Everhour supports approved timesheets for payroll and billing review, while Safari gives you a browser-based way to total hours.
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.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
Set a budget, assign rates, and get alerted before you're over.
Measurement
Track your budget through time or costs
Every report you need — configured your way, always up to date.
Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
A time card calculation answers three practical questions: how many paid hours the worker recorded, how many of those hours fall into regular versus overtime time, and what gross pay those hours produce. On Safari, the browser does not change the math. It only affects the workflow, such as keeping the source schedule open in another tab while you enter start times, end times, and unpaid meal periods.
For U.S. payroll checks, the federal baseline comes from the FLSA workweek. Covered, nonexempt employees must receive overtime pay for hours worked over 40 in a fixed workweek, paid at not less than one and one-half 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.
Start with hours actually worked. Required duty time counts, and additional work the employer allows or permits counts too, including unscheduled work before or after a shift. Short breaks that an employer provides, usually about 5 to 20 minutes, are compensable hours worked under federal law and count toward weekly overtime.
Unpaid meal periods need a separate check. A bona fide meal period is generally unpaid only when it lasts 30 minutes or more and the employee is completely relieved from duty. If the employee answers calls, watches equipment, serves customers, or performs other duties while eating, that time remains work time. Federal law does not require adult meal or rest breaks, but state law or employer policy can add stricter rules.
Use the weekly total after subtracting only valid unpaid meal periods. Regular hours equal up to 40 hours in the fixed workweek. Overtime hours equal total covered nonexempt hours over 40. Regular pay equals regular hours multiplied by the regular rate. Overtime pay equals overtime hours multiplied by at least 1.5 times the regular rate.
For example, a covered nonexempt medical office assistant earns $27.20 per hour and records paid daily totals of 8, 8, 10, 9, 8, and 5 hours. The weekly total is 48 hours. Regular pay is 40 hours at $27.20, which is $1,088.00. Overtime pay is 8 hours at $40.80, which is $326.40. Total gross pay is $1,414.40.
A calculator is enough for a one-time pay check, a back-of-envelope invoice review, or a quick comparison between a time card and a payroll draft. It works best when you already know which breaks are paid, which meal periods are unpaid, which workweek applies, and whether any state-specific overtime or premium-pay rule applies beyond the federal baseline.
A managed workflow becomes necessary when multiple people submit time, managers approve or reject entries, and payroll or billing needs a record of changes. Everhour Timesheets collect weekly project hours and working hours, let users submit time for approval, and let admins approve, reject, partially approve, and lock time entries before payroll or billing review.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
High Performer
G2
Summer 2026
Best Ease Of Use
Capterra
Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
Safari does not change overtime rules. For U.S. calculations, the federal baseline is still the FLSA workweek: covered nonexempt employees receive overtime after 40 hours in a fixed 168-hour workweek, at not less than one and one-half times the regular rate. State law, employer policy, or a contract can add stricter rules.
AM/PM mistakes change totals quickly because U.S. English time entries commonly use a 12-hour format. Entering 7:00 PM as 7:00 AM adds or removes 12 hours. Review each start and end time before calculating pay, especially when the shift crosses noon or midnight.
Short breaks provided by an employer, usually about 5 to 20 minutes, count as compensable hours worked under federal law. Those minutes stay in the paid time card total and count toward weekly overtime for covered nonexempt employees. Longer meal periods require a separate unpaid-meal analysis.
A meal period is generally unpaid only when it lasts 30 minutes or more and the employee is completely relieved from duty. A time card should not deduct the period automatically when the employee keeps working, answers messages, monitors equipment, or handles customers during the meal.
Covered nonexempt hours cannot be averaged across multiple FLSA workweeks for federal overtime. Each fixed 168-hour workweek stands alone. A worker with 48 hours in one week and 32 hours in the next has 8 federal overtime hours in the first week, before any stricter state rule is applied.
Everhour Timesheets collect weekly project hours and working hours by person so managers can review time before payroll or billing. Users submit time for approval, and admins can approve, reject, partially approve, and lock entries after approval.
Move repeated time card checks into Everhour Timesheets so submitted weekly hours, approvals, corrections, and locked entries support cleaner payroll and billing review.
14-day free trial · No credit card · Cancel anytime
