Transportation teams track mobile, route-based work. Everhour turns approved hours into payroll-ready timesheets.
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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Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
Transportation work rarely sits at one desk or one job site. A driver may start with a vehicle inspection, wait for dispatch, complete pickups, record driving time, handle unloading, and finish with paperwork. A dispatcher, payroll clerk, or fleet manager needs the record to show the route or job, the worker, the date, and the hours tied to each part of the day.
For covered U.S. employers, FLSA records for nonexempt workers must include hours worked each workday and total hours worked each workweek. The FLSA does not require one specific timekeeping system, but the method must be complete and accurate. Transportation teams also need enough detail to reconcile payroll time with dispatch records, trip records, bills of lading, settlement sheets, and driver logs.
U.S. commercial motor vehicle driver logs use four duty status categories: off duty, sleeper berth, driving, and on-duty not driving. That structure matters because transportation time is not only wheel time. FMCSA on-duty time includes waiting to be dispatched, inspecting or servicing the vehicle, loading or unloading, attending a disabled vehicle, and other work for a motor carrier.
A clean weekly record separates driving, on-duty not-driving work, breaks, off-duty time, and paid administrative work. For example, a local delivery route may include a pre-trip inspection, 6.5 hours of driving, 1 hour of unloading, 30 minutes waiting at a dock, and post-trip notes. Payroll review needs the full workday total, while operations need the categories behind it.
Transportation tracking fails when logs, payroll totals, and dispatch records tell different stories. A record of duty status must include fields such as date, total miles driven, truck or tractor and trailer number, carrier, driver certification, 24-hour start time, total hours, and shipping document number or shipper and commodity. Those fields make review possible before payroll closes.
U.S. motor-carrier operations also need hours-of-service checks. Property-carrying CMV drivers may drive up to 11 hours after 10 consecutive hours off duty and may not drive beyond the 14th consecutive hour after coming on duty. Passenger-carrying CMV drivers may drive up to 10 hours after 8 consecutive hours off duty and may not drive after 15 hours on duty.
A simple weekly total works for a small, one-off payroll check when the worker, route, and hours are obvious. It stops working when the team needs approval, correction history, vehicle or shipment context, and a record that matches dispatch and billing documents. Transportation teams need time records that survive review, not just a number copied into payroll.
Everhour Timesheets support that managed workflow by collecting weekly project hours and working hours by person. Team members can submit time for approval, and managers can approve, reject, partially approve, or lock entries before payroll or billing uses them. That creates a clear review step between mobile time entry and the final payroll or billing handoff.
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Transportation teams need the worker, date, route or job, vehicle, start and stop times, total daily hours, total weekly hours, and duty or work categories. Driver records may also need miles, carrier, trailer number, shipping document number, shipper and commodity, and certification details, depending on the operation and record type.
Motor carriers operating CMVs generally must require drivers who keep records of duty status to use an electronic logging device. Exceptions include drivers who need RODS on no more than 8 days in a 30-day period, driveaway-towaway operations, and vehicles manufactured before model year 2000.
Yes, transportation teams should separate driving from on-duty not-driving work. FMCSA on-duty time includes waiting to be dispatched, vehicle inspection or servicing, loading or unloading, attending a disabled vehicle, and other work for a motor carrier. Separate categories make logs easier to reconcile with payroll, dispatch, and shipment records.
No. Under the FLSA federal baseline, covered nonexempt employees must receive overtime pay at not less than 1.5 times the regular rate for hours worked over 40 in a fixed 168-hour workweek. Hours may not be averaged across two or more workweeks for FLSA overtime purposes.
No. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. Federal overtime for covered nonexempt employees applies after more than 40 hours worked in a workweek, unless another law, policy, contract, or agreement gives the worker a separate premium.
Everhour Timesheets collect weekly project hours and working hours by person, then let team members submit time for review. Managers can approve, reject, partially approve, and lock submitted entries before payroll or billing uses them, which gives transportation teams a clear approval trail for corrected or finalized time.
Track route-based work, review weekly timesheets, and lock approved entries before payroll or billing handoff. Everhour gives transportation teams cleaner approved time records for payroll and billing review.
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