This simple time card calculator can be used for employees and managers alike. Please select conditions and options that best fit your personal time tracking needs.
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How to use the Bi-weekly Time Card Calculator
Add the Hourly Rate
To calculate the grand total of employee earnings, enter your employee’s hourly rate along with the number of hours they worked on the timesheets. Lunch breaks and other unpaid breaks should also be included for a more accurate amount.
Export and Print the Data
You can download your free data and import and print using your favorite spreadsheet application. Just click Download CSV File and then import the file into Microsoft Excel, Google Sheets, or another application.
To save the data as a PDF file, Mac users select File > Print, then click the PDF option in the lower-left corner. Windows users select File > Print, and click the Microsoft Print to PDF option.
The Fair Labor Standards Act (FLSA) defines overtime pay as a rule that nonexempt employees receive pay for the time they work in excess of 40 hours per week. It also mandates that employees must be paid no less than half their regular rate of pay. Overtime conditions apply, so select your overtime conditions and enter an employee’s overtime rate to calculate the gross overtime pay for that employee.
Bi-weekly Time Card Calculator for Managers and Employees
While employees need to add up their time to estimate their pay, managers can use this bi-weekly time card calculator, which includes breaks and overtime options, to make sure they’re in compliance with the United States Department of Labor (DOL). The DOL has policies that managers should always keep in mind when scheduling, reviewing, and calculating their employee’s hours.
Here are three important DOL topics relating to employees that every manager should keep in mind:
It’s not uncommon for employees to work through their lunch breaks. The Federal Labor Standards Act (FLSA) does not require employees to take lunch breaks or rest breaks, but almost half of US states require them to clock out for that time. And mismanaging employee breaks could be costly. If you have employees who work through a break off the clock, you could face a lawsuit.
How employees are classified is an incredibly important DOL concern. Misclassifying your employees as exempt or nonexempt can result in you owing overtime pay for which you weren’t aware employees were eligible. You could also be hit with back wages, taxes, or labor disputes if you mistakenly misclassify an employee.
If you fail to pay for overtime that was unauthorized, you could be penalized. Your company may have policies in place to discourage overtime, but any nonexempt employee who works over 40 hours in one week is entitled to overtime pay, regardless of company policy.
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