Everhour turns tracked time into reports and billing records, while a clear policy defines how employees record work.
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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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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A written policy turns daily time entries into consistent records for payroll, billing, and manager review. In the U.S., covered employers must keep accurate records for non-exempt workers under the FLSA, but federal law does not require one specific timekeeping form or system. Your policy should name the worker groups it covers, the timekeeping method, and the person responsible for review.
The policy should separate timekeeping rules from pay promises. 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. State wage, overtime, privacy, and employee-monitoring rules can add requirements, so a national template needs space for location-specific rules.
A complete policy explains the required fields before anyone submits a timesheet. Include employee name, work date, project or department, start time, stop time, meal period, total hours worked, billable or non-billable status, comments for corrections, and manager approval. For client billing, add client, task, rate, and invoice status fields in U.S. dollars for U.S. users.
The workweek needs a fixed definition. Under the FLSA, a workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods, totaling 168 hours. Covered non-exempt employees must receive overtime pay for hours worked over 40 in a workweek 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.
A common mistake is writing a policy that says employees must be accurate without defining the correction process. State the deadline for submitting time, the channel for fixing missed punches or project errors, and the person who approves edits. The policy should also say that managers cannot ask employees to leave hours worked off the record.
Weekend and holiday language needs precision. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work unless the weekly overtime rule is triggered or another law or agreement applies. If a state rule, handbook, union agreement, or employment contract gives extra pay for those days, the policy should name that source.
A template works for a small team that needs one written rule, one weekly review process, and a basic record of hours. It also helps new employees understand what counts as work time, which fields they must complete, and which manager approves their time before payroll or invoicing.
A managed workflow fits teams that need recurring reporting, approval history, and project-level visibility. Everhour Reporting turns logged time, budgets, costs, and project data into customizable reports with 45+ columns, filters, grouping, exports, scheduled email delivery, profitability dashboards, and overtime visibility through Team Hours and custom reports.
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 policy should cover worker scope, required time fields, workweek definition, submission deadlines, approval steps, correction rules, record retention, privacy notices, and location-specific rules. For covered non-exempt employees under the FLSA, records must show hours worked each workday and total hours worked each workweek.
Federal FLSA recordkeeping rules require covered employers to keep accurate records for non-exempt workers, but they do not require a specific clock, app, paper form, or timekeeping system. The chosen method must produce complete and accurate records that support wage, overtime, and record retention obligations.
The federal baseline says covered non-exempt 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 law, contracts, or employer policies can add more protective overtime rules.
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 policy should assign record ownership and describe where approved timesheets, corrections, and payroll support records are stored.
The policy should say which employee time data the business collects, why it collects it, who can access it, and how long it keeps it. U.S. privacy obligations are sectoral and state-dependent. Section 5 of the FTC Act also requires businesses to avoid unfair or deceptive practices with personal information.
Everhour Reporting converts approved time into configurable reports with 45+ columns, metadata filters, grouping, date ranges, and exports in CSV, Excel/XLSX, or PDF. Teams can use those reports to review hours, billable time, labor costs, invoice status, budgets, and overtime visibility.
Everhour Timesheets let employees submit weekly project hours or working hours for manager review. Managers can approve, reject, or partially approve submitted time, and approved time stays locked for regular members, which keeps payroll and billing records from changing after review.
Use Everhour Reporting to connect approved time entries with grouped reports, scheduled delivery, exports, and overtime visibility, so the policy produces usable records instead of scattered timesheets.
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