Everhour keeps mobile time entries organized for teams that need weekly timesheets ready for review.
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.
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You came here to record work from a phone, tablet, or small screen and turn it into a weekly timesheet someone can review. On mobile, keep the source task, job note, or approval message open in another app and use the timesheet as the entry screen so you do not retype context later.
For U.S. wage records, the FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require a specific 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.
Each entry needs a worker name, date, project or job, task, hours worked, and a note that explains the work well enough for review. Billing records usually need a client, billable status, rate field in U.S. dollars, and any non-billable time separated from chargeable work.
A payroll reviewer needs daily hours and weekly totals by worker. A billing reviewer needs project totals and enough task detail to connect time to the invoice. A manager needs status signals such as submitted, approved, rejected, or corrected. Those fields prevent the same time entry from being rebuilt for three different reviews.
Small screens increase two common errors: picking the wrong project and saving a vague note. Use short, consistent project names and enter the task while the work is still fresh. A note like "client edits to June landing page" is stronger than "updates" because it gives billing and approval reviewers a clear reason for the time.
Mobile timesheets also need a clean weekly boundary. Under the FLSA, a workweek is a fixed, regularly recurring period of 168 hours, and hours cannot be averaged across two or more workweeks for federal overtime purposes. Covered nonexempt employees must receive overtime pay for hours worked over 40 in a workweek at not less than 1.5 times the regular rate.
A simple mobile timesheet is enough for a solo worker, a small job, or a one-time client record. It works when you only need to capture hours, add a short note, and send totals for review. Keep payroll records for at least three years and basic time and earnings records, such as daily time cards or sheets, for at least two years.
A managed workflow becomes necessary when multiple 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 by person, then let managers approve, reject, partially approve, and protect submitted or approved time from regular edits.
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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Yes. The FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require one official timekeeping system. A mobile method works when it captures hours worked each workday, total hours worked each workweek, and enough identifying detail to support payroll review.
Timers work best when the worker starts and stops work in real time. Manual entries work for after-the-fact logging, but they need the same review quality: date, worker, project, task, hours worked, and a clear note. Teams should choose the method that produces complete records consistently.
A weekly total alone is not enough 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. The weekly total helps review overtime, but the daily record supports payroll accuracy and later corrections.
Weekend work should be recorded on the actual workday, with the same project and task detail as weekday work. 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, policy, or agreement applies.
The most expensive cleanup comes from entries saved under the wrong week. FLSA overtime for covered nonexempt employees is based on a fixed 168-hour workweek, and hours may not be averaged across two or more workweeks. A misplaced entry can distort both regular hours and overtime review.
Everhour Timesheets collect weekly project hours and working hours by person so managers can review time before payroll, billing, or reporting. Submitted time can be approved, rejected, partially approved, or locked, which gives teams a clear approval trail from entry to final review.
Use mobile entries for fast capture, then move recurring team review into Everhour Timesheets so submitted hours, corrections, approvals, and locked records support cleaner payroll and billing review.
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