Everhour captures work time through timers or manual entries, while timesheet totals still need clean arithmetic.
Enter your daily hours and rate to instantly calculate total hours, regular pay, and any overtime — no spreadsheet needed.
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One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
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A timesheet total answers a practical payroll question: how many hours actually worked should be paid for the selected day, week, or pay period. Start with each clock-in and clock-out pair, subtract unpaid bona fide meal periods, keep paid short breaks in the total, then add the paid spans together.
For U.S. payroll, weekly totals matter because covered, nonexempt employees must receive overtime pay for hours worked over 40 in a fixed FLSA workweek. That workweek is 168 fixed hours, seven consecutive 24-hour periods, and overtime hours cannot be averaged across multiple workweeks.
Use this order for each day: end time minus start time, then subtract unpaid break time. A 9:00 AM to 6:00 PM shift is 9 gross hours. If the employee takes a 1-hour unpaid meal period and is completely relieved of duty, the paid daily total is 8 hours.
Minute conversion causes many payroll errors. Thirty minutes equals 0.50 hours because payroll decimal time uses minutes divided by 60. A 30-minute break is 0.50 hours, not 0.30 hours. A 45-minute break is 0.75 hours, and a 15-minute short break is usually paid when the employer provides it.
Add daily paid hours inside the same fixed workweek before applying overtime. For example, an employee works paid totals of 8, 8, 8, 8, and 9 hours after unpaid meal deductions. The weekly total is 41 hours. At $27.40 per hour, regular pay covers 40 hours, or $1,096.00.
The remaining 1 hour is overtime for a covered nonexempt employee under the federal baseline. FLSA overtime is paid at not less than 1.5 times the regular rate, so the overtime rate is $41.10. Total gross pay for the week is $1,137.10 before taxes, deductions, state premiums, or policy exceptions.
Federal law does not require lunch or coffee breaks for adult employees. State law or employer policy can require breaks, so the timesheet calculation must separate arithmetic from the rule that decides whether a break exists. Short breaks usually about 5 to 20 minutes are compensable under federal law when provided by the employer.
Federal time-clock rounding can use the nearest 5 minutes, tenth, or quarter-hour only if the rounding is neutral over time and does not underpay employees for actual hours worked. Hours worked also include work the employer suffers or permits, including unscheduled work before or after a shift.
A one-off calculation is enough when you are checking one timesheet, reconstructing one missed punch, or verifying a single weekly total. Keep the source entries beside the calculation so the reviewer can see clock spans, break deductions, and any manual corrections.
A managed workflow is better when multiple employees submit time every week. Everhour Time Tracking records timer and manual entries, separates how time was entered, and supports approvals, locked periods, reminders, and timer rules before the hours feed payroll review, billing, budgets, or reports.
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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Calculate each clock span separately, subtract unpaid breaks attached to that span, then add the paid spans for the day. A morning shift of 8:00 AM to 12:00 PM and an afternoon shift of 1:00 PM to 5:00 PM totals 8 paid hours if the 12:00 PM to 1:00 PM meal period is unpaid.
Yes, short breaks provided by an employer, usually about 5 to 20 minutes, are compensable hours worked under federal law and count toward weekly overtime. A bona fide meal period is generally unpaid only when it lasts at least 30 minutes and the employee is completely relieved from duty.
Payroll decimal time uses base-10 hours, while clock time uses base-60 minutes. Divide minutes by 60 before adding them to whole hours. Thirty minutes divided by 60 equals 0.50, so 1 hour and 30 minutes equals 1.50 hours.
Use the federal weekly baseline unless a state law, contract, or employer policy adds a stricter rule. Covered, nonexempt employees must receive overtime pay for hours worked over 40 in a fixed FLSA workweek. The FLSA does not require daily overtime or weekend premiums by itself.
Rounded punches can change the total only when the rounding system is neutral over time and does not underpay employees for actual hours worked. Federal rules allow rounding to the nearest 5 minutes, tenth, or quarter-hour under that condition. Manual rounding that always favors the employer creates payroll risk.
Everhour Time Tracking captures task and project hours through live timers or manual entries, including tracking inside supported tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and Basecamp. Admins can use approvals, locked periods, reminders, and timer rules before payroll review.
Track hours at the source, approve submitted time, and lock completed periods before payroll review. Everhour gives teams cleaner timesheet totals and fewer manual corrections.
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