Everhour organizes crew hours for payroll and billing, while construction jobs need clear daily and weekly records.
Enter your time in and out for each day. Overtime and gross pay are calculated automatically.
| Day | Time In | Break Start | Break End | Break | Time Out | Total |
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Use this page to organize construction hours into records that support payroll review, client billing, and project reporting. A useful entry shows the worker, date, job or project, task, hours worked, billable status, and any note needed to explain the work. For U.S. payroll, covered employers must keep accurate records for non-exempt workers under the FLSA, including hours worked each workday and total hours worked each workweek.
Construction work often moves between jobs, crews, and phases during the same week. A single daily total leaves payroll and billing reviewers guessing which project absorbed the time. Split entries by job or task when the split changes pay, billing, budget review, or job costing. Keep paid time not worked, expenses, and materials outside the worked-hours total unless your payroll, contract, or accounting process requires a separate field for them.
A construction time workflow starts with the smallest unit you need to review later. For a crew member, that usually means date, job, task or cost category, start and stop time or total hours, and approval status. For billing, add the client or contract reference and billable status. For payroll, keep the weekly view clear because FLSA overtime for covered non-exempt employees is measured by workweek, not by project.
A filled-in entry can read: March 5, 2026, Jordan Lee, Maple Street remodel, framing, 7.5 hours, billable, submitted. Another entry for the same day can cover 1.0 hour on equipment cleanup if that work belongs to a different job or budget. This level of detail gives managers enough context to approve the time without asking the worker to reconstruct the day from memory.
Construction teams create payroll and billing risk when they average hours across jobs or weeks. The FLSA workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods, for a total of 168 hours. Hours cannot be averaged across two or more workweeks for FLSA overtime. A worker with 45 covered non-exempt hours in one workweek needs the weekly overtime calculation even if the next week has fewer hours.
Weekend work needs the same careful treatment. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. The federal baseline changes when covered non-exempt hours exceed 40 in a workweek, and state law, a union agreement, company policy, or a contract can add a different rule. Keep the work date and weekly totals visible so reviewers can apply the right requirement.
A free weekly total is enough for a small one-time job when you only need to add hours, check the week, and produce a simple record. It is less reliable when several crews work across multiple jobs, managers approve time at different stages, or accounting needs a clean handoff for payroll and client billing. The system has to preserve the submitted record, not just the final number.
Everhour fits the managed workflow side by collecting project hours and working hours in timesheets. Team members submit weekly time, managers approve, reject, or partially approve it, and approved time stays locked for regular members. That approval trail matters when construction hours feed payroll review, billing review, project reporting, or later corrections.
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A construction time entry should identify the worker, date, job or project, task, hours worked, and approval status. Add billable status when the time affects a client invoice. For U.S. payroll records, covered employers must keep daily hours worked and total hours worked each workweek for employees covered by FLSA minimum wage or overtime provisions.
Track by both when the hours affect payroll and job costing. The worker view supports pay review, overtime checks, and timesheet approval. The job view shows where labor time went across projects, tasks, and clients. A daily worker total alone is too thin when one person splits time between two construction jobs in the same workweek.
Covered non-exempt hours cannot be averaged across two or more workweeks for FLSA overtime purposes. The federal workweek is a fixed, recurring 168-hour period. Unless exempt, covered employees must receive overtime pay for hours worked over 40 in a workweek at not less than 1.5 times the regular rate of pay.
Weekend work does not automatically create federal overtime premium pay. The FLSA does not require premium pay solely because work happens on Saturday, Sunday, a holiday, or a regular rest day. Covered non-exempt employees receive FLSA overtime when hours worked exceed 40 in the workweek, unless another law, policy, contract, or agreement creates a separate rule.
Employers must preserve payroll records for at least three years. Basic time and earnings records, including daily start and stop time cards or sheets, must be kept for at least two years. Construction teams should keep approvals, edits, and weekly totals organized because payroll, billing, and job records often need the same time data.
Everhour Timesheets collect weekly project hours and working hours by person, then let team members submit time for review. Managers can approve, reject, or partially approve submitted time, and approved entries stay locked for regular members before payroll or billing review.
Everhour Reporting turns logged time, budgets, costs, and project data into customizable reports. Teams can group and filter by project, member, client, billable time, labor costs, and invoice status, then export reports in CSV, Excel/XLSX, or PDF for review.
Move from weekly totals to approved construction timesheets. Everhour lets teams submit project and working hours for manager review, then lock approved time for cleaner payroll and billing review.
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