Overtime review depends on daily and weekly hours. Everhour keeps approved time organized for 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.
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This page is for building a usable weekly time record before payroll, billing, or a manager review. The job is simple: capture hours worked by day, total them inside one fixed workweek, and identify hours that need overtime review. For U.S. teams, the federal baseline matters because covered employers must keep accurate records for nonexempt workers, including daily hours and total workweek hours.
Use the result to check a single employee's week, prepare a freelancer's billable-hour backup, or catch a missing entry before a timesheet closes. The clean output is a dated record with more detail than a grand total. It shows the workweek, each day's hours, project or client context if needed, and any manual corrections so the person reviewing overtime can see the source of the total.
An overtime-ready record starts with employee name, workweek dates, daily hours worked, total weekly hours, and the entry source. Start and stop times help when shifts vary, while elapsed hours can work for project time if the record stays complete and accurate. Add project, client, task, billable status, and rate fields when the same hours also support invoicing or job costing.
Consider a fixed Monday-through-Sunday workweek with daily totals of 8, 9, 8, 10, and 7 hours. The weekly total is 42 hours, so the overtime review isolates 2 hours above the FLSA federal 40-hour threshold for a covered nonexempt employee. If the regular rate is $30, FLSA overtime must be paid at not less than one and one-half times that regular rate.
Federal overtime review uses the workweek rather than a rolling two-week average or a daily gut check. Under the FLSA, a workweek 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 that workweek at not less than 1.5 times the regular rate.
Daily spikes still matter because they explain the weekly total and may trigger state law, policy, contract, or collective bargaining rules outside the federal baseline. A Saturday, Sunday, holiday, or regular rest-day shift does not create FLSA overtime premium pay by itself. The extra pay question starts with the workweek total unless another applicable rule adds a different requirement.
A one-off weekly total is enough when you need a quick check, a clean backup for one invoice, or a small correction before submitting time. It also works for a solo operator who controls the schedule and only needs a dated record. The limit appears when multiple people edit entries, managers need signoff, or payroll needs proof of who approved the hours.
For ongoing overtime tracking, a managed workflow needs tracked time across projects and clients, timesheet approval, locked periods, and a handoff to payroll or billing. Everhour Timesheets collect weekly project hours and working hours by person, then let users submit time so managers can approve, reject, partially approve, and lock entries before the numbers move downstream.
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, records must show hours worked each workday and total hours worked each workweek. A useful app entry also captures the workweek dates, employee, entry source, project or client, and correction history. Those fields let a reviewer separate missing time, regular time, and hours that need overtime treatment.
Federal FLSA overtime is checked by workweek for covered nonexempt employees. The workweek is a fixed 168-hour period made of seven consecutive 24-hour periods. Daily totals still belong in the record because they support the weekly total and help identify state law, policy, contract, or collective bargaining rules that impose extra requirements.
Yes. The FLSA does not require overtime premium pay solely because work happens on Saturday, Sunday, a holiday, or a regular rest day. Premium pay applies under the federal baseline when covered nonexempt employees work over 40 hours in the workweek, or when another law, policy, contract, or agreement creates a separate premium rule.
No. FLSA overtime hours cannot be averaged across two or more workweeks. A fixed 168-hour workweek stands on its own, so 45 hours in one week and 35 hours in the next still require the first week to be reviewed for 5 overtime hours for a covered nonexempt employee.
Employers must preserve payroll records for at least three years and basic time and earnings records, including daily start/stop time cards or sheets, for at least two years. Keep overtime app records retrievable for payroll review during those periods. Sensitive employee information also needs secure handling and disposal under FTC privacy and data-security guidance.
Everhour Timesheets collect weekly project hours and working hours by person, so managers review the week before payroll or billing uses it. Users submit time for review, and admins can approve, reject, partially approve, and keep submitted or approved time locked from regular member edits.
Everhour embeds timers and manual entry controls inside supported tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Team members log time on the task or project they are working on, which keeps overtime review connected to the underlying client or internal work.
Everhour Timesheets collect weekly project and working hours, route submissions for approval, and lock approved entries, giving payroll and billing teams cleaner records before overtime review.
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