Paychex Flex pays your team. EZTime records what they worked. The bridge is a clear list of codes.
Payroll needs each worker to be the same person in both systems. Names with nicknames, middle names or spelling differences cause errors. Where the payroll system uses a worker ID, store the same ID in EZTime. A short spreadsheet with name, ID and location, checked by one person, saves hours later.
To record clock-ins, breaks and overtime automatically, see EZTime time and attendance software.
The data points, direction and timing for your account are confirmed with the EZTime team during setup, so use this page to prepare your questions rather than as a technical specification.
A payroll platform pays hours under codes, for example regular, overtime, double time, vacation and holiday. EZTime has its own categories. Make a two column table of what each EZTime category becomes in payroll, and have your payroll contact confirm it. If you add a new type of hours, such as on-call or training, add it to the table first.
| In EZTime | Becomes in payroll |
|---|---|
| Regular hours | Regular |
| Overtime over 40 | Overtime |
| Training | Regular |
| Holiday worked | Regular plus holiday premium if your policy pays one |
| Paid time off | Vacation or sick |
Some Paychex clients run several locations or departments. Decide whether labor cost should be reported by location in payroll, and tag hours with the location in EZTime so it can be. Changing this halfway through the year makes comparisons harder.
A part-time cashier works 14 hours at one store and 12 at another, at the same rate of $15.50. The pay run should show 26 hours at $15.50, and the cost split should be 14 to one store and 12 to the other. If the second store’s hours were left out, the worker would be underpaid by $186.00 and one store’s labor cost would be understated.
Regular and overtime hours are simple. The harder cases are hours that are paid but treated differently, and each needs a line in the mapping table and an agreed rule.
| Hour type | Counts toward FLSA overtime? | Note |
|---|---|---|
| Paid training required by the employer | Usually yes | Required training is generally working time under DOL rules |
| Holiday not worked, paid | No | Paid time not worked is excluded from hours worked under the FLSA |
| Paid sick leave | No | State and city sick leave laws decide accrual and use |
| On-call while restricted to the premises | Usually yes | Depends on how free the employee is to use the time |
| Travel between job sites during the day | Yes | Part of the workday under DOL rules |
The table follows federal rules. Some states, California among them, calculate overtime differently, including daily overtime, so confirm your mapping with your payroll contact.
Under the FLSA, overtime is paid at one and a half times the regular rate, and the regular rate includes most nondiscretionary bonuses, such as attendance or production bonuses. A fictional warehouse worker earns $18.00 an hour, works 45 hours and receives a $45.00 attendance bonus for the week.
| Step | Calculation | Amount |
|---|---|---|
| Straight-time pay | 45 hours x $18.00 | $810.00 |
| Add bonus | $810.00 + $45.00 | $855.00 |
| Regular rate | $855.00 / 45 hours | $19.00 |
| Overtime premium | 5 hours x $9.50 | $47.50 |
| Total for the week | $855.00 + $47.50 | $902.50 |
If the bonus is entered in payroll as a separate earning but the hours arrive from time tracking, someone must make sure the overtime premium is recalculated. Ask how your payroll setup handles this before the first bonus is paid.
A fictional employee works 30 hours as a cashier at $15.00 and 15 hours as a shift lead at $19.00 in the same workweek. That is 45 hours, so 5 are overtime. By default, the FLSA uses a weighted average: total straight-time pay of $735.00 divided by 45 hours gives a regular rate of $16.33, and the overtime premium is half of that for 5 hours, about $40.83.
For this to work, the hours must arrive in payroll split by role, not as a single total. In EZTime, tag each shift with the role or job worked, and make sure each role maps to the right earning code and rate in Paychex Flex. The DOL also permits paying overtime at the rate for the work done in the overtime hours, but only where the employee agreed to it in advance, so ask your payroll contact which method you use.
It can, through the EZTime API (Premium plan) or a custom integration built by EZTime’s development team. Ask the EZTime team how it works for your account.
No. Match EZTime’s workweek and pay period to what payroll already uses.
Ask your payroll contact to add it before you use it, then update the mapping table.
Often yes. Under the FLSA, nondiscretionary bonuses are generally included in the regular rate, which raises the overtime rate for that workweek.
Not under federal rules, because it is not time worked. Some states and some company policies treat it differently, so check yours.
At the start of a pay period, ideally early in a quarter, with one parallel period to compare totals.
Weekly overtime math
Add up shifts and breaks
Convert pay between formats
Book a demo and bring one pay period or one week of sales. We will go through what you want to see and which data is needed.
Paychex Flex is a trademark of its owner. EZTime is not affiliated with or endorsed by Paychex Flex. This page is general information, not legal, payroll or tax advice. Rules differ by state, city and contract, and they change. Check with a qualified professional before you act. Numbers in examples are made up.