Time Card Calculator
Enter your clock-in and clock-out times to calculate weekly hours and pay
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Understanding Your Time Card
A time card is more than a record — it is your proof of hours worked and the basis for your paycheck. Understanding how hours translate to pay protects you from errors and ensures you receive every dollar you have earned. Payroll mistakes are surprisingly common, and employees who track their own hours catch discrepancies that would otherwise go unnoticed.
The Fair Labor Standards Act (FLSA) requires employers to pay overtime at 1.5 times your regular rate for any hours worked beyond 40 in a workweek. Some states, like California, also require daily overtime for hours beyond 8 in a single day. If you regularly work 9-hour days, check your state laws — you may be owed more than you think.
Overtime Rules You Should Know
Federal law defines overtime as anything over 40 hours per week at 1.5 times your regular rate. A $20/hour worker earns $30/hour for hours 41 and beyond. Some key exceptions: salaried employees earning above $43,888 annually are generally exempt from overtime (the 2024 threshold). California requires daily overtime after 8 hours AND double time after 12 hours. Some states have no additional overtime protections beyond federal law.
Employers cannot average hours across two weeks to avoid overtime. Working 50 hours one week and 30 the next does not average to 40 — you are owed 10 hours of overtime for the first week regardless of the second. This is one of the most common wage violations, particularly in restaurants and small businesses.
Break Time Requirements
Federal law does not require meal or rest breaks, but most states do. California mandates a 30-minute unpaid meal break for shifts over 5 hours and a paid 10-minute rest break for every 4 hours worked. Many states follow similar patterns. Breaks under 20 minutes are generally considered paid time under federal law — if your employer deducts 15-minute breaks from your time card, that may violate the FLSA.
Keeping Your Own Records
Even if your employer tracks time electronically, maintaining your own record is wise. Take a photo of your time card or screenshot your time clock app each week. If a dispute arises, the Department of Labor will generally accept the employee's records when the employer's are incomplete or inconsistent. Keeping a simple log takes 30 seconds per day and can be worth thousands of dollars if an error occurs.
How is overtime calculated?
Federal overtime is 1.5× your regular rate for every hour over 40 in a workweek. If you earn $18/hour, overtime pays $27/hour. Some states also require daily overtime for hours beyond 8 in a single day. Double time (2× rate) may apply after 12 hours in a day in states like California.
Do breaks count as work time?
Short breaks (5-20 minutes) are generally paid time under federal law. Meal breaks of 30+ minutes are typically unpaid, but only if you are completely relieved of duties. If you eat at your desk while answering emails, that should be paid time. State laws vary significantly.
Can my employer round my time?
The FLSA allows rounding to the nearest 5, 6, or 15 minutes, but rounding must be neutral over time — it cannot consistently benefit the employer. If your employer always rounds down at clock-in and always rounds up at clock-out, that is a violation. Rounding should average out to be fair to both parties.