Secure time records need clear access, retention, and approvals. Everhour supports timesheet review before payroll and billing.
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 use this page to organize time in a way that supports payroll review, client billing, and internal project records. For U.S. employers covered by the FLSA minimum wage or overtime provisions, records for nonexempt workers must include hours worked each workday and total hours worked each workweek. The law sets the recordkeeping outcome, not a required app, form, or clock-in device.
A secure time tracking app should make the workweek visible. FLSA overtime for covered nonexempt employees starts after 40 hours worked in a fixed 168-hour workweek, paid at not less than one and one-half times the employee's regular rate. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes, so weekly totals need their own review path.
A useful time record identifies the person, date, project, client, task, hours worked, billable status, and notes that explain unusual entries. For payroll records, the daily and weekly hour totals matter most. For billing, the project and client labels matter because the invoice or report must connect time to the work the customer agreed to pay for.
A complete record also separates billable and non-billable time. A designer might log 6 hours to a client project, with 4.5 hours billable design work and 1.5 hours internal review. That split protects the invoice from vague totals and helps managers compare project effort against budgets without mixing customer work with internal administration.
Secure time tracking starts with data minimization. FTC guidance says companies that keep sensitive personal information about customers or employees should collect only what they need, keep it safe, and dispose of it securely. For time records, that means the app should capture work time, dates, projects, clients, approvals, and necessary notes, without turning routine timekeeping into broad employee surveillance.
State privacy and employee-monitoring rules can add obligations. California is a major example: California privacy rights extend to California residents who are employees or job applicants, and the CCPA employment-data exemptions expired on December 31, 2022. For covered businesses, employee time-tracking data may fall under California privacy obligations, so access, retention, correction, and deletion processes need deliberate handling.
A free weekly tracker works for a short project, a solo invoice, or a quick check of daily totals. It is enough when you only need a personal total and no one else must approve, correct, export, or retain the record. The risk grows when several people track time across clients, projects, and payroll periods.
A managed workflow becomes the better fit when tracked time feeds approvals, reports, billing, or payroll review. Everhour Timesheets collect weekly project hours and working hours by person, then let users submit time for review. Managers can approve, reject, partially approve, and lock time entries before they become the basis for invoices, exports, or payroll checks.
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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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. A practical app also keeps the worker, date, project, client, task, billable status, and approval history so payroll, billing, and project review use the same source record.
The FLSA requires covered employers to keep accurate records for nonexempt workers, but it does not require a particular timekeeping form or system. A paper timesheet, spreadsheet, timer app, or integrated tracking system can satisfy the method requirement when the records are complete and accurate.
Yes. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. Covered nonexempt employees must receive overtime pay for hours worked over 40 in a workweek, unless an exemption applies. Another law, policy, contract, or agreement can create a separate premium rule.
The common mistake is collecting more employee data than the work record needs. FTC guidance says companies keeping sensitive personal information should collect only what they need, keep it safe, and dispose of it securely. A secure setup limits data to timekeeping, payroll, billing, project, and approval needs unless a specific rule or policy requires more.
Federal 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. A tracking app should support retention long enough for payroll review, billing questions, audits, and corrections.
Everhour Timesheets collect weekly project hours and working hours by person, then let users submit time for review before payroll or billing. Managers can approve, reject, partially approve, and lock entries, which keeps reviewed time from changing without a visible correction path.
Everhour Reporting turns logged time, budgets, costs, and project data into configurable reports with filters, grouping, date ranges, and role-gated money columns. Reports can be exported as CSV, Excel/XLSX, or PDF when accounting, client billing, or internal review needs a controlled file.
Track weekly hours, submit timesheets, and lock approved entries before payroll or billing. Everhour gives teams a clear review workflow for dependable time records.
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