Everhour timecards support payroll review after you calculate daily totals, breaks, regular hours, and overtime.
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A time card calculation answers three practical questions: how many paid hours appear on the card, how many of those hours fall into regular pay, and how much pay follows from the rate rules. On Firefox, keep the source schedule or approval note open in another tab while entering times, then print or save the result for the payroll file.
For U.S. payroll, the federal baseline starts with the FLSA workweek. Covered, nonexempt employees must receive overtime pay for hours worked over 40 in a fixed workweek, and FLSA overtime is paid at not less than one and one-half times the employee's regular rate of pay. State law, employer policy, or a contract can add stricter rules.
Start with hours actually worked, not just scheduled hours. Hours worked include required duty time and additional work the employer suffers or permits, including unscheduled work before or after a shift. Short breaks provided by an employer, usually about 5 to 20 minutes, count as compensable hours worked and count toward weekly overtime.
Meal periods need a separate check. Federal law does not require lunch or coffee breaks for adult employees, but a bona fide meal period is generally unpaid only when it lasts at least 30 minutes and the employee is completely relieved from duty. An employee who answers calls, watches equipment, or performs duties while eating is still working.
Add the paid daily totals inside one fixed workweek, then split the weekly total at 40 hours for covered nonexempt employees under the federal baseline. Regular pay equals regular hours times the regular rate. Overtime pay equals overtime hours times at least 1.5 times the regular rate. Hours cannot be averaged across multiple workweeks to reduce overtime.
For example, a covered nonexempt facilities assistant earns $21.60 per hour and records paid daily totals of 8, 10, 9, 8, 11, and 6 hours. The weekly total is 52 hours. Regular pay is 40 hours times $21.60, which equals $864.00. Overtime pay is 12 hours times $32.40, which equals $388.80. Total gross pay is $1,252.80.
Firefox does not change the math, but it does affect the workflow around the entry. U.S. time cards commonly use month/day/year dates and 12-hour AM/PM times, so review AM and PM entries before calculating. One reversed marker can turn a 7.5-hour shift into an impossible overnight shift.
Rounding also needs a payroll check. Federal time-clock rounding to the nearest 5 minutes, tenth, or quarter-hour is accepted only if the practice averages out over time and does not underpay employees for actual hours worked. Use the unrounded source entries when the rounding rule is unknown, then apply the employer's neutral rounding policy consistently.
A one-off calculation is enough for a single card, a payroll spot check, or a quick estimate before submitting hours. Keep the source entries, break notes, and rate basis with the result, especially when the card includes missed meals, short breaks, unscheduled work, or entries near the 40-hour federal overtime threshold.
A managed workflow becomes necessary when multiple employees submit time every week, managers approve corrections, or payroll needs an audit trail. Everhour timecards collect daily, weekly, and monthly work-hour totals, compare project hours with working hours, support timecard approval, and export team timesheet data for payroll review.
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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No. Firefox only affects how you access and enter the calculation. For U.S. payroll under the federal baseline, covered nonexempt employees receive overtime pay for hours worked over 40 in a fixed workweek at not less than 1.5 times the regular rate. State rules, employer policies, and contracts can add stricter requirements.
Required duty time, permitted pre-shift or post-shift work, and employer-provided short breaks that usually last 5 to 20 minutes count toward hours worked under the federal baseline. Paid time not worked can affect gross timesheet totals, but it does not automatically count as FLSA hours worked unless a policy, contract, or jurisdictional rule says so.
Automatic meal deductions need review. A bona fide meal period is generally unpaid only if it lasts at least 30 minutes and the employee is completely relieved from duty. A worker who answers messages, covers the desk, drives, monitors equipment, or performs other duties during lunch is still working for that period.
Federal law does not require extra pay for Saturdays, Sundays, holidays, or regular rest days unless weekly overtime is worked. A weekend premium can still apply under state law, an employer policy, a union agreement, or an employment contract. Keep weekend hours visible so payroll can apply any non-federal premium rule correctly.
AM/PM mistakes change totals fastest because U.S. time cards commonly use a 12-hour clock. Entering 7:00 PM instead of 7:00 AM can add or remove 12 hours from a shift. Review each date, start time, end time, and break deduction before relying on the weekly total.
Everhour timecards show daily, weekly, and monthly work-hour totals for each team member, including clock-in, clock-out, breaks, and auto clock-out details. Admins can approve weekly timecards and export team timesheet data in PDF, CSV, or XLSX for payroll checks.
Use Everhour timecards to review daily and weekly work hours, approve submitted time, and export team timesheet data before payroll, with clearer payroll handoff.
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