Salaried status does not end every time-record need. Everhour turns tracked hours into reports for payroll, billing, and budgets.
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.
Set a budget, assign rates, and get alerted before you're over.
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You came here to decide whether a salaried employee should record hours, and the answer starts with worker classification and business use. Covered employers must keep accurate FLSA records for nonexempt workers. For employees covered by the FLSA minimum wage or overtime provisions, those records include hours worked each workday and total hours worked each workweek.
Salaried exempt employees often track time for a different reason: client billing, project budgets, utilization, time off review, or capacity planning. The record should match the decision it supports. Payroll records need daily and weekly hours for covered nonexempt workers. Billing records need client, project, task, billable status, rate, and approval.
A payroll time record for covered nonexempt employees must support wage-and-hour review. The federal baseline uses a fixed 168-hour workweek, and FLSA overtime for covered nonexempt employees applies after 40 hours worked in that workweek at at least 1.5 times the regular rate. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes.
A project record answers a different question. It shows where salaried time went, such as 6 hours on Client A implementation, 2 hours on internal planning, and 1 hour on support review. A good record names the worker, date, project, task, client, billable status, time amount, and reviewer. U.S. billing and rate fields normally use USD.
The common mistake is collecting too little detail for the next step. A total weekly number can support a high-level capacity check, but it does not explain client billing, project profitability, or work transferred between teams. A daily total helps payroll review, while task-level entries help managers compare planned work with actual work.
Privacy also sets a boundary. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act. FTC guidance says companies keeping sensitive personal information about customers or employees should collect only what they need, keep it safe, and dispose of it securely. Time records should serve a defined payroll, billing, reporting, or planning purpose.
A simple weekly time total is enough for a quick check, a one-off project recap, or a small internal review. It stops being enough when salaried work feeds invoices, payroll review, budgets, utilization, or client reporting. At that point, the system needs consistent projects, tasks, billable rules, approvals, and exports.
Everhour fits that ongoing workflow by carrying tracked time into reports with columns, grouping, filters, date ranges, and exports. Teams can review salaried time by member, project, client, billable time, labor cost, invoice status, and budget metrics without rebuilding the record from notes at the end of the week.
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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No. Covered employers must keep accurate records for nonexempt workers under the FLSA, and records for employees covered by the FLSA minimum wage or overtime provisions must include hours worked each workday and total hours worked each workweek. Salaried exempt roles may still track time for billing, budgets, utilization, or project reporting.
Employees covered by the FLSA minimum wage or overtime provisions need records showing daily hours worked and total hours worked each workweek. The key issue is coverage and nonexempt status, not the presence of a salary alone. State wage, overtime, privacy, and employee-monitoring rules can add separate requirements.
The FLSA does not require overtime premium pay solely because work happens on Saturday, Sunday, a holiday, or a regular rest day. For covered nonexempt employees, the federal overtime rule applies to hours worked over 40 in a fixed 168-hour workweek unless another law, policy, or agreement creates a different premium.
Project reporting needs enough structure to explain where time went: person, date, client, project, task, billable status, time amount, and approval status. A weekly total alone does not support margin review, budget tracking, or client questions. Task-level entries give managers a usable record without collecting unrelated personal activity.
Federal rules require payroll records to be preserved 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. Employers should also check state rules and internal policies before deleting records.
Everhour Reporting turns logged time into configurable reports with 45+ columns, filters, grouping, date ranges, and exports. A manager can review salaried time by member, project, client, billable time, labor cost, invoice status, budget metrics, or overtime visibility through Team Hours and custom reports.
Everhour can run standalone or inside tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Teams can track time on existing tasks while entries flow into one reporting layer for budgets, utilization, billing, and review.
Track salaried work where it happens, then use Everhour Reporting to group, filter, export, and schedule the records teams need for billing, budgets, and review.
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