Time Card Calculator with Lunch

How does the calculator handle a midnight crossover (graveyard shift)?

When the clock-out time is earlier than the clock-in time, the calculator treats clock-out as the next calendar day and adds 24 hours to the difference. A 10 PM start and 6 AM end registers as an 8-hour shift, and the row shows a small "+1d" marker so you can see the crossover. Equal in and out times register as a 0-hour shift, not 24 hours — the assumption is that an unclosed punch should not silently inflate the timesheet.

Is rounding allowed under federal law?

Yes, with conditions. 29 CFR §785.48(b) permits rounding to the nearest 5 minutes, one-tenth of an hour (6 minutes), or quarter hour (15 minutes), provided the practice does not, over time, fail to pay employees for all time actually worked. The calculator also includes a 10-minute option because payroll teams commonly ask for it, but 10-minute rounding is a convention rather than a regulation-named interval.

Source: 29 CFR §785.48

Can California employers still round time?

It is increasingly hard to defend. Camp v. Home Depot, a 2022 California Court of Appeal case, held that when an employer captures exact time, it must pay for all time worked instead of rounded time. The California Supreme Court granted review, so Camp is persuasive while review is pending, not final Supreme Court law. Donohue v. AMN Services is final and bars rounding California meal periods. The practical setup for California nonexempt employees is exact-time pay unless counsel approves another policy.

Source: Camp v. Home Depot, 84 Cal. App. 5th 638 (2022) — Court of Appeal opinion (under Supreme Court review) · Donohue v. AMN Services, 11 Cal. 5th 58 (2021) — California Supreme Court (final)

Why is lunch break entered as minutes, not as in/out times?

Two reasons. First, single-number break entry is what every comparable calculator uses — Redcort, Calculator.net, OnTheClock, Harvest — so the input pattern is familiar. Second, breaks are usually self-reported as a single duration ("I took 30 min for lunch") rather than two precise punch-outs. Entering in/out punches for the break would imply meal-period compliance precision the underlying input data rarely supports. If you need to compute California §226.7 meal-break premium pay specifically (the extra hour owed when a meal break is missed, late, or short), that's a different calculation — handled at /tools/california-meal-break-premium-pay.

How does the daily overtime threshold differ from the weekly one?

Weekly overtime is the FLSA baseline (1.5× for hours over 40 in a workweek). Daily overtime is a state-law addition — California, Alaska, Nevada, and Colorado are the main states with general daily-OT rules. This calculator lets you pick ONE rule (weekly 40, or daily 8/10/12). State-specific stacking — California pays the GREATER of daily or weekly, plus double-time after 12, plus a 7th-consecutive-day premium — is more complex than a single threshold and is handled in the state overtime calculator instead.

Does the calculator save my entries?

No. Inputs live only in your browser tab's memory. Closing the tab clears the data. Nothing is sent to a server. If you need timesheets that persist across sessions, share with managers, lock after approval, and ship to payroll, that is what Clockspot does — see the link below.

How do I count travel time, on-call, or training hours?

Under FLSA §3(o) and 29 CFR §785, all hours worked count — including compensable waiting time, certain travel between job sites (not the commute), training that is mandatory or job-related, and on-call hours that are restrictive enough to count as work. The calculator does not distinguish hour types; enter the total work time per day, including any compensable hours that fit the FLSA definition. Off-duty hours where the employee is genuinely free do not count.

Source: DOL — Hours Worked

What is FLSA-compliant rounding in practice?

A few rules. (1) Rounding should be applied at the punch level, not to week totals. (2) The regulation names 5-, 6-, and 15-minute intervals. (3) The policy must be neutral over time; if employees consistently lose minutes, it fails. (4) California meal periods cannot be rounded. (5) When exact time is already captured, exact-time pay is usually easier to defend.