Biweekly totals are useful for review, and Everhour turns tracked hours into approved timesheets for payroll or billing.
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Use this page to total hours across two consecutive workweeks, then separate each week before you use the result for payroll review. A biweekly total gives you a fast view of regular workload, missing entries, and client or project time over the pay period. It does not replace the weekly breakdown required for many wage-and-hour decisions.
For U.S. employers covered by the FLSA, records for employees covered by minimum wage or overtime provisions must include hours worked each workday and total hours worked each workweek. A useful biweekly record therefore shows both daily entries and two separate weekly totals, even when payroll runs every other week.
Federal overtime for covered nonexempt employees is based on hours worked over 40 in a workweek, paid at not less than one and one-half times the employee's regular rate of pay. A workweek is a fixed, regularly recurring period of 168 hours. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes.
A worker with 36 hours in week one and 46 hours in week two has 82 biweekly hours, but the second week still contains 6 weekly overtime hours under the federal baseline if the employee is covered and nonexempt. A clean biweekly record keeps that distinction visible instead of flattening the pay period into one number.
A useful biweekly hours record starts with dates, daily hours worked, weekly totals, worker name, project or department, and any billable or non-billable labels needed for review. U.S. rate fields normally use U.S. dollars. Employers should also preserve payroll records for at least three years and basic time and earnings records, such as time cards or sheets, for at least two years.
Weekend and holiday entries need clear dates, but the FLSA does not require overtime premium pay solely because work happened on Saturday, Sunday, a holiday, or a regular rest day. Premium pay applies under the federal baseline when the weekly overtime rule is triggered, or when another law, policy, contract, or agreement requires it.
A one-off biweekly total is enough when you need a quick check, a draft invoice support file, or a payroll pre-review for a small number of entries. It works best when the underlying daily entries are already complete and nobody needs to submit, approve, reject, or lock the period before the numbers move forward.
A managed workflow matters when multiple people track time across projects, clients, and pay periods. Everhour Timesheets collect weekly project hours and working hours by person, let users submit time for approval, and let managers approve, reject, partially approve, and lock entries before payroll, billing, or reporting uses them.
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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A biweekly total can support review, but it cannot replace weekly overtime analysis under the federal baseline. Covered nonexempt employees must receive overtime pay for hours worked over 40 in a workweek, and a workweek is a fixed 168-hour period. Hours may not be averaged across two or more workweeks for FLSA overtime purposes.
A useful biweekly record includes each workday's hours worked, each workweek's total, the worker, dates, project or department labels, and billable or non-billable status when billing review matters. For employees covered by the FLSA minimum wage or overtime provisions, employer records must include daily hours worked and total hours worked each workweek.
Weekend work counts in the weekly total for the workweek where it occurs. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. Premium pay applies under the federal baseline when covered nonexempt employees work over 40 hours in a workweek, unless another law, contract, policy, or agreement adds a different rule.
The FLSA requires covered employers to keep accurate records for nonexempt workers, but it does not require one specific timekeeping form or system. A manual sheet can work if it is complete and accurate. The weak point is late reconstruction, because people often forget exact start times, end times, breaks, and project changes after the work has passed.
Averaging the two weeks causes the most serious error. A pay period can show 80 total hours while one week contains more than 40 hours worked and the other contains fewer. Under the federal baseline, covered nonexempt employee overtime is tested by workweek, so the weekly split must stay visible inside the biweekly view.
Everhour Timesheets collect weekly project hours and working hours by person, then route submitted time to managers for approval. Managers can approve, reject, partially approve, and lock entries, which keeps payroll and billing review tied to approved weekly records inside a biweekly pay cycle.
Use biweekly totals for quick checks, then run recurring payroll and billing review through Everhour Timesheets to submit, approve, reject, partially approve, and lock time before it becomes final.
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