Finance teams need clean hours for payroll, billing, and audit support. Everhour turns tracked work into reportable 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.
Set a budget, assign rates, and get alerted before you're over.
Measurement
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Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
A finance timesheet gives you a structured record of who worked, on which project or client, for which dates, and under which pay or billing category. For U.S. payroll review, records for employees covered by the FLSA minimum wage or overtime provisions must include hours worked each workday and total hours worked each workweek.
Use the sheet to separate billable time, non-billable time, project work, internal work, and any notes needed for approval. A useful entry reads like an accounting source record: date, person, project, task, hours, billable status, rate context, and reviewer status. Keep USD fields clear when the work is billed or paid in U.S. dollars.
A complete timesheet starts with the pay period or workweek, employee or contractor name, client or department, project, task, date, start and stop time or total hours, billable status, and approval status. Finance teams also need rate context, such as hourly pay rate, bill rate, fixed-fee project allocation, or non-billable classification.
For covered nonexempt employees, the FLSA overtime baseline uses a fixed 168-hour workweek. Unless exempt, covered 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. Do not average hours across two or more workweeks for FLSA overtime purposes.
A timesheet fails finance review when the hours cannot be traced to a person, workweek, project, or approval decision. Reconstructed end-of-week totals also create risk because they hide which day the work happened and whether the total belongs to one workweek or another. Daily detail matters even when payroll runs on a longer cycle.
Weekend and holiday work need the same careful classification as weekday work. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work unless the weekly overtime rule is triggered or another law, policy, contract, or agreement applies. Label the day correctly, then apply the right rule.
A free timesheet is enough for a small one-time job, a single contractor invoice, or a quick weekly total before manual review. It works best when someone can still verify each entry, confirm billable status, and copy the approved numbers into payroll, invoicing, or accounting without creating duplicate records.
A managed workflow becomes necessary when several people track time across clients, departments, budgets, and approval paths. Everhour Reporting turns logged time, budgets, costs, and project data into customizable reports with columns, grouping, filters, date ranges, exports, and scheduled delivery, so finance teams review the same time data that feeds billing and payroll decisions.
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 finance timesheet should include the worker, date, workweek or pay period, project or client, task, hours worked, billable status, rate context, notes, and approval status. For employees covered by the FLSA minimum wage or overtime provisions, employer records must include hours worked each workday and total hours worked each workweek.
Finance teams should review overtime by fixed workweek, not by pay period averages. Under the FLSA federal baseline, unless exempt, covered employees must receive overtime pay for hours worked over 40 in a 168-hour workweek at not less than one and one-half times the regular rate of pay. State law, policy, or contract terms can add requirements.
A complete and accurate method is allowed under the FLSA for covered employers, since federal law does not require one specific timekeeping form or system. The record still needs enough detail to support daily hours worked and total hours worked each workweek for covered nonexempt workers. Start and stop times are often easier to audit than bare weekly totals.
Missing project names, unclear billable status, mixed workweeks, unapproved edits, and late manual reconstruction create the most common delays. Finance teams also lose time when entries show hours without the rate context needed for payroll, client billing, or project cost review. A clean timesheet ties every hour to a person, date, work category, and approval decision.
Federal recordkeeping rules require employers to preserve payroll records for at least three years and basic time and earnings records, such as daily start and stop time cards or sheets, for at least two years. State rules, industry obligations, contracts, litigation holds, and internal finance policies can require longer retention.
Everhour Reporting lets finance teams build reports with 45+ columns, including task, project, client, member, comments, billable time, labor costs, profit, invoice status, budget metrics, and integration custom fields. Teams can filter, group, export CSV, Excel/XLSX, or PDF files, and schedule email delivery for recurring review.
Everhour Timesheets collect weekly project hours and working hours by person, then let managers approve, reject, or partially approve submitted time. Submitted and approved time is protected from regular member edits, which helps finance teams work from reviewed records before payroll, invoicing, or reporting.
Track approved time across projects and clients, then review grouped reports, exports, and scheduled finance summaries in Everhour for cleaner billing and payroll handoff.
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