Everhour supports approved timesheets, while iPhone overtime checks still need the correct federal baseline inputs.
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
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This calculation answers one practical question: how much overtime pay is due for a covered nonexempt employee after one fixed FLSA workweek is complete. On iPhone, the math is the same as on desktop; the useful workflow is keeping the employee's time record open in one tab while entering hours and pay rate in another.
For the United States federal baseline, covered nonexempt employees must receive overtime pay for hours worked in excess of 40 in a workweek. The FLSA workweek is a fixed 168-hour period made of seven consecutive 24-hour periods. Each workweek stands alone, so averaging 38 hours one week and 46 hours the next does not remove overtime from the second week.
Start with total hours worked in the fixed workweek, then separate the first 40 hours from hours over 40. The overtime rate is at least 1.5 times the employee's regular rate of pay. If the employee has includable bonuses, commissions, or multiple rates, calculate the regular rate first by dividing total compensation for the workweek, excluding statutory exclusions, by total hours actually worked.
Example: a covered nonexempt service dispatcher works 46 hours in one fixed FLSA workweek at a $27.20 regular rate. Regular pay is 40 hours × $27.20 = $1,088.00. Overtime hours are 6. The overtime rate is $27.20 × 1.5 = $40.80. Overtime pay is 6 × $40.80 = $244.80, so gross pay for the week is $1,332.80.
The iPhone angle is workflow, not a separate overtime rule. Use Safari or another modern mobile browser to enter whole weekly hours, the regular rate, and any rate details from the payroll record. Mobile autofill can save repeated employee names or dates, but it should not replace checking the fixed workweek and the employee's covered nonexempt status.
A common mobile mistake is copying a calendar-week total when the employer's FLSA workweek starts on a different day or hour. Another mistake is treating Saturday, Sunday, or holiday work as overtime by itself. The FLSA does not require overtime pay merely because work occurs on weekends, holidays, or rest days; the federal trigger is hours over 40 in the workweek unless another law, policy, contract, or agreement applies.
A one-off calculation is enough when you have one employee, one fixed workweek, one regular rate, and no state rule or policy exception to check. It is also enough for a quick payroll review when the source hours are already approved and the result only needs to confirm the federal baseline.
A managed workflow is the better fit when hours move from employee entry to manager approval, payroll review, billing, or an audit file. Everhour Timesheets collect weekly project hours and working hours, let users submit time for approval, and let admins approve, reject, partially approve, and lock submitted time before payroll or billing uses it.
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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For the United States federal baseline, the FLSA requires covered nonexempt employees to receive at least 1.5 times their regular rate for hours worked over 40 in one fixed workweek. More protective state wage laws, contracts, or employer policies can require a greater benefit, so check those before treating the federal result as final.
Yes, the screen size can make review errors easier if you enter the wrong week, skip a digit, or miss a rate field. The calculation itself does not change. Verify the fixed workweek dates, total hours actually worked, regular rate, and covered nonexempt classification before using the result for payroll.
Under the FLSA federal baseline, Saturdays, Sundays, holidays, and regular rest days do not create overtime premium pay by themselves. Those hours count toward total hours worked in the workweek. Overtime is due when a covered nonexempt employee works more than 40 hours in that fixed workweek, unless another law or agreement gives greater rights.
No. Under the FLSA, each workweek stands alone for overtime calculations. Hours may not be averaged across two or more workweeks to avoid overtime. If a covered nonexempt employee works 34 hours in one fixed workweek and 46 hours in the next, the second workweek still has 6 overtime hours.
Confirm that the worker is a covered nonexempt employee. Job titles alone do not determine exempt status. The standard executive, administrative, and professional exemptions require job-duties tests and salary-basis pay of at least $684 per week, while specific rules also apply to computer employees and outside-sales employees.
Everhour Timesheets collect weekly project hours and working hours so managers can review time before payroll or billing. Users submit time for approval, and admins can approve, reject, partially approve, or lock submitted entries so later calculations use reviewed records.
Move beyond one-off mobile checks when overtime needs approval before payroll or billing. Everhour Timesheets keep submitted and approved hours controlled, reviewed, and ready for payroll handoff.
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