Everhour supports PC-based time tracking, while covered employer records still need daily and weekly hours for nonexempt workers.
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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Use a PC to keep a clean record of work time, project activity, and review status. For U.S. teams, the FLSA recordkeeping baseline focuses on covered employers keeping accurate records for nonexempt workers, and federal law does not require a particular timekeeping form or system. On a PC, keep the schedule, task list, and rate sheet open beside your time entries to reduce missing project names, dates, and approval notes.
A useful record connects each work period to a person, date, project, task, and review status. 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. Freelancers and agencies also need billable status, client names, rates in U.S. dollars, and notes that explain the work without exposing unnecessary personal or confidential details.
Start with the work source, then capture time against the smallest unit that matters for payroll, billing, or project review. A timer works well for active task work because it records the work period as it happens. Manual entries work for end-of-day cleanup, meetings, or missed timers. Each entry should identify the worker, date, project or client, task, time amount, billable status, and reviewer.
A clean entry reads like this: March 5, 2026, Jordan Lee, Acme onboarding, data import testing, 9:00 a.m. to 11:30 a.m., billable, $85 per hour, submitted for approval. That entry gives a manager enough detail to verify the work and gives billing or payroll enough structure to place it in the correct week. Vague entries like "admin" or "client work" create review delays.
A PC workflow works best when the source material stays visible while you log time. Keep the project board, calendar, email thread, or work order open in another window and copy only the details needed to identify the work. Avoid browser autofill for employee names, client matter names, or rate fields on a shared PC account. The common mistake is letting convenience create duplicate entries or expose sensitive information.
Privacy matters because time records often contain employee names, schedules, project details, and billing information. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act. 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. California covered businesses also need to account for CCPA rights for California employees and job applicants.
A one-off PC time log is enough for a solo worker, a small invoice recap, or a short project with no approval step. It works when you only need a date range, task list, billable total, and exportable backup. Keep the file consistent, review it before invoicing, and retain records according to the category involved. Employers must preserve payroll records for at least three years and basic time and earnings records for at least two years.
A managed workflow becomes necessary when multiple people submit time, managers approve entries, payroll checks weekly totals, or billing needs a controlled audit trail. Everhour Team Management supports that workflow with lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide policy defaults. That structure keeps PC-based time entry from becoming scattered files, late corrections, and unverifiable weekly totals.
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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Summer 2026
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Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
Yes, if the method is complete and accurate. The FLSA requires covered employers to keep accurate records for nonexempt workers, but it does not require a specific timekeeping form, device, or app. 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 practical PC time log should capture the worker, date, project or client, task, start and stop time or total time, billable status, rate when billing applies, and approval status. Employer records for covered nonexempt workers also need daily hours worked and total hours worked each workweek. Add notes that clarify the work, then exclude sensitive details that the record does not need.
No. For covered nonexempt employees, FLSA overtime applies to hours worked over 40 in a fixed 168-hour workweek at not less than one and one-half times the employee's regular rate of pay. Hours may not be averaged across two or more workweeks for FLSA overtime purposes. State law, contracts, or employer policy can add more protective rules.
No. Shared PC accounts should avoid saved autofill entries for employee names, client details, rates, or notes that include personal information. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act, and FTC guidance says sensitive personal information should be collected only as needed, protected, and securely disposed of.
Yes, if the time is ordinary work time and no weekly overtime, state rule, policy, or contract premium applies yet. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. Covered nonexempt employees still receive overtime pay for hours worked over 40 in a workweek at the required federal rate.
Employers must 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 PC-based system should keep files organized by employee, date range, and workweek so payroll, billing, and wage-and-hour review do not depend on scattered downloads.
Everhour Team Management lets admins lock completed periods, correct time for team members, set personal tracking limits by day, week, or month, and run submitted time through approval before payroll or billing review. Roles, project assignments, and team groups keep each manager focused on the entries they are responsible for reviewing.
Everhour Time Tracking can run as a standalone workspace or inside supported project tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Team members can use timers or manual entries against tasks and projects, so PC work time connects directly to the work source.
Use Everhour Team Management to lock approved periods, correct team entries, set tracking limits, and review submitted time before payroll or billing, so PC time records stay controlled in Everhour.
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