Temporary placements need daily hours, weekly totals, and assignment context. Everhour keeps that record organized.
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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Temporary and agency workers often have a contract with an agency while performing work for a client or hirer. A usable record identifies the worker, the agency relationship, the assignment, the worksite, the dates worked, and the hours tied to each day. That structure prevents a payroll review from turning into a search across emails, shift notes, and manager approvals.
The staffing workforce covers industrial, office-admin, professional-managerial, engineering-IT-scientific, and health care roles. A warehouse shift and an IT support assignment need different labels, but both need the same core output: daily hours, weekly totals, assignment context, and a record that supports pay, billing, and worksite review.
A temporary-worker time record should show the worker name, assignment or client, worksite, date, start time, stop time, unpaid meal period, paid short breaks when tracked separately, and notes for exceptions. For U.S. nonexempt employees covered by the FLSA, employer records must include hours worked each workday and total hours worked each workweek.
Weekly totals matter because the federal overtime baseline applies by workweek. For U.S. covered nonexempt employees, hours worked over 40 in a workweek must be paid at not less than one and one-half times the regular rate. A record that only shows a pay-period total hides the weekly overtime check that payroll needs.
Temporary work creates a common proof problem: the agency, the worker, and the worksite supervisor each hold part of the story. A clear timesheet reduces disputes by tying each entry to an assignment and by separating regular work time from unpaid meal periods, missing approvals, or job-to-job travel during the workday.
U.S. FLSA guidance treats rest breaks of about 20 minutes or less as hours worked, generally excludes bona fide meal periods of about 30 minutes or more when the employee is fully relieved, and counts travel between job sites during the workday as hours worked. Temporary assignments need those distinctions because one workweek can include multiple sites, supervisors, or shift patterns.
A free weekly record is enough for a single placement, a short assignment, or a quick proof-of-hours packet. It should show daily hours, the weekly total, the assignment, and supervisor notes. Under U.S. FLSA guidance, basic time cards and wage-computation records should be retained for at least two years, while payroll records should be retained for at least three years.
A managed workflow becomes necessary when a staffing team handles many workers, worksites, and approvals at once. Everhour Team Management supports lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide time policy defaults, so temporary-worker hours move from individual entries to controlled review.
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 useful temporary-worker timesheet includes the worker, assignment or client, worksite, date, start and stop times, unpaid meal periods, total daily hours, and total weekly hours. Notes should capture supervisor corrections, missed punches, travel between worksites during the workday, and approval status when the agency or hirer needs proof before payroll.
The FLSA requires covered employers to keep accurate records for nonexempt workers, but it does not require a particular timekeeping form or system. An employer can use a time clock, a timekeeper, or worker-entered times as long as the records are complete and accurate.
Weekly totals matter because the federal overtime baseline is measured in a fixed 168-hour workweek. For U.S. covered nonexempt employees, hours worked over 40 in that workweek must be paid at not less than one and one-half times the regular rate. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes.
Temporary-worker records should separate unpaid meal periods, paid short breaks, and job-to-job travel during the workday. U.S. FLSA guidance treats rest breaks of about 20 minutes or less as hours worked, generally excludes bona fide meal periods of about 30 minutes or more when the employee is fully relieved, and counts travel between job sites during the workday as hours worked.
The biggest cleanup problem is recording hours without assignment context. A daily total that omits the client, worksite, supervisor, or placement code leaves payroll and billing teams unable to confirm who approved the time and where the work happened. Temporary-worker records should connect each entry to the assignment before payroll review.
Everhour Team Management gives admins lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide time policy defaults. Staffing teams can use those controls to review submitted time before payroll or billing and limit late changes after approval.
Use Everhour Team Management to set approval rules, lock reviewed time, correct entries, and organize temporary workers by assignment or group for cleaner payroll and billing.
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