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The Time Card screen is where you enter your daily time cards and easily drill-down
information you want to see quickly. You can enter any number of time cards
for an employee for any given day. An employee may use any number of Pay Types during
the Period. If more than one Pay Type is used and the employee goes into overtime,
the overtime is then calculated with a weighted average. See
'Overtime Averaging' below for detailed information.
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This screen opens assuming you will enter time cards for the Period End Date selected
on the Main Menu. However, you may enter time cards for any period at any time.
To view time cards for a period other than the one selected. Click the 'All Periods'
option.
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To make a time card overtime, check the OT box for that employee. This option is
not available in QuickBooks. You must select Overtime from the Pay Type box.
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To automatically calculate overtime for the period, click the Calculate Overtime
button. JobCostPro will figure out who has overtime and make the necessary changes
to the time cards. If necessary, it will split a time card and charge part of the
job to overtime.
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To drill-down select information, choose from the blue pick boxes until the desired
results are showing. Click the Show All option to return to the default view of
all records shown for the period. For example, to only view time cards for overtime
on 1/21/2003, select that date from the date pick box and then check the overtime
(OT) check box.
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Click this link to view a Sample Time Card that your
employees can use.
Overtime Averaging
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The Fair Labor Standards Act (FLSA) is the statute that, in most cases, controls
how to determine applicable overtime pay rates. If there is a state law that is
more restrictive than the FLSA, the state law will control, however JobCostPro uses
the following guideline.
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The basic way to calculate overtime pay under the FLSA for multiple rates is to
use a "weighted average" of the rates. This means taking the total earnings for
the week from all rates, plus any premiums or bonuses, and dividing that total by
the number of hours worked at all jobs. This calculation gives you a "regular rate"
for that work week, and is the rate to use for all hours over forty that must be
compensated at time and one-half.
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