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Time Card Calculator With Lunch + Online Solver With Free Steps

 

A Time Card Calculator with Lunch is a simple online application that maintains records of working time, rest breaks, and remuneration on a regular, quarterly, or monthly basis.

It permits various daily breaks and can automatically eliminate breaks from your overall workday. For every work session, enter the clock-in & clock-out times.

A colon may separate hours and minutes, but it is not necessary.

What Is a Time Card Calculator With Lunch?

The Time Card Calculator with Lunch is an online tool that automatically computes the entire hours of work and gross compensation for the manager.

A time card enables you to keep track of all the timings you have worked over a period of time in chronological order. In essence, it lists every moment you began, paused, or quit working.

If you decide to do so, an online time card appears to make it simple for anyone to understand how many hours a person has worked overall and how much he should be paid depending on the hourly rate we supply.

You can choose to work with various time intervals, take breaks, and insert extra shifts. The Time Card Calculator here makes it fast and easy to do the task correctly with its straightforward design.

How To Use a Time Card Calculator With Lunch?

You can use the Time Card Calculator with Lunch by following the guidelines below; the calculator will help provide accurate results.  To use the calculator properly, carefully go through the instructions mentioned below.

Step 1

Fill the entry box with the Start Time, Lunch Start, Lunch End, and End Time.

Step 2

To determine the Time Card for the provided time sequence and to view the complete, step-by-step solution for the Time Card Calculation, click the “Submit” button.

How Does a Time Card Calculator With Lunch Work?

The Time Card Calculator with Lunch works by tracking the beginning and ending times of operations, as well as the task’s timeframe.

Tracking time helps cut a company’s costs by improving payroll process efficiency, making costs apparent so they can be reduced, and managing to bill and invoice automatically.

Automated billing is another way that time tracking can boost revenue.

Exempt vs. Non-exempt Employees

The majority of workers are regulated by various restrictions imposed by the National Labor Relations Act and are characterized as either exempt or non-exempt employees.

Additionally, there are wage and hour restrictions in several states. As a result, knowing one’s place is crucial for employers and employees.

Non-exempted employees are eligible for overtime pay in addition to the minimum wage. When these employees spend more than Forty hours per week, companies must pay them 1.5 times their usual rate for overtime.

Exempt employees do not have overtime pay rights and are not covered by the National Labor Relations Act.

By definition, several job categories are excluded, particularly those in commission-based sales, computer science, and seasonal workforce, as well as those in executive, managerial, or professional responsibilities.

Executive, highly qualified, and managerial jobs typically include exempt job responsibilities. The United States Labor Department has more information, but the three major kinds of exempt employment duties are briefly explained here.

Executive Exemption

Employees eligible for the exemption must execute administrative activities, such as leading the company as a single entity, section, or division.

The employee’s primary responsibilities must include some authority over the selection and termination of other employees, as well as the supervision of at least two additional employees.

Administrative Exemption

Managerial exemptions, such as executive and highly skilled exemptions, still call for a minimum wage per week.

To be eligible for the managerial employee exemption, this personnel must also fulfill non-manual office tasks that are closely connected to management or general business operations, among other conditions.

This covers positions like those in public affairs, accounting, finance, and human resources.

Professions That Are Not Exempt

The exceptions above often only apply to “white collar” workers.

The exemptions do not apply to “blue-collar” employees, such as those who engage in manual labor or other repetitive tasks requiring strength and stamina. This is true even if they satisfy the wage above and job description standards.

Non-management workers in manufacturing, repair, or development are entitled to a basic wage and overtime pay, regardless of how well compensated they are.

Artisans, painters, mechanics, handypersons, and builders are among the vocations covered by this.

Additionally, first responders such as law enforcement officers, medics, physicians, correctional officials, park rangers, and others who put out fires or rescue victims of accidents, crimes, or fires are not free from the exclusions.

The same applies to positions requiring surveillance, apprehending suspects, and other related activities.

Solved Examples

This section covers some examples that are relevant to the concept of Time Card Calculator With Lunch. By solving these examples, you will be able to understand the working of the calculator.

Example 1

Your employee reported to duty at 9:22 o’clock in the morning, had lunch from 12:30 till 1:15 p.m., and left the office at 5:08 p.m.

The hours after noon must be changed to 24 hours. Thus 1:15 p.m. will become 13:15 while 5:08 p.m. will become 17:08.

Calculate the Time Card.

Solution

In our case, this implies that your employee will clock in and out at 09.37 and 12.50 during the 1st part of their duty and 1:15 or 13:25 and 17:13 for the latter.

Take the employee’s shift start and end times and subtract them.

12:50 – 09:37 = 03:13

17:13 – 13:25 = 03:88

To determine the total working hours for the day, add the third-step working hours altogether.

03:13 + 03:88 = 07.01

So, in total, your staff put in a little over 7 hours.

Follow these instructions for each day worked throughout the pay period, then add up all the weekdays to get the employee’s overall weekly hours.

In order to calculate their gross salary before adjustments, multiply the sum by their hourly rate.

Example 2

Shift Starting Starting Time: 08:30 am

Shift Starting Ending Time: 03:45 pm

Using the hours and minutes worked, calculate the total time worked.

Solution

  1. All times should be converted to military time or a 24-hour clock:
  2. Change 8:45 am to 08:45 am.
  3. 3:45 PM should become 15:45 PM.
  4. Proceed by deducting the start time from the end time.
  5. You now have a record of the hours and minutes for the day.
  6. Finally, you must transform this into a decimal system in order to calculate the overall wage.

There was 7 hours and 15 minutes of work.

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