One sheet for a full month of hours, with weekly subtotals so overtime is still counted by workweek.
Monthly sheets suit salaried teams, contractors and organizations that pay monthly. For non-exempt hourly employees, overtime must still be counted per workweek, and a workweek often crosses the month boundary.
The sheet below includes weekly subtotal rows so a week split across two months can be completed correctly.
15 items. Complete it digitally or on paper, whichever your team prefers.
March starts on a Thursday and the company workweek runs Sunday to Saturday. The first row group covers Thursday to Saturday and is added to the last days of February’s sheet to check overtime for that workweek.
Monthly sheets suit salaried or project-based staff, but the FLSA still counts overtime by workweek for nonexempt employees. Marking weeks that cross month lines keeps overtime from being missed when two sheets split one week.
| Employee | Noah, ID 52, Cascade Engineering consultants, Bend OR |
|---|---|
| Month | September 2026, workweek Mon to Sun |
| Week Aug 31 to Sep 6 | Sep 1 to 6 on this sheet: 33 hrs; Aug 31: 8 hrs on August sheet |
| Workweek total | 41 hours, 1 overtime |
| Other weeks | 40, 38, 40 hours |
| Week Sep 28 to Oct 4 | Sep 28 to 30: 24 hrs, carried to October |
| Leave | Sep 18 vacation, 8 hours |
The first workweek starts on Aug 31, so its hours are combined with August’s last day to find the 1 overtime hour. The last workweek is carried into October for the same reason.
Monthly payrolls, exempt staff and contractors billing monthly.
Per workweek for non-exempt employees, not per month.
Some companies track attendance or projects for them too.
Yes, add client or project codes.
Group the days of the month into the company’s fixed workweeks, total each workweek, and pay overtime on hours over 40 in each one. A workweek that starts at the end of one month and ends in the next has to be combined across both sheets. Do not compare the month total to 160 hours.
Yes, many employers use them for exempt staff to track leave, projects or client billing, even though exempt employees are not paid overtime. The sheet then records days worked and leave taken rather than precise hours. Some states still require hours records for certain exempt roles, so check before dropping times.
More for the same job
With jobs and clients tagged in EZTime, you can compare what you quoted with the hours the work really took.