Temp workers can cross overtime through one or several assignments. Everhour keeps approved time and leave records organized for review.
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A time card calculation for temp agencies answers four practical questions: how many compensable hours the worker recorded each day, how many total hours fall inside the fixed workweek, whether covered nonexempt overtime applies after 40 hours, and which records support payroll review. The agency also needs assignment context because one worker can move between clients, sites, departments, and rates during the same pay period.
For U.S. temp agencies, the federal baseline uses the FLSA workweek, a fixed 168-hour period made of seven consecutive 24-hour periods. Covered nonexempt employees receive overtime pay for hours worked over 40 in that workweek at not less than 1.5 times the regular rate. Hours from two separate workweeks cannot be averaged to avoid overtime.
Start with paid daily totals, after subtracting only unpaid meal periods that qualify. A bona fide meal period is generally unpaid only when the employee is completely relieved from duty, and short breaks of about 5 to 20 minutes count as paid hours worked. Include required work, allowed extra work before or after the shift, and between-jobsite travel that is part of the employee's principal activity.
For example, a covered nonexempt warehouse temp earns $23.60 per hour and records paid daily totals of 9, 8, 10, 8, 9, and 7 hours. The week totals 49 hours, so 40 hours are paid at $23.60 and 9 overtime hours are paid at $35.40. Regular pay is $944.00, overtime pay is $318.60, and the weekly gross pay is $1,262.60.
Temp agency time cards often fail at the handoff between assignments. A worker can finish a morning shift at one client, travel to another jobsite during the workday, and then stay late because the client supervisor allowed extra work. Those hours still belong in the same fixed workweek when the agency knows or has reason to know the work occurred.
Rate changes add a second check. When an employee works in the same workweek at two or more straight-time rates, the regular rate for overtime is the weighted average of earnings from all rates divided by total hours worked at all jobs. A time card that stores only one default rate can underpay overtime when the worker splits time across assignments.
A one-off calculator is enough when you have a complete weekly time card, one rate, clear paid break treatment, and no disputed assignment time. It gives a fast payroll check before entry into a payroll system. Keep the source punches because covered employers must keep records of daily hours, weekly hours, pay basis, rates, straight-time earnings, overtime earnings, and pay-period details.
A managed workflow matters when temp workers submit time across clients, take partial-day leave, or need corrections before payroll closes. Everhour Time Off tracks vacations, sick leave, and custom leave types with partial-day durations, balances, and request approvals, and the time-off data can flow into timesheets so payroll reviewers separate worked hours from leave hours.
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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Yes, hours worked by the same covered nonexempt employee in the same fixed FLSA workweek combine for federal overtime, even when the assignments are at different client firms. The workweek is a 168-hour period, and hours cannot be averaged across two or more workweeks.
No. A meal period is generally unpaid only when it lasts long enough to qualify as a bona fide meal period and the employee is completely relieved from duty. Eating while answering calls, monitoring a line, helping customers, or performing any duty remains compensable work time.
The regular rate for overtime uses a weighted average when the employee works at two or more straight-time rates in the same workweek. Add earnings from all rates, divide by total hours worked at all jobs, then apply the overtime premium for hours over 40.
Yes, travel from one job site to another during the workday counts as hours worked when it is part of the employee's principal activity. Ordinary home-to-work commuting is a different category, so the time card should identify between-jobsite travel separately.
Federal rounding can use the nearest 5 minutes, one-tenth of an hour, or quarter-hour only if the practice is neutral over time and does not undercompensate employees for actual hours worked. Rounding that consistently trims time from temp workers creates payroll risk.
Everhour Time Off tracks vacations, sick leave, and custom leave types with partial-day durations, accrual and carryover, employee balances, and request approvals. Time-off data can flow into timesheets, which helps payroll reviewers separate worked hours from approved leave.
Everhour Timesheets collect weekly project hours and working hours by person, then let managers approve, reject, or partially approve submitted time. Approved and submitted time is protected from regular member edits, giving payroll reviewers a clearer approval trail.
Track approved hours and leave before payroll closes. Everhour Time Off feeds leave context into timesheets, helping temp agencies separate worked time from approved absence.
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