Trucking time cards mix payroll hours with duty statuses. Everhour captures work time for review before payroll.
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A trucking time card answers how many hours belong in each duty status, how many hours count as paid work, and whether the workweek triggers overtime for a covered nonexempt driver. Driver records of duty status use OFF, SB, D, and ON. Daily totals across those statuses must equal 24 hours, even though only some of that time becomes paid payroll time.
Payroll treatment stays separate from FMCSA hours-of-service status. On-duty time includes waiting unless relieved, inspections, servicing, loading, unloading, attending a disabled vehicle, driving, other motor-carrier work, and compensated non-carrier work. A 30-minute non-driving interruption can satisfy the FMCSA driving rule after 8 cumulative driving hours, but federal break-pay rules decide whether that time is paid.
A property-carrying CMV driver may drive up to 11 total hours during the 14-hour driving window after 10 consecutive hours off duty. Driving is not permitted after 8 cumulative driving hours without a 30-minute interruption, except for qualifying short-haul drivers. That interruption can be off duty, sleeper berth, on-duty not driving, or a qualifying combination.
A valid time card keeps the safety statuses visible before payroll math starts. A day with 10 OFF hours, 8 D hours, 4 ON hours, and 2 SB hours totals 24 hours. Payroll may count the 8 driving hours and 4 on-duty not driving hours as worked time, while off-duty and sleeper berth periods usually stay outside paid work unless a policy or contract says otherwise.
For covered nonexempt employees in the United States, FLSA overtime applies to hours worked over 40 in a fixed workweek at not less than 1.5 times the regular rate. The workweek is 168 fixed hours, seven consecutive 24-hour periods, and hours cannot be averaged across multiple workweeks for overtime.
Assume a covered nonexempt trucking employee earns $24.80 per hour and overtime applies because no motor-carrier exemption removes it for this workweek. The paid weekly totals are 10, 9, 11, 8, 7, and 6 hours, or 51 hours. Regular pay is 40 hours at $24.80, which is $992.00. Overtime pay is 11 hours at $37.20, which is $409.20. Total gross pay is $1,401.20.
A one-off calculation works for checking one driver's weekly gross pay, confirming that status totals equal 24 hours per day, or testing whether a 30-minute interruption appears before more driving. It also works for spotting an obvious mistake, such as treating every 30-minute stop as unpaid when the driver stayed on duty.
A managed workflow matters once several drivers submit time, managers approve corrections, or payroll needs a clean record. Everhour Time Tracking lets teams enter time by timer or manually, then feed those entries into timesheets and payroll review. Admin controls such as approvals, locked periods, reminders, and timer rules keep corrections visible before totals move downstream.
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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FMCSA duty status controls driving compliance, not payroll by itself. Payroll depends on hours worked, policy, contract terms, and wage law. Driving and on-duty not driving often count as work time. Off-duty and sleeper berth periods usually do not, unless the driver is not fully relieved or another pay rule applies.
Covered nonexempt employees in the United States must receive overtime pay for hours worked over 40 in a fixed FLSA workweek at not less than 1.5 times the regular rate. Some trucking roles fall under the FLSA motor-carrier overtime exemption, so the worker category, vehicle, interstate safety duties, and small-vehicle exception matter.
No. Under the FLSA, the workweek is a fixed and regularly recurring 168-hour period made of seven consecutive 24-hour periods. Hours cannot be averaged across multiple workweeks to avoid overtime for covered nonexempt employees. A 34-hour restart can affect FMCSA 60/70-hour limits, but it does not merge payroll workweeks.
No. The FMCSA 30-minute non-driving interruption after 8 cumulative driving hours is a safety rule. Federal break-pay rules are separate. Short breaks of about 5 to 20 minutes are paid hours worked. Bona fide meal periods of about 30 minutes or more are generally unpaid only when the employee is completely relieved from duty.
Rounding can underpay drivers when every punch moves against actual work time. Federal regulations accept rounding to the nearest 5 minutes, one-tenth, or quarter hour only when it averages out over time and does not cause failure to pay for all hours actually worked. Keep raw punches available for audits and corrections.
Everhour Time Tracking captures work time through live timers or manual entries, then feeds those records into timesheets, reports, and payroll review. Admins can use approvals, locked periods, reminders, and timer behavior rules so submitted trucking hours are reviewed before payroll uses them.
Track approved driver hours, review exceptions, and lock completed periods before payroll. Everhour turns time entries into a cleaner approval trail for payroll review.
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