The short answer: EZTime lets you define work-hour rules, such as maximum weekly hours, minimum rest between shifts, a weekly day off and overtime thresholds, for the whole company, a department, a role or a single employee. The system compares every clock-in and every published schedule against those rules and alerts managers when a rule is broken or about to be.
Most employers have rules about how much people can work: overtime caps, rest between shifts, days off, break requirements. Some come from company policy and others from federal, state or local law. Checking them manually across dozens of employees and a schedule that changes every week is close to impossible.
The result is familiar to every payroll team: unplanned overtime shows up at the end of the pay period, a closing shift runs straight into an opening shift, or an employee works seven days in a row without anyone noticing. By the time someone sees it, the cost is already paid.
Labor rule alerts move that check to the moment it matters, while the week is still open and a manager can still adjust a schedule, approve an exception or send someone home.
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Require approval for work beyond a set number of hours, for example 50 hours a week. The manager is alerted as the employee approaches the limit, not after payroll.
Set a minimum gap between clock-out and the next clock-in, for example 8 or 10 hours, to prevent back-to-back closing and opening shifts.
If your policy or applicable law requires a weekly day of rest, EZTime tracks it and flags schedules that do not allow it.
Get notified when hours reach the point where overtime applies in your configuration, such as over 40 hours in a workweek or daily overtime where state law requires it.
Remind employees and managers about meal and rest breaks set in your policy, and see missed breaks before the week closes.
Catch open punches at the end of a shift so hours do not keep running overnight and need a correction later.
Rules should reflect your company policy and the federal, state and local requirements that apply to your business. The federal Fair Labor Standards Act sets overtime at one and a half times the regular rate for non-exempt employees after 40 hours in a workweek, while some states add daily overtime, meal and rest break rules or predictive scheduling requirements. Review your rules with HR or counsel and update them when laws change. This page is general information, not legal advice.
For the details behind the most common rules, read our guides to FLSA overtime rules, California meal and rest break rules and predictive scheduling laws.
You can set weekly hour limits, minimum rest between shifts, a weekly day off, daily and weekly overtime thresholds, break reminders and forgot-to-clock-out reminders, for the company, a department, a role or an individual employee.
Both. EZTime checks published shifts when you build the schedule and checks actual clock-ins and clock-outs as they happen, so you can catch issues before and during the week.
Alerts go to the managers responsible for the employee, location or department. You decide which managers see which alerts.
No. You configure the rules that apply to your business. EZTime then monitors them for you. Review your rules with HR or counsel, since requirements vary by state and city.
Yes. A manager can approve extra hours or an exception, and the approval is saved with the alert so you have a record.
Yes. EZTime offers a 14-day free trial with no credit card required. Plans start at $2 per employee per month.
Rules are checked when you build and publish the schedule.
Every punch is checked against the rules for that employee.
Fix missed punches with manager approval before payroll.