Government contract labor should map to cost objectives. Everhour gives teams structured time tracking with approvals.
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 |
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Use this page to shape a time record that supports a U.S. government contract from daily entry through review. The practical output is a clean entry for each employee, contract, project, task, and cost objective. A project manager can review labor before it reaches billing, payroll, or cost accounting, and an auditor can trace the hours back to the work performed.
For a systems analyst splitting a day between direct contract work and an indirect activity, the record should separate those charges. DCAA guidance says a contractor's labor charging system should identify employees' labor by intermediate or final cost objectives and charge direct and indirect labor to the appropriate cost objectives. One undivided day total loses the detail that government contract accounting uses.
Start with the employee, date, hours worked each workday, workweek total, contract or project, task, and cost objective. Mark direct and indirect labor separately when those categories drive cost allocation. For U.S. users, rate and billing fields normally use U.S. dollars. Comments should support the charge without collecting unrelated personal detail; FTC guidance says companies keeping sensitive personal information about customers or employees should collect only what they need, keep it safe, and dispose of it securely.
Example entry: April 8, 2026, Jordan Lee, 3.5 hours on Contract A task 2, final cost objective A-2, direct labor, plus 4.5 hours on indirect cost objective I-1, indirect labor. The useful record shows 8 hours for the workday and preserves the split by objective. That same structure lets payroll check weekly totals while contract accounting assigns labor to the appropriate objective.
Government contract timekeeping needs a control trail around each charge. DCAA guidance treats the individual employee as the key link in a sound labor time-charging system, so employees should record their own time charges accurately. Supervisors can review submitted time. DCAA guidance also says supervisors accountable for contract budgets should not have the opportunity to initiate employee time charges.
Standard Form 1408 asks whether the accounting system includes timekeeping that identifies employees' labor by intermediate or final cost objectives. Build the workflow around that check: individual entry, cost-objective selection, supervisor review, a closed period after review, and supporting documentation retained with the time record. Silent edits, missing splits, and payroll-driven changes create avoidable review problems.
A one-off sheet is enough for a small cleanup, such as reconstructing one employee's hours worked each workday for a single workweek before payroll review. Covered employers under the FLSA must keep hours worked each workday and total hours worked each workweek for nonexempt workers covered by its minimum wage or overtime provisions. Basic time and earnings records must be preserved for at least two years, and payroll records must be preserved for at least three years.
A managed workflow becomes the right fit when contract labor repeats across employees, projects, approvals, and cost objectives. Everhour Team Management gives admins team-level rules, project assignments, approval workflow, weekly capacity, and locked time editing, so approved contract hours move into reporting, billing, or payroll review with fewer manual handoffs.
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A practical entry needs the employee, date, hours worked each workday, total hours worked each workweek, contract or project, task, and intermediate or final cost objective. Add a direct or indirect labor label when the charge type matters. Keep notes tied to the work performed and supporting documentation, because DCAA guidance expects labor charges that can be evaluated against regulations and contract terms.
Yes. A split day needs separate lines or entries so direct and indirect labor reach the appropriate cost objectives. The daily total still equals the actual workday, and each portion should carry its own project, task, and intermediate or final cost objective.
DCAA guidance describes the individual employee as the key link in a sound labor time-charging system. Employees should be trained on their independent responsibility to record time charges accurately. Supervisors can review submitted charges. The workflow should avoid giving a supervisor accountable for contract budgets the ability to initiate an employee's time charges.
A weekly total alone creates two problems. For nonexempt workers covered by the FLSA minimum wage or overtime provisions, employer records must include hours worked each workday and total hours worked each workweek. Government contract labor records also need cost-objective detail, because DCAA guidance and Standard Form 1408 focus on labor identified by intermediate or final cost objectives.
Weekend or holiday work does not create a federal premium by itself. Under the FLSA federal baseline, covered nonexempt employees must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek at not less than 1.5 times the regular rate. A state law, contract, or policy can require more.
Everhour Team Management lets admins set roles, project assignments, weekly capacity, personal tracking limits, lock rules, and approval workflow. A manager can approve, reject, or partially approve submitted time before payroll, billing, or reporting uses it, and locked periods protect approved entries from edits by regular members.
Everhour Reporting lets teams build contract review reports with columns, grouping, filters, date ranges, and role-gated money columns. After managers approve time, saved reports can be downloaded as CSV, Excel/XLSX, or PDF for spreadsheet review, client sharing, or archive needs.
Use Everhour Team Management to assign projects, set approval workflows, lock approved periods, and manage weekly capacity before contract labor reaches payroll, billing, or reporting, giving admins clearer contract labor control.
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