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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|Day||Starting Time||Ending Time||Break||Total||Select checkboxes to
auto-fill time entries
Unlike weekly timesheets, which are submitted once per week, and semi-monthly timesheets, which are submitted twice per month, bi-weekly (or two-week) timesheets are submitted once every two weeks. Bi-weekly timesheets are ideal for companies that use a bi-weekly payroll process and employees who are salaried.
Insert your employee's hourly rate to calculate the total amount that employee will earn, in addition to their total hours worked, on this week's timesheet. For a more accurate dollar amount, don't forget to insert the employee's time spent on break.
Overtime pay is defined in the Fair Labor Standards Act (FLSA) as a rule that mandates nonexempt employees receive pay for time worked in excess of 40 hours per week. Employees must be paid no less than half their regular rate of pay. Select your overtime condition and the rate of pay your employee makes overtime to see that employee's gross overtime pay.
You can download your free data and import and print using your favorite spreadsheet application. Just click Download CSV 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.
This time card calculator is useful for unique needs of both managers and employees. While employees just need a simple time card to easily calculate their expected pay for the week, managers can use break times and overtime options to ensure they are staying compliant with the Department of Labor (DOL). As a result, managers, you should also be aware of the following DOL policies.
Over 8.6 million employees are misclassified, and many business owners don't know it. If an employee is misclassified as either exempt or nonexempt, you may not be paying them the overtime they're eligible for. Misclassifying employees leaves you vulnerable to unpaid back wages and taxes, in addition to potential attorney fees.
Even if your company policies prohibit employees from working overtime, any nonexempt employee who works in excess of 40 hours per week must be paid overtime. While employees can be disciplined for not following company policy, you cannot refuse to pay overtime to employees.
While the FLSA doesn't require meal or rest breaks, 21 states do. But if you're clocking employees out while they work through lunch, you're putting yourself at risk for a costly wage and hour lawsuit.Learn how to classify employees
Never manually enter hours again, and solve your time card calculation headaches. Save up to 8% on gross payroll costs and run payroll in less than 15 minutes.