Everhour turns calendar events into timesheet entries, while easy time card math still starts with clean clock-in and clock-out totals.
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An easy time card calculation answers three practical questions: how long the shift lasted, how much unpaid time comes out, and how many paid hours remain. The cleanest inputs are start time, end time, unpaid break minutes, and hourly rate when pay is part of the check. U.S. time cards commonly use month/day/year dates and 12-hour AM/PM times, so confirm AM and PM before totaling.
The result matters for payroll review, invoice checks, manager approvals, and overtime screening. Covered, nonexempt employees in the United States must receive overtime pay for hours worked over 40 in a fixed workweek, and FLSA overtime is paid at not less than 1.5 times the regular rate. A daily total helps, but weekly grouping decides federal overtime.
A fast time card check works when you enter only the fields that change the answer. Start time and end time create the gross span. Unpaid meal time reduces the paid total only when the meal period qualifies. Short breaks provided by an employer, usually about 5 to 20 minutes, are compensable hours worked under federal law and stay in the paid total.
The common shortcut error is treating every break as unpaid. Federal law does not require lunch or coffee breaks for adult employees, but state law or employer policy can add requirements. A bona fide meal period is generally unpaid only when the employee is completely relieved from duty. An employee who performs duties while eating is still working, so that time remains paid.
Use this formula for a single shift: end time minus start time equals gross hours, then gross hours minus unpaid break hours equals paid hours. For pay, multiply paid hours by the regular rate unless weekly overtime applies. Convert minutes by dividing by 60, so 30 minutes equals 0.5 hours and 45 minutes equals 0.75 hours.
For example, an employee works from 8:00 AM to 5:30 PM, takes a 30-minute bona fide unpaid meal period, and earns $31 per hour. The gross span is 9.5 hours, paid time is 9 hours, and straight-time pay is $279. If the fixed workweek totals 44 paid hours, the first 40 hours pay $1,240, 4 overtime hours pay $186, and total gross pay is $1,426.
A calculator is enough for a single corrected punch, a quick invoice estimate, or a pay-period review before submitting a sheet. It also works when the schedule has one shift per day, one unpaid meal period, and no policy exception. Keep the calculation separate from legal judgment when state break rules, daily overtime, union terms, or contract premiums apply.
A managed workflow becomes necessary when time cards feed payroll every week. Everhour can turn Google, Outlook, and iCloud calendar events into timesheet entries within a configurable time window, excluding all-day, recurring, and pre-connection events. That helps teams reduce manual entry before review, approval, and payroll handoff, while the underlying time card rules still need the right policy settings.
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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G2
Summer 2026
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Capterra
Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
A reliable easy calculation needs the clock-in time, clock-out time, unpaid break duration, and workweek grouping when overtime is possible. Hourly rate is needed only when you want pay, not just hours. Use decimal hours for payroll math after converting minutes by dividing by 60.
Check the shift date, start time, end time, and whether the work crosses noon or midnight. U.S. time card entries commonly use 12-hour AM/PM time, so 7:00 AM to 7:00 PM is a 12-hour span, while 7:00 PM to 7:00 AM crosses midnight and needs the next date.
Federal overtime uses the fixed FLSA workweek for covered, nonexempt employees, not a standalone daily total. An FLSA workweek is 168 fixed hours, made of seven consecutive 24-hour periods. Hours cannot be averaged across multiple workweeks to avoid overtime.
No. Short breaks provided by an employer, usually about 5 to 20 minutes, are paid hours worked under federal law. A meal period is generally unpaid only when it is at least 30 minutes and the employee is completely relieved of duty. State law or employer policy can add stricter rules.
Rounded time is safe only when the rounding method is neutral over time and does not underpay employees for actual hours worked. Federal rules accept rounding to the nearest 5 minutes, tenth, or quarter-hour under that condition. A quick check should compare rounded totals against actual punches when the difference changes pay.
Everhour integrates with Google Calendar, Outlook Calendar, and iCloud Calendar, turning calendar events with defined start and end times into timesheet entries. Users choose a sync window from 15 minutes to 3 hours before or after events, while all-day, recurring, and pre-connection events do not sync.
Everhour timecards track clock-in, clock-out, breaks, and daily, weekly, or monthly work-hour totals. Weekly timecards can be submitted and approved, then team timesheet data can be downloaded in PDF, CSV, or XLSX for payroll review or archive workflows.
Use Everhour calendar integrations to reduce manual time card entry, then review submitted hours before payroll with approved timesheets and clean exports.
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