Everhour supports time tracking and planning workflows, while Android gives you a fast way to check overtime pay.
Calculate regular and overtime earnings based on your hours and rate. Supports standard time-and-a-half and double-time multipliers.
Total hours including overtime
Typically 40h/week
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
Set a budget, assign rates, and get alerted before you're over.
Measurement
Track your budget through time or costs
Every report you need — configured your way, always up to date.
Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
This calculation answers a narrow payroll question: what gross pay is due when a covered nonexempt employee works more than 40 hours in one fixed FLSA workweek. On Android, the math is the same as on desktop; the useful workflow is keeping the schedule, timesheet, or pay-rate note open in another tab while you enter the weekly figures.
The federal baseline under the FLSA uses a fixed 168-hour workweek: seven consecutive 24-hour periods that may start on any day and hour. Covered nonexempt employees must receive at least 1.5x their regular rate for hours worked over 40 in that workweek. More protective state law, a policy, or a contract can require a greater benefit.
For a single hourly rate, split the week into regular hours and overtime hours. Regular hours are capped at 40 under the FLSA federal baseline. Overtime hours are hours worked over 40. Multiply the regular rate by 1.5 to get the overtime rate, then add regular pay and overtime pay.
Example: a covered nonexempt maintenance employee works 46 hours in one fixed FLSA workweek at a $27.20 regular rate. Regular pay is 40 × $27.20 = $1,088. Overtime hours are 6. The overtime rate is $27.20 × 1.5 = $40.80, so overtime pay is 6 × $40.80 = $244.80. Total gross pay is $1,332.80.
The most common mistake is averaging two weeks together or using a pay-period total without separating each FLSA workweek. Federal overtime is calculated workweek by workweek. A 36-hour week followed by a 46-hour week still has 6 overtime hours in the second week; the 82 total hours across two weeks do not erase that result.
Weekend or holiday work does not create federal overtime by itself. The FLSA does not require premium pay merely because hours fall on Saturdays, Sundays, holidays, or regular days of rest. The federal trigger is hours over 40 in the workweek unless state law, an employer policy, a contract, or a representative agreement adds another rule.
A one-off calculator is enough when you have one employee, one rate, one completed workweek, and no disputed source data. It gives a fast gross-pay check before payroll review, a wage discussion, or a correction request. Confirm exempt status first because job titles alone do not determine whether the FLSA overtime rule applies.
A managed workflow becomes necessary when overtime is recurring, staffing plans affect future hours, or managers need an approval trail before payroll. Everhour Resource Planning gives teams visual timelines, member and project views, weekly capacity, availability gaps, scheduled time off, and planned-vs-actual comparisons so overtime pressure is visible before it becomes a payroll surprise.
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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No. Android changes the input workflow, not the payroll rule. Under the FLSA federal baseline, covered nonexempt employees must receive at least 1.5x their regular rate for hours worked over 40 in a fixed workweek. Use Android for quick entry, but keep the same workweek boundary, rate, and hour totals.
Enter hours actually worked in one fixed FLSA workweek. Do not include vacation or holiday time not worked unless an employer policy, contract, state law, or representative agreement requires that pay to be handled in a specific way. The FLSA does not require payment for time not worked, including vacations or holidays.
No. Each FLSA workweek stands alone. Hours may not be averaged over two or more workweeks to avoid overtime. If an employee works 38 hours one week and 45 hours the next, the second week has 5 overtime hours under the federal baseline for covered nonexempt employees.
Use the regular rate when extra compensation must be included. The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. When the regular rate changes, the overtime rate changes because FLSA overtime is at least 1.5x that regular rate.
Generally, no. FLSA overtime is due on the regular payday for the period worked and cannot be waived by employer-employee agreement. Compensatory time off does not satisfy overtime obligations except in special circumstances for state and local government employees.
Everhour Resource Planning shows workload on visual timelines with member and project views, weekly capacity, availability gaps, scheduled time off, and planned-vs-actual time. Managers can see where planned assignments exceed capacity before those hours become overtime for payroll review.
Everhour Resource Planning helps teams compare planned work, capacity, and time off before weekly hours stack up, giving managers a clearer path to prevent avoidable overtime.
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