Everhour supports approved timesheets and billing review, while a computer-based workflow keeps weekly time records 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 |
|---|
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
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Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
A computer-based timesheet gives you enough screen space to enter project names, task notes, start and stop times, breaks, daily totals, and weekly totals without crowding the record. Keep the source schedule, project brief, or client work log open in another window so each entry connects to the correct work item before the week closes.
For U.S. payroll review, the FLSA baseline matters because covered employers must keep accurate records for nonexempt workers covered by the minimum wage or overtime provisions. Those records must include hours worked each workday and total hours worked each workweek. The law does not force one timekeeping form, so the app matters because it controls whether the record stays complete and reviewable.
A useful timesheet starts with the worker, date, project or client, task, work description, hours worked, and entry status. Add billable or non-billable status when the record feeds an invoice. Add notes only when they explain the work, correction, approval, or client-facing detail. Dense notes slow review when every line says the same thing.
Use one fixed workweek for payroll checks. Under the federal baseline, a workweek is 168 hours, made of seven consecutive 24-hour periods, and FLSA overtime for covered nonexempt employees is based on hours worked over 40 in that workweek. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes.
Manual desktop entry makes review faster when you use a consistent naming pattern and enter time while the work is still fresh. The common failure is a polished sheet with vague lines, missing breaks, or project names that accounting cannot match to a client. A row such as "Design review, Acme onboarding, 2.5 hours, billable" gives more value than "Admin, 2.5 hours."
Weekend and holiday labels need context. 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, contract, or policy applies. Mark the day accurately, then let payroll review the worker category, jurisdiction, agreement, and weekly total.
A free computer timesheet is enough for a freelancer recording one week of client work, a small owner checking hours before sending an invoice, or an employee filling a simple weekly record. Save the exported file with the pay period, worker name, and client or department so the record stays findable after billing or payroll closes.
A managed workflow becomes necessary when several people submit time, managers approve or reject entries, and payroll or billing depends on locked records. Everhour Timesheets collect weekly project hours and working hours, let users submit time for approval, and let admins approve, reject, partially approve, and lock entries before downstream use.
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 complete record needs enough detail to show hours worked each workday and total hours worked each workweek for employees covered by the FLSA minimum wage or overtime provisions. Start and stop times help support that record, especially for hourly nonexempt work, but the federal baseline does not require one specific timekeeping form or app.
A desktop timesheet can support both when payroll fields and billing fields stay separate. Payroll review needs worker, workday, workweek, and hours worked. Billing review usually needs client, project, task description, billable status, rate, and invoice status. One entry can feed both reviews only when all required fields are present.
The fixed workweek matters most. Under the federal baseline, a workweek is 168 hours made of seven consecutive 24-hour periods. Unless exempt, covered employees must receive overtime pay for hours worked over 40 in a workweek at not less than one and one-half times the employee's regular rate of pay.
Employers must preserve payroll records for at least three years and basic time and earnings records, including daily start and stop time cards or sheets, for at least two years. A computer-based workflow should keep exported files, approvals, corrections, and final reports organized by pay period so records can be retrieved without rebuilding the week.
Employee time data is personal information, so collection and storage need controls. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act, and FTC guidance says companies keeping sensitive customer or employee information should collect only what they need, protect it, and dispose of it securely.
Everhour Timesheets collect weekly project hours and working hours by person, then let users submit time for manager review. Admins can approve, reject, partially approve, and lock entries, which gives payroll and billing teams a controlled record instead of a loose spreadsheet that keeps changing.
Use Everhour Timesheets to collect, review, approve, and lock team time before payroll or client billing, so computer-entered hours become a controlled Everhour record.
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