Everhour tracks hourly work by task or project, while overtime review still depends on 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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Overtime tracking for hourly employees starts with the workweek, not the pay date. Under the FLSA federal baseline, covered employers must keep accurate records for nonexempt workers, including hours worked each workday and total hours worked each workweek. A complete record shows daily totals, weekly totals, employee identity, project or job context when relevant, and any approval status used before payroll.
The FLSA workweek is a fixed, regularly recurring period of 168 hours, made up of seven consecutive 24-hour periods. Covered nonexempt employees must receive overtime pay for hours worked over 40 in that workweek at not less than one and one-half times the regular rate of pay. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes.
A useful hourly record separates hours actually worked from paid time not worked. Vacation, sick leave, holiday pay, and other paid absences can affect gross pay or policy balances, but they do not automatically count as hours worked for the FLSA weekly overtime calculation unless another law, policy, or contract says otherwise. Payroll review needs those categories visible instead of mixed into one undifferentiated total.
Weekend and holiday entries also need plain handling. The FLSA does not require overtime premium pay solely because work happened on Saturday, Sunday, a holiday, or a regular rest day. The federal overtime trigger is hours worked over 40 in the fixed workweek, unless a state rule, local rule, employment agreement, or company policy creates a separate premium.
The most common overtime tracking failure is late reconstruction. Employees estimate Monday through Friday from memory, managers approve a clean-looking total, and payroll discovers missing breaks, unassigned project work, or a weekly total that crosses 40 hours after corrections. Daily capture gives the reviewer a better record than one end-of-week number.
Hourly teams should also lock the workweek definition before collecting entries. Changing the week boundary after time has been entered creates overtime review problems because the same hours can move into a different seven-day period. A defensible process keeps the workweek stable, records edits, and requires approval before using totals for payroll, client billing, or job costing.
A one-off weekly total works when you need a quick check for one employee and one pay period. It is enough for a rough overtime review when the daily entries are already complete, the workweek is clear, and no manager needs a repeatable approval trail. The result becomes weak when several hourly employees work across projects, clients, locations, or changing schedules.
A managed workflow becomes the better fit when tracked time must feed timesheets, reporting, budgeting, invoicing, or payroll review. Everhour Time Tracking supports timers and manual entries, can work inside common project tools, and gives admins controls for approvals, locked periods, reminders, and timer rules. That structure keeps overtime review tied to the same source records used by managers and payroll.
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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Daily hours worked and total hours worked each workweek matter most for employees covered by the FLSA minimum wage or overtime provisions. The record should also show the fixed workweek used for review, because covered nonexempt employees get FLSA overtime after more than 40 hours worked in that 168-hour workweek.
Yes. The FLSA requires covered employers to keep accurate records for nonexempt workers, but it does not require one specific timekeeping form or system. A spreadsheet, time clock, app, or project-based tracker can work when the record is complete, accurate, and retained for the required period.
Paid time off is paid time not worked unless another law, policy, or contract treats it differently. For the FLSA federal baseline, overtime for covered nonexempt employees is based on hours worked over 40 in a workweek. Payroll records should keep paid absences separate from hours actually worked.
The workweek boundary decides which hours belong in the same 168-hour overtime period. Covered nonexempt employees cannot have hours averaged across two or more workweeks for FLSA overtime purposes. A stable workweek prevents payroll from moving hours between periods to change the overtime result.
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. State rules, contracts, and litigation holds can require longer retention.
Everhour Time Tracking captures task and project hours through live timers or manual entries, then feeds those records into timesheets, reports, budgets, invoices, and payroll review. Admins can use approvals, locked periods, reminders, and timer behavior rules to keep weekly records consistent before payroll uses them.
Everhour Reporting turns logged time into configurable reports with columns, grouping, filters, date ranges, and exports in CSV, Excel/XLSX, or PDF. Managers can review billable time, labor costs, project totals, and team hours before sending approved records to payroll or billing.
Track hourly work as it happens, approve weekly records, and keep payroll review tied to the same time data. Everhour gives teams structured tracking for overtime-ready records.
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