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A weekly timesheet total answers three practical questions: how many paid hours belong in the workweek, whether covered nonexempt overtime applies, and which total should move to payroll, billing, or review. The starting point is the paid daily total, not the raw span between first clock-in and final clock-out when unpaid meal periods were taken.
The weekly total also gives managers a fast check on missing entries, unusual daily totals, and work performed outside scheduled hours. Hours worked include required duty time and additional work the employer suffers or permits, including unscheduled work before or after a shift. A weekly calculation should catch that time before payroll closes.
Add paid hours for each day in the fixed workweek. For covered nonexempt employees in the United States, the federal baseline requires overtime pay for hours worked over 40 in that fixed workweek at not less than 1.5 times the regular rate. Regular pay equals regular hours times the regular rate. Overtime pay equals overtime hours times the overtime rate.
For example, a covered nonexempt office coordinator earns $24.80 per hour and records paid daily totals of 8, 7, 10, 8, 9, and 6 hours. The week totals 48 paid hours. Regular pay is 40 × $24.80, or $992. Overtime is 8 × $37.20, or $297.60. Total gross pay before taxes, deductions, or other adjustments is $1,289.60.
The FLSA workweek is a fixed and regularly recurring period of 168 hours, made of seven consecutive 24-hour periods. It may start on any day and hour. The key payroll mistake is mixing hours from two separate workweeks because the pay period is biweekly, semimonthly, or monthly. Federal overtime for covered nonexempt employees cannot be averaged across multiple workweeks.
Break handling also changes the total. Federal law does not require lunch or coffee breaks for adult employees. When an employer provides short breaks, usually about 5 to 20 minutes, federal law treats them as paid hours worked. A bona fide meal period is generally unpaid only when the employee is completely relieved from duty. State law or employer policy can add stricter break, overtime, or premium-pay rules.
A one-off weekly calculation is enough when you have a complete set of daily paid totals, a known regular rate, and one employee to check. It works for a quick payroll estimate, a correction request, or a freelancer invoice review. The result loses value when entries arrive late, breaks need approval, or managers must confirm who changed a timecard.
A managed workflow fits recurring payroll review. Everhour timecards record daily, weekly, and monthly work-hour totals, track clock-in, clock-out, breaks, and auto clock-out behavior, and support timecard approval before export. That gives payroll or operations teams a record to review instead of a spreadsheet total with no approval trail.
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Add the paid daily totals inside the same fixed workweek. Subtract unpaid meal periods only when they meet the unpaid test, and keep paid short breaks in the total. After the weekly paid total is complete, compare it with the federal 40-hour overtime threshold for covered nonexempt employees.
Use the employer's fixed FLSA workweek, a recurring 168-hour period made of seven consecutive 24-hour periods. The workweek may start on any day and hour. Payroll periods can be longer, but covered nonexempt overtime must be checked workweek by workweek.
Yes. When an employer provides short breaks, usually about 5 to 20 minutes, federal law treats them as compensable hours worked. Those paid break minutes count toward the weekly total and can count toward overtime for covered nonexempt employees.
Federal time-clock rounding is accepted only when it rounds to the nearest 5 minutes, tenth, or quarter-hour in a way that averages out over time. A rounding practice cannot cause employees to be underpaid for actual hours worked. The weekly total should preserve the paid result after valid rounding.
The FLSA federal baseline requires overtime after 40 hours in a fixed workweek for covered nonexempt employees. It does not require extra pay for long days, Saturdays, Sundays, holidays, or regular rest days unless weekly overtime is worked. State law, contracts, or employer policy can add daily or premium-pay rules.
Everhour timecards show daily, weekly, and monthly work-hour totals for payroll review. Teams can track clock-in, clock-out, breaks, and auto clock-out behavior, compare project hours with working hours, submit weekly timecards for approval, and export team timesheet data as PDF, CSV, or XLSX.
Track weekly timecards, breaks, approvals, and exports in Everhour so payroll review starts from approved work-hour totals instead of disconnected manual calculations.
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