Everhour embeds time tracking in work tools, while accurate timesheet math keeps payroll and billing totals grounded.
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A timesheet calculation answers one practical question: how many paid hours belong in the period after clock-ins, clock-outs, unpaid meals, paid breaks, and manual corrections are handled. For U.S. payroll, that total also determines whether covered, nonexempt employees cross the federal overtime threshold after 40 hours in a fixed FLSA workweek.
The calculation matters before payroll, client billing, overtime review, and schedule checks. It separates time actually worked from paid time not worked, and it keeps short paid breaks inside the total while removing bona fide unpaid meal periods only when the employee is completely relieved from duty. State law or employer policy can add stricter rules.
Start with each shift's gross span, then subtract unpaid meal periods that meet the relieved-of-duty test. Keep short breaks, usually about 5 to 20 minutes, in paid hours when the employer provides them because federal law treats those breaks as compensable hours worked. Convert minutes to decimal hours by dividing minutes by 60.
For example, a covered nonexempt warehouse assistant earns $26 per hour and records paid daily totals of 8, 9, 8, 10, 7, and 6 hours. The weekly total is 48 hours. Regular pay is 40 hours at $26, or $1,040. Overtime pay is 8 hours at $39, which is $312. Total gross pay is $1,352 before deductions or state-specific premiums.
An FLSA workweek is a fixed, regularly recurring 168-hour period made of seven consecutive 24-hour periods. The workweek can start on any day and hour, but covered nonexempt overtime is calculated inside that workweek. Hours from two different workweeks cannot be averaged together to reduce overtime.
A common mistake is treating a biweekly timesheet as one 80-hour bucket. A covered nonexempt employee with 46 hours in week one and 34 hours in week two has 6 federal overtime hours in week one, even though the two-week total is exactly 80. The weekly split controls the federal baseline calculation.
A one-off calculation is enough when you need to check a single weekly total, convert minutes to decimals, or estimate gross pay from a finished timesheet. The calculator gives the number, but it does not decide whether a state break rule applies, whether a meal period was duty-free, or whether a policy requires extra review.
A managed workflow is the better fit when people clock in daily, submit weekly time, need manager approval, or hand totals to payroll and billing. Everhour embeds tracking controls inside supported project tools, syncs project and task metadata, and keeps timesheets available inside work tools so approved hours move forward with less re-entry.
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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Short breaks provided by an employer, usually about 5 to 20 minutes, count as compensable hours worked under federal law. Include them in the paid daily total and in the weekly overtime count for covered nonexempt employees. Bona fide meal periods are different because they are generally unpaid only when the employee is completely relieved from duty.
No. The FLSA workweek is a fixed 168-hour period, and covered nonexempt overtime is calculated separately for each workweek. An employee with 45 hours in one week and 35 hours in the next still has 5 federal overtime hours in the first week, even though the two-week total equals 80 hours.
No. The FLSA federal baseline does not require daily overtime, weekend premiums, or holiday premiums unless weekly overtime is worked. Covered nonexempt employees receive federal overtime after 40 hours in the fixed workweek. State law, a contract, or an employer policy can create daily overtime or premium-pay rules.
Hours worked include required duty time and additional work the employer suffers or permits, including unscheduled work before or after a shift. A timesheet should include work the employer allowed, even when the employee did not schedule it in advance. Paid time not worked must be handled according to payroll policy and applicable law.
Split the shift by the employer's fixed workweek and pay-period setup, then keep the actual paid duration intact. For a simple overnight span, count from the start time to midnight and from midnight to the end time, then subtract qualifying unpaid meals. The date split should not erase hours actually worked.
Everhour embeds tracking controls inside supported tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and others. Time can be recorded where work happens, while project and task metadata sync into Everhour for timesheets, budgets, and reporting.
Everhour lets users submit weekly timesheets for review, and managers can approve, reject, or partially approve submitted time. Submitted and approved time is protected from edits unless it is withdrawn or rejected, which keeps payroll and billing review tied to a clear approval step.
Track time where work happens, review weekly submissions, and send cleaner approved hours into payroll or billing. Everhour keeps timesheet workflows connected to project context and approval records.
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