Everhour keeps time records organized across teams, while a PDF format gives you a fixed file for review, approval, and storage.
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 |
|---|
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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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A PDF timesheet works best when you need a clean weekly record for payroll review, billing support, or manager approval. The file should show who worked, the covered workweek, daily hours worked, total weekly hours, project or client labels, and approval status. A fixed PDF also helps when a manager, bookkeeper, or client needs the same version of the record.
U.S. employers covered by 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. The PDF should preserve those two totals clearly.
Start with employee name, role or department, workweek dates, daily start and stop entries, daily hours worked, total weekly hours, billable or non-billable status, project or client, notes, employee signature, and manager approval. Rate fields for U.S. users normally use U.S. dollars. Keep unpaid breaks, paid time not worked, and corrections separate from hours actually worked.
The FLSA workweek is a fixed, regularly recurring period of 168 hours, made of seven consecutive 24-hour periods. Covered non-exempt 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. Hours from two workweeks cannot be averaged for FLSA overtime purposes.
A PDF is useful because it freezes the timesheet after review. That strength also creates a common mistake: teams edit a source spreadsheet, export a new PDF, and lose track of which version payroll approved. Add a revision date or approval timestamp when a corrected record replaces an earlier file, and keep the reason for the correction with the record.
Retention matters after the file is created. 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. 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 or agreement applies.
A one-off PDF works for a single contractor, a small client billing packet, or a week that only needs human review. It is enough when the record is complete, accurate, approved, and stored with the payroll or billing file. It also suits teams that do not need reminders, approval routing, project budgets, or repeat reporting from the same time data.
A managed workflow fits ongoing teams. Everhour Team Management gives admins lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide time policy defaults. That structure turns weekly time records into a controlled process before payroll, billing, reporting, or project review.
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 a specific form or system. A PDF timesheet can support recordkeeping when it captures daily hours worked and total hours worked each workweek for employees covered by the FLSA minimum wage or overtime provisions.
The PDF should show total hours worked for the fixed workweek. Under the FLSA, a workweek is 168 hours, made of seven consecutive 24-hour periods. Covered non-exempt employees must receive overtime pay for hours worked over 40 in that workweek, and hours cannot be averaged across two or more workweeks.
Separate labels help reviewers understand the schedule, but the FLSA does not require overtime premium pay solely because work happened on Saturday, Sunday, a holiday, or a regular rest day. Covered non-exempt employees receive FLSA overtime after more than 40 hours worked in a workweek unless another law, policy, or agreement adds a premium.
Payroll should keep the approved record and any corrected version needed to explain the final payroll decision. A correction should show the changed entry, the reason, and the approval. This avoids a common PDF problem where several exported files exist, but the team cannot identify the record used for payroll or billing.
Employers must preserve payroll records for at least three years. Basic time and earnings records, including daily start and stop time cards or sheets, must be kept for at least two years. A PDF timesheet should be stored where the business can retrieve it with the related payroll or billing record.
Everhour Team Management supports approval workflows, lock rules, admin time correction, personal tracking limits, weekly capacity, roles, project assignments, team groups, and team-wide time policy defaults. Managers can review submitted time before payroll or billing, while locked periods reduce late edits after approval.
Everhour Timesheets collect weekly project hours and working hours by person, then let users submit time for review. Managers can approve, reject, or partially approve submitted time, and approved time stays protected for regular members before the data moves into reports, billing, or payroll review.
Move beyond one-off PDF files when weekly approvals repeat. Everhour Team Management gives teams approval flows, lock rules, capacity settings, and admin corrections that keep time records controlled.
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