Hotel shifts mix meals, short breaks, and waiting time. Everhour timecards keep payroll review totals organized.
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A hotel time card calculation answers how many compensable hours belong in a fixed workweek and how much pay those hours produce. For covered nonexempt hotel and motel employees, the federal baseline is overtime after 40 hours in a 168-hour workweek at not less than 1.5 times the regular rate. The workweek can start on any day and hour, but a hotel cannot average two or more workweeks to avoid overtime.
The calculation also separates paid and unpaid time. Short rest breaks of about 5 to 20 minutes count as paid hours worked. A bona fide meal period is generally unpaid only when it is typically at least 30 minutes and the employee is completely relieved of duty. A front-desk associate who eats while answering calls is still working for that time.
Start with paid daily totals after removing only valid unpaid meal periods. Add all compensable time in the fixed workweek, including required duty time, allowed pre-shift or post-shift work, and on-duty waiting time. For a covered nonexempt hotel employee, regular hours stop at 40. Overtime hours equal total paid hours minus 40, paid at not less than 1.5 times the regular rate.
For example, a covered nonexempt hotel night auditor earns $18.80 per hour and records paid daily totals of 8, 8, 10, 9, and 11 hours in one fixed workweek. Total paid time is 46 hours. Regular pay is 40 hours times $18.80, or $752.00. Overtime is 6 hours times $28.20, or $169.20. Total gross wages for the week equal $921.20 before taxes, deductions, tips, or service-charge adjustments.
Hotel time cards often break when the entry looks ordinary but the pay category changes. A tipped hotel employee under the FLSA customarily and regularly receives more than $30 per month in tips. If a hotel takes the federal tip credit, direct cash wages must be at least $2.13 per hour, and the maximum federal tip credit is $5.12 per hour toward the $7.25 federal minimum wage.
Dual-job and service-charge entries need separate attention. A hotel can take the tip credit only for tipped occupation hours, not for non-tipped maintenance hours performed by the same worker. Compulsory service charges are not tips under the FLSA. Amounts distributed to hotel employees from service charges are compensation and must be included in the regular rate for overtime.
A one-off calculator is enough for a single weekly check, a corrected punch, or a quick comparison between paid and unpaid meal treatment. It works when the inputs are already clean: daily paid hours, valid meal deductions, hourly rate, and any service-charge compensation that belongs in the regular rate. It does not create an approval trail or preserve why a manager changed a shift.
A managed workflow fits hotels that review rotating shifts, break deductions, tipped and non-tipped work, and payroll exports every pay period. Everhour timecards record daily, weekly, and monthly work-hour totals, support approval before payroll review, and export team timesheet data for payroll or archive workflows. That matters when the same time card must satisfy scheduling, manager review, and wage calculation.
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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Covered nonexempt hotel and motel employees in the United States must receive overtime pay for hours worked over 40 in a fixed workweek. The federal overtime rate is not less than one and one-half times the regular rate. Hotels cannot average a slow week with a busy week to erase overtime.
Short hotel rest breaks of about 5 to 20 minutes are paid hours worked under federal law and count toward weekly overtime. A bona fide meal period is generally unpaid only when it is typically at least 30 minutes and the employee is completely relieved from duty. Answering calls, covering the desk, or helping guests during lunch keeps the time compensable.
On-premises on-call time and idle time while a hotel employee is engaged to wait count as hours worked under the FLSA. Off-premises on-call time is usually not work time unless restrictions meaningfully limit the employee's freedom. A time card should label the status clearly so payroll does not treat duty time as unpaid availability.
Federal enforcement allows rounding to the nearest 5 minutes, tenth of an hour, or quarter hour only when the practice averages out over time and does not underpay employees for actual hours worked. Rounded time should not replace actual punch records during a payroll dispute or audit review.
Compulsory service charges are not tips under the FLSA. Amounts distributed to hotel employees from service charges are part of total compensation and must be included in the regular rate for overtime. A time card alone does not solve this issue unless payroll also receives the service-charge amounts tied to the workweek.
Everhour timecards show daily, weekly, and monthly work-hour totals so managers can review hotel shifts before payroll. Team Hours reporting compares working hours, project hours, time off, and capacity, while exports in PDF, CSV, and XLSX formats support payroll or archive workflows.
Track clock-in, clock-out, breaks, and approved weekly totals in Everhour timecards, then export reviewed hours for payroll with cleaner hotel shift records.
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