Everhour connects jobsite time to budgets and billing, while construction crews need records by worker, job, and cost code.
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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Construction crews usually work across jobsites, phases, and changing daily conditions. A useful time record identifies the worker, date, job or project, task or cost code, classification, and hours worked. That structure lets a foreman review time by crew and lets the office connect labor to payroll, billing, and job-cost reports.
For U.S. employers covered by the FLSA, records for covered nonexempt workers must include hours worked each day and total hours worked each workweek. The law does not require one specific timekeeping form, but the method must be complete and accurate. Payroll records must be kept for at least three years, and wage-computation records such as time cards must be kept for at least two years.
Construction job costing separates project costs into labor, materials, and overhead. Labor time becomes useful when each entry maps to a job, phase, and cost code, such as excavation, concrete, framing, or drywall. That mapping shows whether actual labor is tracking against the estimate before the project is already over budget.
A practical entry might read: Maria Lopez, June 8, 2026, Maple Street remodel, framing phase, rough framing cost code, carpenter classification, 8 hours. That single line gives payroll the daily hours, gives project managers labor usage by scope, and gives accounting a clean path from field time to job cost.
Federal or federally assisted construction contracts covered by the Davis-Bacon and Related Acts require weekly certified payroll with a signed Statement of Compliance. Form WH-347 is optional, but properly completed WH-347 satisfies certified-payroll reporting requirements under 29 CFR parts 3 and 5 for covered DBRA construction contracts.
Certified payroll relies on worker-level detail: work classification, daily hours, weekly hours, pay rates, gross wages, deductions, net wages, and fringe-benefit information. A time record that only says "40 hours on Project A" creates cleanup work because it leaves out the daily breakdown and classification needed for covered construction reporting.
A free one-off tracker is enough for a small crew that needs a weekly hours total by job and cost code. It also works when a contractor wants to clean up a single invoice, check a foreman's notes, or organize time before sending payroll information to a bookkeeper.
A managed workflow becomes necessary when tracked hours feed budgets, payroll review, certified payroll preparation, and client billing every week. Everhour Project Budgeting supports time and money budgets, recurring budget periods, budget alerts, budget protection, expense controls, multiple billing methods, and client-level budgets, so construction managers can compare jobsite labor against project limits as time is logged.
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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A construction time entry should include the worker, date, job or project, task or cost code, work classification, and daily hours worked. For job costing, add the phase or scope of work. For covered DBRA construction contracts, certified payroll also uses weekly hours, rates, gross wages, deductions, net wages, and fringe-benefit information.
The FLSA does not require covered employers to use a specific timekeeping form or system. Covered employers must keep accurate records for covered nonexempt workers, including hours worked each day and total hours worked each workweek. Paper timesheets, digital time clocks, and jobsite apps can all work if the records are complete and accurate.
Ordinary home-to-jobsite commuting generally remains noncompensable. Some required jobsite travel time is compensable, such as a foreman's required travel between the employer's place of business and the jobsite to retrieve and return a company truck under a DOL construction travel-time opinion letter. Specific facts, policy, contracts, and jurisdiction can change the analysis.
Cost codes connect labor hours to specific scopes of work inside a job, such as excavation, concrete, framing, or drywall. Without cost codes, total weekly hours show payroll time but do not explain where the project used labor. That gap makes estimate-versus-actual review weaker and can hide overruns until the invoice or payroll run is already complete.
The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. Unless exempt, covered employees must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek at not less than one and one-half times the regular rate. State law, local rules, union agreements, or contracts can add requirements.
Everhour Project Budgeting tracks time and money budgets as people log hours, with recurring budget periods, email alerts, budget protection, expense inclusion controls, multiple billing methods, and client-level budgets. A construction manager can monitor labor against a job budget before the project reaches its limit.
Track approved jobsite hours against project budgets, cost codes, and billing methods in Everhour, so construction labor records support cleaner payroll review and budget control.
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