Last updated: May 2026
Enter your clock-in and clock-out times for each day of the week to calculate total hours worked, overtime, and gross pay.
Weekly Timesheet
| Day | Clock In | Clock Out | Break (min) | Next Day | Hours |
|---|
Pay & Overtime Settings
Results
Daily Summary
| Day | Clock In | Clock Out | Break | Hours Worked | |
|---|---|---|---|---|---|
| Fill in your times above | |||||
Accurately tracking work hours is the foundation of correct payroll. The calculation starts with total hours worked per day (clock-out minus clock-in, minus any unpaid breaks), summed across the workweek. Under the federal Fair Labor Standards Act (FLSA), non-exempt employees must receive overtime pay — at least 1.5× their regular rate — for all hours worked beyond 40 in a workweek. Some states go further: California and a handful of others also require daily overtime for hours beyond 8 in a single workday, and double-time for hours beyond 12.
Getting overtime calculations right matters both for employees and employers. Underpaying overtime can trigger Department of Labor audits and back-pay liability. For workers, understanding the rules helps catch errors on pay stubs before they compound. Key nuances include: overtime is calculated on the workweek (Sunday–Saturday or another fixed 7-day window), not the pay period; salaried non-exempt employees still earn overtime; and paid time off typically does not count as "hours worked" for overtime purposes.
| Work Type | Hours Threshold | Overtime Rate | Notes |
|---|---|---|---|
| Federal (FLSA) | >40 hrs/week | 1.5× regular rate | Applies to non-exempt employees nationwide |
| California daily OT | >8 hrs/day | 1.5× regular rate | Also applies on 7th consecutive day |
| California double-time | >12 hrs/day | 2.0× regular rate | Or all hours on 7th day after 8 hrs |
| Alaska / Nevada | >8 hrs/day | 1.5× regular rate | Daily OT rule similar to California |
| Salaried non-exempt | >40 hrs/week | 1.5× effective hourly rate | Salary ÷ 40 = regular hourly rate |
| Healthcare (8/80 rule) | >80 hrs/14-day period | 1.5× regular rate | Allowed alternative for hospitals under FLSA §7(j) |
| Fluctuating workweek | >40 hrs/week | 0.5× regular rate (additional) | Regular rate changes week to week |
When does overtime pay kick in?
Under federal law, overtime begins after 40 hours worked in a single workweek — not a pay period. If you're paid bi-weekly, each of the two weeks is evaluated separately. Some states (California, Alaska, Nevada, Colorado) also trigger overtime after 8 hours in a single workday, so you could owe daily overtime even in a week where total hours are under 40.
How do I calculate overtime pay from an hourly rate?
Multiply your regular hourly rate by 1.5 to get your overtime rate. Then multiply that rate by the number of overtime hours. For a $16/hour worker with 5 overtime hours: overtime rate = $24/hour; overtime pay = $24 × 5 = $120. Add that to regular pay (40 × $16 = $640) for a gross of $760.
Does a lunch break count as working time?
An unpaid meal break of 30 minutes or more where the employee is completely relieved of duties does not count as hours worked. Short rest breaks of 5–20 minutes typically do count and must be paid. If an employee works through lunch or is interrupted during it, that time should be counted as hours worked. State laws vary — California mandates a 30-minute unpaid meal break after 5 hours and penalizes employers who miss it.
What is "time-and-a-half"?
Time-and-a-half means 1.5 times your regular hourly rate. If you earn $20/hour, your time-and-a-half rate is $30/hour. This is the federal minimum for overtime; employers can pay more but not less. The phrase comes from the idea that you receive your regular "time" (100%) plus an additional "half" (50%), totaling 150% of your base pay.
Do overtime rules apply to salaried employees?
It depends on whether the employee is "exempt" or "non-exempt." Salaried employees earning above the FLSA threshold ($684/week as of 2024) who perform executive, administrative, or professional duties are typically exempt and do not receive overtime. Salaried workers below that threshold, or who don't meet the duties test, are non-exempt and must receive overtime calculated on their effective hourly rate (weekly salary ÷ 40).