Everhour turns tracked time into budgets and billing records after you calculate the hours behind the week.
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.
Use this page when you need a clean total from start times, stop times, breaks, and daily entries. The practical goal is a weekly number you can use for payroll review, client billing, project cost checks, or a timesheet correction. A useful record shows each workday separately before it rolls into the week.
For U.S. payroll records, covered employers must keep accurate records for nonexempt workers under 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 allows any complete and accurate timekeeping method, so the format matters less than the completeness of the record.
Start with each work block: clock-in time, clock-out time, and any unpaid break that should be excluded from paid working time. Add the paid time for each day, then add the daily totals into one weekly total. Keep project, client, or task labels separate from the arithmetic so billing categories do not hide the actual time worked.
For example, a Monday entry can show 9:00 a.m. to 5:30 p.m. with a 30-minute unpaid break, producing 8 hours for that day. A full week can then show daily totals beside project labels, such as 6 billable hours for Client A and 2 non-billable internal hours on the same date.
FLSA overtime uses a workweek, which is a fixed, regularly recurring period of seven consecutive 24-hour periods. Covered nonexempt 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.
Weekend and holiday work need the same weekly context. 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. State and local rules can add requirements, so label special days without treating the label as the federal overtime trigger.
A one-time total is enough for a quick invoice check, a corrected timesheet, or a small project review. It stops being enough when the same hours need to support budgets, approvals, billing rates, and client reporting across many people or projects. At that point, the workflow needs tracked entries, locked periods, and a system of record.
Everhour Project Budgeting supports hour-based and money-based budgets, recurring budget periods, threshold email alerts, budget protection, expense controls, multiple billing methods, and client-level budgets. That matters after hours are calculated because the same time entries can feed budget progress instead of sitting in a disconnected weekly total.
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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Include the hours actually worked during the fixed workweek you are measuring. Keep each workday visible, then add the daily totals into the weekly total. For employees covered by the FLSA minimum wage or overtime provisions, employer records must show hours worked each workday and total hours worked each workweek.
The FLSA workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods. Covered nonexempt employees receive overtime pay after 40 hours worked in that workweek, and hours cannot be averaged across two or more workweeks for FLSA overtime purposes. A shifting week boundary can change the overtime result.
Saturday, Sunday, holiday, or rest-day work does not create a federal overtime premium by itself under the FLSA. The weekly overtime rule still controls for covered nonexempt employees unless another law, policy, contract, or agreement adds a premium. Record the day accurately, then apply the rule that covers the worker.
Employers must preserve payroll records for at least three years. Basic time and earnings records, such as daily start and stop time cards or sheets, must be kept for at least two years. For covered nonexempt workers, the useful record keeps daily hours, weekly totals, rates, and any corrections tied to the right workweek.
The FLSA does not require one specific timekeeping form or system. Covered employers must keep accurate records for nonexempt workers, and the method must capture the required details. A paper sheet, spreadsheet, app, or integrated time tracker can work if it produces complete, accurate records.
Everhour Project Budgeting turns tracked hours into hour-based or money-based budget progress. Teams can use recurring budget periods, email alerts at budget thresholds, budget protection, expense controls, multiple billing methods, and client-level budgets to keep calculated hours tied to project limits.
Track approved hours against project and client budgets before weekly totals become stale. Everhour connects time entries to recurring budgets, alerts, billing methods, and client-level budget control.
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