Delivery routes mix driving, waiting, loading, and breaks. Everhour turns scheduled work blocks into reviewable time entries.
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A delivery driver time card answers three practical questions: total paid hours, overtime hours, and which time belongs in driving, on-duty not-driving, off-duty, or break categories. Payroll uses paid work time. FMCSA hours-of-service checks use driving time, on-duty time, qualifying off-duty periods, and rolling 60-hour or 70-hour limits for covered property-carrying commercial motor vehicle drivers.
Federal payroll rules start with a fixed 168-hour workweek. Unless an exemption applies, FLSA-covered employees receive overtime pay for hours worked over 40 in that workweek at not less than 1.5 times the regular rate. Delivery drivers can fall under the motor carrier overtime exemption, but the small-vehicle exception keeps FLSA overtime in a workweek when covered duties involve vehicles weighing 10,000 pounds or less, with listed exceptions.
Add all compensable time first: route driving, loading, unloading, fueling, inspections, shipment paperwork, required waiting, and work the employer suffered or permitted before or after the scheduled route. Short breaks of about 5 to 20 minutes stay paid. A meal period of about 30 minutes or more comes out only when the driver is completely relieved from duty.
For example, a covered nonexempt delivery driver records paid daily totals of 6, 10, 10, 9, and 8 hours in one fixed workweek and earns $24.40 per hour. Total paid time is 43 hours. Regular pay covers 40 hours, or $976.00. Overtime covers 3 hours at $36.60, or $109.80. Total gross pay before taxes, deductions, state rules, or policy exceptions is $1,085.80.
A delivery route can pass payroll math and still fail a commercial motor vehicle hours-of-service check. For property-carrying CMV drivers, the 14-hour driving window starts after 10 consecutive hours off duty, and driving is limited to 11 total hours inside that window. A 30-consecutive-minute interruption is required after 8 cumulative driving hours, and it does not extend the 14-hour window.
The common mistake is treating the time card as one undifferentiated total. On-duty not-driving time includes waiting to be dispatched unless relieved, inspections, fueling, loading, unloading, paperwork, breakdown duties, motor-carrier work, and other paid work. Short-haul CMV drivers can avoid standard RODS or ELD requirements only when the 150-air-mile, 14-hour return, and 6-month true-time-record conditions are met.
A one-off calculation is enough when you only need to check one route week, confirm whether a bona fide meal was unpaid, or compare 43 paid hours against the federal 40-hour overtime baseline for a covered nonexempt driver. Keep the exemption question separate from the arithmetic when vehicle weight, interstate commerce, or small-vehicle duties affect the result.
A managed workflow becomes necessary when dispatch schedules, calendar blocks, clock punches, break records, and approvals need a durable trail. Everhour's calendar integration can turn Google, Outlook, and iCloud events into timesheet entries within a 15-minute to 3-hour window, excluding all-day, recurring, and pre-connection events, so scheduled route blocks can move into review before payroll.
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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Paid work time includes required route duty and work the employer suffered or permitted, such as loading, unloading, inspections, fueling, shipment paperwork, required waiting, and post-route tasks. Short breaks of about 5 to 20 minutes count as paid hours. A meal period is unpaid only when it lasts about 30 minutes or more and the driver is completely relieved of duty.
Covered nonexempt employees receive overtime after 40 hours in a fixed 168-hour workweek at not less than 1.5 times the regular rate. Delivery drivers can be exempt under the motor carrier exemption when safety-affecting duties involve motor vehicles in interstate or foreign commerce. The small-vehicle exception can restore FLSA overtime in weeks involving vehicles weighing 10,000 pounds or less, subject to listed exceptions.
Federal FLSA overtime cannot be averaged across multiple workweeks. A 34-hour week followed by a 46-hour week still leaves 6 overtime hours in the second fixed 168-hour workweek for a covered nonexempt employee, unless an exemption applies. Payroll should calculate each workweek separately before applying any state-specific rule or employer policy.
The FMCSA 30-consecutive-minute interruption after 8 cumulative driving hours is separate from payroll pay treatment. The break can be on-duty not driving, off duty, sleeper berth, or a qualifying combination. Payroll treats short breaks as paid and treats a meal period as unpaid only when it is bona fide and the driver is completely relieved from duty.
Federal rounding is accepted only to the nearest 5 minutes, one-tenth of an hour, or quarter-hour when it averages out over time and does not underpay employees for actual hours worked. Rounding becomes risky when it consistently removes pre-route inspections, required waiting, or post-route paperwork from paid time.
Everhour's calendar integration turns Google, Outlook, and iCloud events with defined start and end times into timesheet entries. Users choose a 15-minute to 3-hour sync window before or after events, while all-day, recurring, and pre-connection events do not sync.
Everhour timecards track clock-in, clock-out, breaks, and auto clock-out behavior, then show daily, weekly, and monthly work-hour totals. Weekly timecards can be submitted and approved, and team timesheet data can be exported as PDF, CSV, or XLSX for payroll review.
Connect route events to Everhour calendar-based time entries, review breaks and weekly totals, then approve the time card before payroll for cleaner payroll review.
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