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, or to the nearest one-tenth or quarter of an hour" provided the rounding does not, over time, fail to compensate the employee for all the time actually worked. Federal rounding has to be NEUTRAL — averaging out across employees and pay periods. Systematic down-rounding violates the rule and triggers back pay + liquidated damages under FLSA §16(b).

Source: 29 CFR §785.48

Can California employers still round time?

Increasingly difficult, with the rule trending decisively away from rounding. The 2022 Court of Appeal decision Camp v. Home Depot held that an employer cannot use rounding when its time-tracking system can capture actual time to the minute — which modern systems all can. Camp is currently under California Supreme Court review (S277518); the Court of Appeal opinion has "persuasive value only" per California Rule of Court 8.1115(e)(1) until the Supreme Court decides. A 2023 Court of Appeal follow-up, Woodworth v. Loma Linda, reached the same conclusion on independent grounds. Donohue v. AMN Services (2021, California Supreme Court) had already banned rounding for meal periods — that holding is final. The combined effect: California employers should turn rounding off for hourly nonexempt employees on any modern time clock, and watch for the Camp Supreme Court decision. The federal rule still applies, but the California direction overrides it for California workers.

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 must be applied at the punch level, not at week-totals. (2) The interval has to be 15 minutes or smaller per the regulation. (3) The rounding must be NEUTRAL over time — if employees consistently lose minutes, the policy violates §785.48(b). (4) Rounding cannot be applied to meal periods in California per Donohue v. AMN. (5) For nonexempt employees on a modern time clock that captures actual minutes, the safe approach is to skip rounding entirely.