Weekly Timesheet Template
We’ve built a generic weekly timesheet which is currently formatted for Microsoft Word. It could easily be converted into a Microsoft Excel timesheet template however, if you prefer to use that – and scale this document over time. With that you could create a biweekly timesheet, monthly timesheet, or other variation. We also offer a monthly timesheet template, also in Microsoft Word for your convenience to aide in self or employee time tracking. This printable doc can easily be converted into a PDF as well if you wish, or added to Google Docs (or Google Sheets if you’ve converted it to Excel format).
All employees should fill out an employee timesheet for payroll, paid time off, and reference situations. Generally exempt (salary) employees do not need to record their comings and goings; however, many employers like to have salaried employees record their time in some manner for reference purposes. Non-exempt (hourly) employees should always have their time recorded as any hours worked in excess of 40 hours in one week should be paid at 1.5% of their hourly rate.
There are many versions of time records that can be obtained and used. This template is one example of a basic time record or time sheet for weekly record-keeping.
We’ve included general items like daily hour slots, but also included a time tracker for lunch breaks, holidays and sick leave (or other PTO). This can track both the start and end time for an employee or contractor on a day to day basis. This is a common scenario at many companies for interns to submit weekly hours as well for each pay period. It calculates the total number of hours but does not list pay rate information – which is left off specifically for any HR considerations on privacy.
Wage laws can be very different depending on the state where the time is being recorded. It is strongly advised that you contact an accountant or HR professional to avoid running up against any state or federal regulations. This, in turn, could cause you and/or your company to be fined or sued for inaccurate timekeeping and payment issues.
It should be made clear to all employees – as well as contained in your company employee handbook – that employees are to fill out their own time sheet. Anyone failing to comply with this requirement by completing and/or signing another employee’s time sheet, thus falsifying the information, could face legal issues as well as company discipline, up to and including termination of employment.
According to the U.S. Department of Labor (“DOL”), each employer shall preserve for at least three years payroll records, collective bargaining agreements, sales and purchase records. Records on which wage computations are based should be retained for two years, i.e., time cards and piece work tickets, wage rate tables, work and time schedules, and records of additions to or deductions from wages. These records must be open for inspection by the DOL Wage and Hour Division’s representatives, who may ask the employer to make extensions, computations, or transcriptions. The records may be kept at the place of employment or in a central records office.
One helpful link is from the U.S. Department of Labor, Wage and Hour Division, on record-keeping requirements under the Fair Labor Standards Act (FLSA):
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Weekly Time Sheet
|Employee Name (Printed):||_______________________________________________|
|Date||Day||In||Out||Break(s)/Lunch||Paid Time Off (PTO)
Other (O) – (please specify)
|TOTAL Regular Hours:|
|Hours Over 40:|
|TOTAL WEEKLY HOURS:|
INSTRUCTIONS: All non-exempt (hourly) employees must fully complete a Weekly Time Sheet by filling in the required information at the top and recording daily total work hour information. Record each daily total to the nearest 0.25 hour. Any overtime hours must be approved in advance by your supervisor. Each supervisor shall initial the approved overtime hours once entered above. By signing this Weekly Time Sheet, you, as the employee, acknowledge and agree that you worked these hours. Falsified time sheet(s) may lead to immediate termination of employment.
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Frequently Asked Questions and Resources
What is a contract?
Contracts are defined as written or spoken agreements which are enforceable by law. They can cover any topic or industry, whether sales, tenancy, employment, or otherwise (source).
What are the different types of contracts?
There are many different types of contracts, as defined by upcounsell, those for fixed prices, employment, lump sums, time and materials, unilateral or bilateral contracts, simple contracts and more. Each has its own specific terms, and can either be oral or written and some are non-negotiable (like adhesion contracts) while others have room to be adjusted or amended.
What makes a contract different from an estimate, quote, bid, or proposal?
Mainly contracts are set and finite and legally binding, whereas estimates, quotes, bids, and proposals are possibilities which can be accepted, rejected, negotiated, or ignored altogether. The key difference is that often a bid or proposal will contain terms and conditions that can be signed by the requestor and turned into a contract (source).
What should I include in my contract?
Every contract is comprised of no less than two core components: clearly outlined terms and signed agreement between two separate parties. For more information, read our 12 clauses you should include in every contract.
How should I write an effective business contract?
Contract creation can be challenging, in most cases getting legal counsel is advised to ensure it will be legally enforceable should you require that. Essentially you need basic terms which should be abided by, and an agreement on what product or service is to be provided, to whom, by whom, and what will be tendered with specific terms (such as deadlines, or how the delivery will be completed). For more tips, read our beginners guide to contract writing.
What is the difference between a contract and an agreement?
An agreement is any understanding or arrangement reached between two or more parties. A contract is a specific type of agreement that, by its terms and elements, is legally binding and enforceable in a court of law, according to Diffen.com.
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