Everhour connects jobsite hours to budgets and billing, while construction crews need records by worker, job, task, and classification.
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.
Measurement
Track your budget through time or costs
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Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
Construction crews work across jobsites, phases, and changing schedules, so a useful time record starts with the worker, date, job, task, cost code, classification, and hours worked. A weekly total alone does not explain whether labor went to excavation, concrete, framing, drywall, cleanup, or another scope that affects job cost.
For U.S. employers covered by the FLSA, records for covered nonexempt workers must include hours worked each workday and total hours worked each workweek. The law does not require a specific timekeeping form, but the record still has to be complete and accurate enough to support pay, overtime review, and later wage questions.
Construction payroll depends on more than start and stop times. The record should connect each person's hours to the correct job, phase, cost code, and worker classification. A carpenter working 6 hours on framing and 2 hours on site cleanup needs those hours separated when the project team compares actual labor to the estimate.
Covered nonexempt employees must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek under the FLSA, at not less than one and one-half times the regular rate of pay. Saturday, Sunday, holiday, or rest-day work does not create a federal overtime premium by itself unless the weekly overtime rule applies or another law or agreement requires more.
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 for covered DBRA construction contracts under 29 CFR parts 3 and 5.
Certified payroll uses worker-level details such as classification, daily hours, weekly hours, rates, gross wages, deductions, net wages, and fringe-benefit information. Job costing uses a different but related lens: labor, materials, and overhead are tracked by project, and labor is commonly organized through jobs, phases, cost codes, and cost classes so actual labor can be compared with the budget.
A one-off time tool works when you need a clean weekly hours total for one crew, one job, or a quick review before payroll. It is enough for short projects where the same person can collect entries, check classifications, and transfer the totals into payroll or billing without losing context.
A managed workflow becomes necessary when tracked time needs to feed budgets, client billing, certified payroll support, and job-cost reports every week. Everhour Project Budgeting can track hour-based or money-based budgets as time is logged, use recurring budget periods for ongoing work, and send threshold alerts before a job overruns its labor plan.
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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Construction time records should identify the worker, date, job or project, task or cost code, classification, daily hours, and weekly hours. Payroll records for covered nonexempt workers under the FLSA must include hours worked each workday and total hours worked each workweek. Construction teams also need job and cost-code detail for job costing.
Daily entries are the practical standard because covered FLSA records for nonexempt workers must show hours worked each workday. Weekly summaries can hide jobsite changes, cost-code mistakes, and overtime issues. Daily records also support certified payroll when a covered construction contract requires worker-level hours and classification details.
Yes. A construction worker can have time split across jobs, phases, or cost codes when the work changes during the day. The record should show the hours tied to each scope, such as concrete in the morning and framing in the afternoon. That split makes payroll review cleaner and keeps job-cost reports tied to the actual work performed.
Ordinary home-to-jobsite commuting is generally not compensable under the construction travel-time example in DOL guidance. Some required jobsite travel can be compensable. In one opinion letter, a foreman's required travel between the employer's place of business and the jobsite to retrieve and return a company truck counted as work time.
FLSA payroll records must be preserved for at least three years. Wage-computation records, including time cards, time sheets, and similar records used to calculate pay, must be preserved for at least two years. Covered DBRA construction contracts also require weekly certified payroll submissions, so job records should stay organized by project and payroll week.
Everhour Project Budgeting tracks hour-based and money-based budgets as workers log time to projects. Construction managers can use recurring budget periods for ongoing jobs, set email alerts at budget thresholds, and include or exclude expenses from fee budgets when reviewing labor against the project plan.
Everhour Timesheets let workers 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 gives payroll and billing reviewers a clearer approval trail.
Track approved hours by job, phase, and budget before payroll or billing review. Everhour Project Budgeting turns construction time into labor-cost visibility.
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