Everhour turns calendar events into timesheet entries, while shift-hour math still depends on clean start, end, and break inputs.
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A shift-hour calculation tells you how much paid or reviewable time sits between a clock-in and clock-out. The basic inputs are start time, end time, unpaid break time, and any paid short breaks that stay inside the shift. For U.S. timesheets, the common input format is month/day/year with 12-hour AM/PM time, so an entry like 7:00 PM needs a different reading than 7:00 AM.
The result supports payroll review, job costing, staffing checks, and weekly overtime rollups. Hours worked include required duty time and additional work the employer allows or permits, including unscheduled work before or after a scheduled shift. Covered, nonexempt employees in the United States must receive overtime pay for hours worked over 40 in a fixed FLSA workweek.
Start with the gross span: end time minus start time. Subtract only unpaid break time. Federal law does not require lunch or coffee breaks for adult employees, but short breaks provided by an employer, usually about 5 to 20 minutes, are compensable hours worked. A bona fide meal period is generally unpaid only when the employee is completely relieved from duty.
For example, a shift runs from 8:00 AM to 6:00 PM, with one unpaid 1-hour meal period and a $28 hourly rate. The gross span is 10 hours. Paid time is 9 hours after subtracting the meal period. Straight-time pay for that shift is 9 hours multiplied by $28, which equals $252 before taxes, deductions, overtime, or premiums.
A shift that crosses midnight needs a date-aware calculation. Treat 10:00 PM to 6:00 AM as an 8-hour span, because the end time belongs to the next calendar day. Manual spreadsheets often fail when they compare only clock labels and ignore the date. Add the next-day marker before subtracting meal time or converting the result to decimal hours.
Break treatment changes the total more than most entry mistakes. A 15-minute rest break provided by an employer stays paid under the federal baseline. A 30-minute meal comes out only if the employee is completely relieved of duty. State law, an employer policy, or a contract can add stricter break, overtime, or premium-pay rules, so separate the arithmetic from the rule source.
A one-off calculation is enough when you need to check one shift, correct one timesheet row, or estimate straight-time pay before final review. A durable workflow becomes necessary when multiple people submit shifts, managers approve corrections, breaks need consistent treatment, or payroll needs a clean export instead of copied totals.
Everhour can turn Google, Outlook, and iCloud calendar events into timesheet entries within a configurable 15-minute to 3-hour window. That workflow works for scheduled work blocks, but it excludes all-day, recurring, and pre-connection events. Policy decisions still belong in your setup and review process, especially paid-break treatment and state-specific requirements.
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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Use the time the employee starts and stops work, not only the scheduled shift label. Hours worked include required duty time and additional work the employer allows or permits, including unscheduled work before or after a shift. A scheduled 9:00 AM start does not erase work performed at 8:45 AM if the employer allowed or required it.
Subtract lunch only when the meal period is unpaid. Under the federal baseline, a bona fide meal period is generally unpaid only when it lasts at least 30 minutes and the employee is completely relieved from duty. Short breaks provided by an employer, usually about 5 to 20 minutes, remain compensable hours worked.
Assign the clock-out time to the next calendar day, then subtract the clock-in time. A 9:00 PM to 5:00 AM shift totals 8 hours before unpaid breaks. Date-free entries create negative or incorrect spans because the system reads both times as occurring on the same day.
One long shift does not create federal overtime by itself. The FLSA federal baseline requires overtime for covered, nonexempt employees after 40 hours worked in a fixed 168-hour workweek, paid at not less than one and one-half times the regular rate. State law can add daily overtime or premium-pay rules.
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 cause employees to be underpaid for actual hours worked. A rounding rule that always favors the employer creates a payroll risk.
Everhour connects Google, Outlook, and iCloud calendar events to timesheets by converting events with defined start and end times into entries. Users choose a sync window from 15 minutes to 3 hours, while all-day, recurring, and pre-connection events do not sync.
Use calendar-based entries as a starting point, then review breaks, approvals, and payroll handoff in Everhour so shift hours move from schedule blocks to usable timesheet records.
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