Everhour connects tracked time to review workflows, while accurate approvals depend on complete entries, clear rules, and timely checks.
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Your approval process should produce a clean weekly record: hours worked each workday, total hours worked each workweek, the project or task context, and a clear reviewer decision. For employees covered by the FLSA minimum wage or overtime provisions, employer records must include daily hours worked and total hours worked each workweek, so a weekly total alone is not enough.
The FLSA does not require one specific timekeeping method for covered employers. Paper sheets, spreadsheets, time clocks, and software can all work if the records are complete and accurate for non-exempt workers. The approval step should confirm the entry belongs to the right person, period, project, and workweek before payroll, billing, or reporting uses it.
A useful timesheet approval process starts with consistent fields. Each entry should show the worker, date, work period or duration, project or client, task, billable status when relevant, and notes for unusual entries. Weekly review should separate hours actually worked from paid time not worked when your payroll or billing process treats those categories differently.
Reviewers also need a fixed workweek. Under the FLSA, a workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods, or 168 hours. Covered nonexempt employees must receive overtime pay for hours worked over 40 in a workweek at not less than one and one-half times the regular rate of pay, unless a valid exemption applies.
Best practice means reviewers know the rule before the timesheet arrives. Set a submission deadline, a reviewer owner, a correction path, and a cutoff for late edits. A practical workflow labels each timesheet as submitted, approved, rejected, or corrected, then keeps the final version available with the payroll or billing run it supported.
Approval should also catch common mistakes: missing daily totals, hours assigned to the wrong client, weekend work treated as automatic overtime, and hours moved between workweeks. The FLSA does not require premium pay solely for Saturday, Sunday, holiday, or regular rest-day work unless the weekly overtime rule is triggered or another law, policy, contract, or agreement applies.
A one-off weekly approval process is enough when you need a simple record for a small team, one project, or a short billing period. It works best when the reviewer can check every entry directly and the team has few rate changes, project budgets, or correction cycles.
A managed workflow becomes necessary when approved hours feed project budgets, client invoices, payroll review, and recurring reports. Everhour Project Budgeting tracks hour-based and money-based budgets as people log time, supports recurring budget periods, and sends threshold alerts at 75%, 90%, 100%, or custom levels so approved time connects to budget control.
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 timesheet approver should confirm daily hours worked, total hours worked each workweek, worker identity, date, project or task, and any billing or payroll category used by the organization. For employees covered by the FLSA minimum wage or overtime provisions, daily hours and weekly totals are required record elements.
Weekly approval fits the FLSA overtime structure because federal overtime for covered nonexempt employees is measured over a fixed 168-hour workweek. Approving weekly also reduces end-of-period reconstruction, catches missing days faster, and keeps payroll or client billing from relying on stale entries.
Yes. The FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require a particular timekeeping form or system. The chosen method must capture the required information completely and accurately, including hours worked each workday and total hours worked each workweek.
Averaging hours across two workweeks creates payroll risk under the FLSA. Hours may not be averaged across two or more workweeks for FLSA overtime purposes. Each fixed workweek stands on its own when checking whether covered nonexempt employees worked more than 40 hours.
Employers must preserve payroll records for at least three years and basic time and earnings records, such as daily start and stop time cards or sheets, for at least two years. A practical approval process stores the approved record, correction history, and related payroll or billing period together.
Everhour Project Budgeting connects approved time to hour-based or money-based budgets, including one-time and recurring budget periods. Teams can use threshold alerts at 75%, 90%, 100%, or custom levels to see when approved hours are pushing a project toward its limit.
Everhour Timesheets let users submit weekly project hours or working hours for review, then managers can approve, reject, or partially approve submitted time. Submitted and approved time is protected from regular edits, which keeps the reviewed record stable for payroll, billing, or reporting.
Track hours, review timesheets, and connect approved time to project limits. Everhour Project Budgeting gives teams recurring budgets, threshold alerts, and budget protection tied to real tracked work.
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