Android makes mobile hour entry convenient, and Everhour adds structured team controls when records need approval.
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
Track your budget through time or costs
Every report you need — configured your way, always up to date.
Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
Use this page to log work from an Android phone while the details are still fresh. Keep the source task, calendar event, or client message open in another app or recent-apps view, then enter the work period before switching contexts. The outcome should be a usable record for the day, with enough detail to avoid cleanup before payroll, billing, or project review.
A U.S. employer can choose any complete and accurate timekeeping method under the FLSA; federal law does not require a specific clock or form. For employees covered by the FLSA minimum wage or overtime provisions, records must include hours worked each workday and total hours worked each workweek. A mobile entry still needs enough detail to support those two records, especially for nonexempt workers.
A useful entry identifies the worker, date, project or client, task, start and stop times when tracked, total time actually spent, and a short note that explains the work. For client billing, add the billable status and rate source so the invoice does not depend on memory. U.S. rate fields normally use U.S. dollars because U.S. coins and currency are legal tender for debts, public charges, taxes, and dues.
For payroll review, separate hours actually worked from paid time not worked. Covered nonexempt employees receive FLSA overtime for hours worked over 40 in a fixed, regularly recurring 168-hour 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, so the week attached to each mobile entry matters.
Phone entry rewards short, consistent choices. Use the same project names, task labels, and billable categories every day, then reserve longer edits for a desktop review if the record needs narrative detail. The common mobile mistake is saving a weekly lump sum because typing is faster. That shortcut weakens daily records and makes overtime review harder when a covered nonexempt worker crosses 40 hours in the workweek.
Mobile devices also raise a privacy discipline issue because they travel with the worker. Collect the fields needed for hours, project context, payroll review, and billing, then avoid personal details that do not support those purposes. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act, and FTC guidance says sensitive employee information should be collected only as needed, protected, and disposed of securely.
A one-off tracker is enough for a solo work session, a small client note, or a quick weekly recap where one person owns the cleanup. It works when the final record can be reviewed immediately and stored with the rest of the job file. It breaks down when several people submit time, managers need approvals, or payroll and billing teams need the same source record.
A managed workflow adds rules after the timer stops. Everhour fits that stage through Team Management controls such as lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide time policy defaults. Those controls turn mobile entries into records that managers can review before payroll, billing, or reporting uses them.
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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Yes, if the records are complete and accurate. The FLSA requires covered employers to keep accurate records for nonexempt workers, but it does not require a particular timekeeping form or system. For employees covered by the FLSA minimum wage or overtime provisions, the record must show hours worked each workday and total hours worked each workweek.
A weekly total alone is weak for U.S. payroll review because federal records for covered employees under the FLSA minimum wage or overtime provisions include hours worked each workday and total hours worked each workweek. Daily entries also make corrections easier, because the worker can tie each period to a task, client, or shift while details remain available.
The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. For covered nonexempt employees, federal overtime applies to hours worked over 40 in the fixed 168-hour workweek at not less than one and one-half times the regular rate, unless another law, policy, contract, or agreement adds a premium.
Add location or personal notes only when they serve a defined recordkeeping, billing, or policy purpose. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act, and FTC guidance says sensitive employee information should be collected only as needed, kept safe, and disposed of securely.
Employers must preserve payroll records for at least three years and basic time and earnings records, such as daily start/stop time cards or sheets, for at least two years. Mobile records should remain exportable or printable for that period, because a phone-only history can disappear when an employee changes devices or apps.
Everhour Team Management gives admins lock rules after a period or approval, admin time correction, personal tracking limits, weekly capacity, and a timesheet approval workflow. Managers can also use roles, project assignments, team groups, and team-wide policy defaults to keep mobile entries reviewable before payroll or billing.
Everhour Time Tracking supports Android mobile apps and a web app for logging time against tasks and projects. Teams can also track inside supported project tools such as Asana, ClickUp, Jira, Monday, Notion, Trello, GitHub, Linear, and Basecamp so project work and time stay connected.
Set approval rules, lock completed periods, and give managers a clean correction path before payroll or billing review. Everhour Team Management turns phone-entered hours into governed team records.
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