Everhour supports timecards for payroll review, while employee-hour math still starts with exact clock spans and break rules.
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An employee-hour total answers a practical payroll question: how many hours count as worked after clock-in times, clock-out times, and unpaid meal periods are handled correctly. For U.S. timesheets, the federal baseline also requires a weekly view because covered nonexempt employees receive overtime pay for hours worked over 40 in a fixed workweek.
The calculation matters for payroll checks, schedule reviews, billing support, and employee records. It separates gross presence from paid time. A 9-hour span with a 30-minute bona fide unpaid meal period produces 8.5 paid hours. A short employer-provided break, usually about 5 to 20 minutes, stays in paid hours under federal law.
Employee-hour math starts with each work span: clock-out time minus clock-in time. Subtract only unpaid break time that qualifies as unpaid under the applicable rule or policy. Federal law does not require lunch or coffee breaks for adult employees, but a bona fide meal period is generally unpaid only when the employee is completely relieved from duty.
Minutes must convert to decimal hours before pay math. Divide minutes by 60, then add the result to whole hours. A 7-hour 45-minute shift equals 7.75 hours, because 45 divided by 60 equals 0.75. Treat 1 hour 30 minutes as 1.5 hours, not 1.30 hours, because timesheets use base-60 time while payroll uses decimal hours.
For the federal baseline, total hours inside one fixed FLSA workweek, a regularly recurring 168-hour period made of seven consecutive 24-hour periods. Covered, nonexempt employees must receive at least 1.5 times the regular rate for hours worked over 40 in that workweek. Hours from separate workweeks cannot be averaged to avoid overtime.
For example, an employee records 47 gross hours in one fixed workweek, takes 3 hours of unpaid meal periods, and earns $27 per hour. Paid hours are 44. Regular pay covers the first 40 hours at $27, which equals $1,080. Overtime covers 4 hours at $40.50, which equals $162. Total gross pay is $1,242.
A one-off calculator is enough when you need to check one employee's day, convert minutes to decimals, or confirm a single weekly total before entering payroll. It also works for spotting a quick mistake, such as subtracting a paid short break or placing an overnight shift on the wrong date.
Teams need a managed workflow when employee hours repeat every pay period, require approval, feed client billing, or need a clean payroll handoff. Everhour timecards support daily, weekly, and monthly work-hour totals, project-versus-working-hour comparisons, Team Hours reporting, and exports for 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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Hours worked include required duty time and additional work the employer suffers or permits, including unscheduled work before or after a shift. For covered nonexempt employees, the federal overtime calculation uses hours worked over 40 in one fixed workweek, not paid leave, separate workweeks, or averaged pay-period totals.
A bona fide meal period is generally unpaid only when the employee is completely relieved from duty and the period is at least 30 minutes. An employee who answers calls, watches a desk, handles customers, or performs duties while eating is still working under the federal hours-worked rule.
Short employer-provided breaks usually last about 5 to 20 minutes and count as compensable hours worked under federal law. They stay in the employee-hour total and count toward weekly overtime. State law or employer policy can add break requirements, but the federal baseline does not require adult meal or rest breaks.
No. The FLSA workweek is a fixed and regularly recurring 168-hour period, and covered nonexempt employee overtime is calculated inside that workweek. A 35-hour week followed by a 45-hour week creates 5 federal overtime hours in the second week. The employer cannot average them into two 40-hour weeks.
The FLSA does not require extra pay for Saturdays, Sundays, holidays, or regular rest days unless weekly overtime is worked. A weekend shift paid at the regular rate stays straight time under the federal baseline until a covered nonexempt employee works more than 40 hours in the fixed workweek.
Everhour timecards give managers daily, weekly, and monthly work-hour totals for payroll review. Teams can compare project hours with working hours, review Team Hours data, and export approved timecard information for payroll or archive workflows.
Use Everhour timecards to capture work-hour totals, compare project and working time, review Team Hours, and export approved records for payroll handoff.
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