Everhour captures task and project hours, while iPhone time card math still follows the same weekly pay rules.
Enter your daily hours and rate to instantly calculate total hours, regular pay, and any overtime — no spreadsheet needed.
The calculator gives you the number — Everhour takes it from there.
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A time card total tells you how many paid hours belong in one workweek and, when pay is involved, how much regular pay and overtime pay that week produces. On an iPhone, the calculation does not change. The practical difference is input control: use AM/PM carefully, keep the schedule or punch record open in another tab, and check each daily total before you rely on the weekly result.
For U.S. payroll math, the federal baseline is the FLSA workweek. Covered nonexempt employees must receive overtime pay for hours worked over 40 in a fixed workweek, at not less than one and one-half times the employee's regular rate. State law, employer policy, or a contract can add stricter break, overtime, or premium-pay rules, so separate federal arithmetic from any local overlay.
Start with time actually worked and any paid short breaks. Federal law does not require lunch or coffee breaks for adult employees, but when an employer provides short breaks, usually about 5 to 20 minutes, federal law treats them as compensable hours worked. Those short breaks stay in the paid total and count toward weekly overtime.
Remove a bona fide meal period only when it is generally 30 minutes or longer and the employee is completely relieved from duty. A person who answers calls, covers a counter, monitors equipment, or performs duties while eating is still working. Time worked also includes required duty time and additional work the employer allows or permits, including unscheduled work before or after a shift.
Add paid daily totals inside the fixed workweek, then split the result into regular and overtime hours. For example, a covered nonexempt office assistant earns $23.20 per hour and records paid daily totals of 8, 8, 9, 10, 8, and 4 hours. The weekly total is 47 hours.
Regular pay covers 40 hours at $23.20, which equals $928.00. Overtime covers 7 hours at 1.5 times the regular rate, so the overtime rate is $34.80 and overtime pay is $243.60. Total gross pay for that workweek is $1,171.60 before taxes, deductions, reimbursements, or state-specific premiums.
A calculator is enough when you need a quick weekly total, a pay estimate, or a check against one time card. It is also enough for a freelancer who bills a client by total hours and does not need approvals, locked records, or payroll handoff. Save the inputs before leaving the iPhone screen so browser reloads do not erase the calculation.
A managed workflow matters when multiple people submit time, managers approve entries, or payroll and billing teams need the same source of record. Everhour Time Tracking captures task and project hours through timers or manual entries, works inside common project tools, and feeds timesheets, reporting, budgeting, invoicing, and payroll review with approvals, locked periods, reminders, and timer rules.
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. An iPhone changes the way you enter and review the numbers, not the payroll math. Covered nonexempt employees under the federal FLSA baseline receive overtime after 40 hours in a fixed workweek at not less than 1.5 times the regular rate. State, policy, or contract rules can still add requirements.
Use the U.S. short time pattern with clear AM or PM labels, such as 8:30 AM and 5:00 PM. The standard U.S. English short date and time pattern is month/day/year with a 12-hour AM/PM time format. A missing PM entry can turn an afternoon punch into a morning punch and distort the daily total.
Yes, when the employer provides short breaks, usually about 5 to 20 minutes, federal law treats them as paid hours worked. They count in the weekly total and can contribute to overtime for covered nonexempt employees. Unpaid meal periods follow a different test and require the employee to be completely relieved from duty.
No. An FLSA workweek is a fixed and regularly recurring period of seven consecutive 24-hour periods, and hours cannot be averaged across multiple workweeks for overtime. A 47-hour week followed by a 33-hour week still creates 7 overtime hours in the first workweek for a covered nonexempt employee.
No. The FLSA does not require extra pay for Saturdays, Sundays, holidays, or regular rest days unless weekly overtime is worked. Weekend premiums can come from state law, an employer policy, or a contract. The federal baseline focuses on hours worked over 40 in the fixed workweek for covered nonexempt employees.
Everhour Time Tracking logs task and project hours through live timers or manual entries, then feeds those hours into timesheets, reports, budgets, invoices, and payroll review. Admins can use approvals, locked periods, reminders, and timer behavior rules to keep submitted time controlled before payroll or billing use.
Track approved hours, review entries, and keep payroll or billing handoffs organized. Everhour Time Tracking turns timers and manual entries into controlled timesheets, reports, and billing records.
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