Everhour records work time through timers or manual entries, while this page explains the arithmetic behind weekly totals.
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A time total answers how many paid hours belong in a day, week, or pay period after you subtract unpaid time and keep paid time in. For U.S. payroll checks, the key weekly line is the FLSA workweek: a fixed 168-hour period made of seven consecutive 24-hour periods. Covered nonexempt employees must receive overtime pay for hours worked over 40 in that workweek.
The same arithmetic also helps freelancers and project teams separate tracked time from billable time. A timer can show 8 hours at work, but the payable or billable result changes if 30 minutes was a bona fide unpaid meal period, if a short break stayed paid, or if an unscheduled task was suffered or permitted work.
Start with each clock span. Subtract only unpaid breaks, then convert the result to decimal hours. A 9:00 AM to 5:30 PM shift spans 8.5 hours. If the worker takes a 30-minute bona fide meal period and is completely relieved from duty, paid time is 8.0 hours. If the worker answers calls while eating, that meal period remains working time under the federal hours-worked test.
Short breaks need separate handling. When an employer provides short breaks, usually about 5 to 20 minutes, federal law treats them as compensable hours worked that count toward weekly overtime. A time tracker total should keep those paid breaks inside the daily total, while state law or employer policy can add stricter break requirements than the federal baseline.
Add paid daily totals inside one fixed workweek before calculating overtime. Suppose a covered nonexempt customer support assistant earns $26.40 per hour and records paid daily totals of 8, 9, 10, 7, 9, and 4 hours. The week totals 47 hours. Regular pay is 40 hours at $26.40, which is $1,056.00. Overtime is 7 hours at $39.60, which is $277.20. Total gross pay is $1,333.20.
Do not average hours across multiple workweeks for FLSA overtime. A 47-hour week followed by a 33-hour week still has 7 overtime hours in the first week for a covered nonexempt employee. Federal law also does not require extra pay for Saturdays, Sundays, holidays, or regular rest days unless weekly overtime is worked, though state law, policy, or contract terms can require more.
A one-off calculation is enough when you need to check a single shift, convert minutes to decimals, or estimate weekly pay before payroll closes. It works when the inputs are already clean: clear start and end times, known unpaid breaks, one workweek, and no dispute over whether time was worked, paid, billable, or excluded.
A managed workflow becomes necessary when people clock in daily, edit entries, submit timesheets, or need approvals before payroll or billing. Everhour Time Tracking captures task and project hours through timers or manual entries, supports approvals and locked periods, and feeds timesheets, reports, budgets, invoices, and payroll review from the same tracked time.
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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Use the U.S. short time pattern with a 12-hour AM/PM format when the timesheet uses standard U.S. entries. A 9:00 AM start and 5:00 PM end spans 8 hours before breaks. Midnight and noon need careful entry: 12:00 AM starts a new day, while 12:00 PM is noon.
Payroll math uses decimal hours, while clock time uses 60-minute hours. Convert minutes by dividing by 60. Thirty minutes divided by 60 equals 0.5, so 1 hour 30 minutes equals 1.5 hours. Treating 1 hour 30 minutes as 1.30 hours understates the time by 12 minutes.
Short employer-provided breaks, usually about 5 to 20 minutes, stay inside compensable hours worked under federal law. A bona fide meal period is generally unpaid only when it lasts at least 30 minutes and the employee is completely relieved from duty. State law or employer policy can require stricter treatment.
Federal time-clock rounding can use the nearest 5 minutes, tenth, or quarter-hour only if the rounding averages out over time and does not underpay employees for actual hours worked. The common mistake is assuming every 7-minute difference rounds down. A neutral quarter-hour method rounds both directions according to the rule.
Tracked project time and payroll time match only when every paid hour is assigned to a project and every nonworking entry is excluded correctly. Payroll hours can include paid short breaks, training, or allowed unscheduled work. Project reports can exclude nonbillable internal time. Keep the purpose clear before using one total for another.
Everhour Time Tracking lets users start a timer or add manual time against tasks and projects, including inside supported tools such as Asana, ClickUp, Jira, GitHub, Monday, Notion, and Trello. Those entries feed timesheets, reports, budgets, invoices, and payroll review, with admin controls for approvals, locked periods, reminders, and timer rules.
Use Everhour Time Tracking for daily timers, manual entries, approvals, and locked periods, then carry approved time into timesheets, reports, budgets, invoices, and payroll review.
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