Staffing time records span clients, assignments, and worksites. Everhour keeps tracking tied to budgets and billing.
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.
Staffing agencies need time records that follow temporary and contract employees across client assignments. The practical job is to capture who worked, which client or host business received the work, the assignment name, the location, daily hours, weekly hours, pay basis, regular rate, and overtime. That structure supports payroll, billing, and client review without treating every worker as part of one internal department.
Temporary help firms supply workers to client businesses for limited periods, while the workers remain employees of the staffing establishment. The agency often lacks direct supervision at the client worksite, so the record has to stand on its own. A warehouse associate, office clerk, IT contractor, and health care temp all need records that can be grouped by client, assignment, role, and location.
Covered employers under the FLSA must keep accurate records for non-exempt workers, but federal law does not require one specific timekeeping form or system. For employees covered by the FLSA minimum wage or overtime provisions, records must include hours worked each workday and total hours worked each workweek. Staffing agencies also need pay-period dates, wage basis, regular hourly rate, straight-time earnings, overtime earnings, and total wages.
Federal overtime uses a fixed 168-hour workweek. Unless exempt, covered employees must receive overtime pay for hours worked over 40 in that workweek at not less than one and one-half times the regular rate of pay. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes. Payroll records must be kept for at least three years, and time cards, work schedules, and wage-rate tables for two years.
Client approvals and payroll records serve different jobs. A client may approve a shift for billing, but the agency still needs a complete record of hours actually worked for payroll review. A practical entry for a staffing worker should show the worker, client, assignment, site, date, start and stop time or daily total, break handling, billable status, pay rate, bill rate, and approval status.
Staffing agencies should avoid one shared weekly total across all assignments. A worker can move from an office-clerical placement on Monday to an industrial shift later in the week, and those hours still belong to the same fixed workweek for overtime review. Client billing needs assignment detail, while payroll needs the complete weekly picture for the worker. The record must support both views without re-keying the same time.
A one-off weekly time total is enough when you only need to check a small batch of hours or prepare a simple client summary. It works for a short placement, a single client, or a quick review before payroll. It stops working when recruiters, coordinators, payroll, and billing all need the same data by client, assignment, week, and approval status.
Everhour Project Budgeting fits the managed workflow when staffing hours need live budget control. Agencies can track hour-based or money-based budgets, set recurring periods for ongoing placements, use threshold email alerts at 75%, 90%, 100%, or custom levels, and apply client-level budgets across multiple projects. That turns assignment time into budget, billing, and capacity data instead of a spreadsheet that has to be rebuilt every pay period.
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 staffing time record includes the worker, client or host business, assignment, location, date, daily hours, weekly hours, pay basis, regular rate, overtime, pay period, and approval status. Covered employers also need records for non-exempt workers that support straight-time earnings, overtime earnings, and total wages.
Yes. The FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require a specific time clock, form, spreadsheet, or software system. The method works only if it produces complete records, including hours worked each workday and total hours worked each workweek for covered employees.
Client approval should not replace payroll review. A client approval confirms the client accepted the time for billing or operational purposes. The staffing agency still needs a payroll record that shows hours actually worked, weekly totals, pay basis, regular rate, overtime earnings, total wages, and the pay period covered.
FLSA overtime uses the covered employee's fixed 168-hour workweek, not each client assignment by itself. Unless exempt, covered employees must receive overtime pay for hours worked over 40 in that workweek at at least 1.5 times the regular rate. Hours cannot be averaged across two or more workweeks.
The common mistake is tracking only a worker's total weekly hours without client, assignment, role, and location detail. Payroll may still need the weekly total, but billing, client disputes, margin review, and assignment performance require a more detailed record. Staffing agencies serve industrial, office-clerical, professional-managerial, engineering, IT, scientific, and health care roles, so grouping detail matters.
Everhour Project Budgeting lets staffing agencies track hour-based or money-based budgets as assignment time is logged. Agencies can use recurring budget periods for ongoing placements, client-level budgets across multiple projects, and email alerts at 75%, 90%, 100%, or custom thresholds before hours exceed the planned limit.
Track assignment hours against recurring budgets, alert managers before limits are reached, and connect approved time to client billing with Everhour Project Budgeting.
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