtract unpaid bona fide meal periods from the day's gross span before totaling weekly hours. The meal period is generally unpaid only when the employee is completely relieved from duty. Short breaks of about 5 to 20 minutes provided by an employer are paid hours worked and count toward weekly overtime.
Federal law does not require extra pay for Saturdays, Sundays, holidays, or regular rest days unless weekly overtime is worked. A company policy, union agreement, employment contract, or state rule can require a premium. The biweekly template should separate the federal calculation from any added premium rule.
Hours worked include required duty time and additional work the employer allows or permits, including unscheduled work before or after a shift. The time card should capture actual clock spans, unpaid meal deductions, corrections, and approvals. A clean template avoids rolling off-the-clock work into notes that never reach payroll.
Federal time-clock rounding can use the nearest 5 minutes, tenth, or quarter-hour only if the practice averages out over time and does not underpay employees for actual hours worked. A template should preserve the original punch times or correction notes, then show rounded totals separately for review.
Everhour Timesheets collect weekly project hours and working hours by person, so managers can review time before payroll, billing, or reporting. Users submit time for approval, and admins can approve, reject, partially approve, or lock entries after approval.
Use a biweekly template for isolated checks. For repeat payroll cycles, Everhour Timesheets give teams submitted, approved, and locked time records before payroll or billing review.
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