Everhour gives construction teams structured time tracking, while jobsite hours still need accurate 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 |
|---|
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
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Use this page to organize construction time by worker, project, client, task, and week. A useful record separates billable labor from non-billable work, keeps USD rates readable for billing or payroll review, and gives managers enough detail to approve time without rebuilding the week from memory.
For U.S. employers covered by the FLSA, records for employees covered by the minimum wage or overtime provisions must include hours worked each workday and total hours worked each workweek. The FLSA does not require a specific timekeeping system, but the method must produce complete and accurate records for non-exempt workers.
A construction time record needs a worker name, date, project, task or cost category, start and stop time or total hours, billable status, notes when needed, and a manager review step. The workweek matters because federal overtime for covered non-exempt employees is based on a fixed 168-hour period, seven consecutive 24-hour periods.
Covered non-exempt employees must receive overtime pay for hours worked over 40 in a workweek at not less than one and one-half times the regular rate of pay. Hours may not be averaged across two or more workweeks for FLSA overtime purposes, so a 45-hour week followed by a 35-hour week still requires overtime review for the first week.
Construction teams create payroll and billing errors when workers enter a weekly total without daily detail. A record that only says 40 hours for the week cannot show whether time belonged to a project, a client change order, a non-billable correction, or a day that pushed the worker beyond the weekly overtime threshold.
Weekend and holiday work needs the same careful review. The FLSA does not require overtime premium pay solely because work happened on Saturday, Sunday, a holiday, or a regular rest day. The premium applies under the federal baseline when the weekly overtime rule is triggered, unless state law, a policy, or a contract adds another rule.
A one-off weekly total is enough when you need a quick summary for a small job, a subcontractor note, or a draft invoice. That record becomes weak when several crews, projects, approvals, and billing rates feed payroll, client billing, budgets, and retained records.
Everhour Team Management gives construction managers a more durable workflow with approval rules, locked periods, admin time corrections, personal tracking limits, weekly capacity, roles, project assignments, team groups, and team-wide time policy defaults. That structure keeps time records ready for review before reports, billing, or payroll use 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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Construction teams should track the worker, date, project, client or job, task, total hours or start and stop times, billable status, and notes for exceptions. FLSA-covered employers also need daily hours worked and total hours worked each workweek for employees covered by the minimum wage or overtime provisions.
Federal overtime uses the workweek, not a pay period average. Covered non-exempt employees must receive overtime pay after 40 hours worked in a fixed 168-hour workweek at not less than one and one-half times the regular rate. A time record needs daily and weekly totals so the overtime review uses the correct week.
Weekend work is not automatically overtime under the FLSA. The federal rule does not require premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. Overtime applies when covered non-exempt employees work over 40 hours in the workweek, unless state law, a policy, or a contract requires another premium.
Covered employers can choose any timekeeping method that produces complete and accurate records for non-exempt workers. The FLSA requires accurate records, not a specific clock, app, form, or system. The chosen method still needs daily hours worked and total hours worked each workweek for covered employees.
Federal rules require employers to preserve payroll records for at least three years. Basic time and earnings records, including daily start and stop time cards or sheets, must be preserved for at least two years. State rules, contracts, and company policies can require longer retention.
Everhour Team Management supports approval workflows, locked periods, admin time correction, personal tracking limits, weekly capacity, roles, project assignments, team groups, and team-wide time policy defaults. Managers can review submitted time before payroll, billing, or reporting and keep approved periods protected from regular member edits.
Everhour can work as a standalone tracker or inside supported project tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Teams can track time against projects and tasks, then use one reporting layer for budgets, utilization, billing, and project review.
Set approval rules, lock reviewed periods, and organize crews by project or team. Everhour Team Management gives construction managers cleaner time records and faster payroll review.
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