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Great for tracking work hours, overtime and PTO
I can easily monitor daily activities with Jibble's time tracking. I can track remote workers' hours as well as overtime, and also set the calendar according to my region to assign holidays and weekends accordingly.
Jibble honestly makes doing payroll a breeze, I have no complaints
Jibble is very user-friendly. The ability of my staff to use mobile devices to clock in and out makes tracking work hours easy. My employees started using it immediately without issues. This software honestly makes doing payroll a breeze... I have no complaints about Jibble.
Jibble has revolutionized our company's payroll and time tracking
We have revolutionized our company's payroll and time tracking with this software. The app is easy to use and straight-forward for our employees to learn. It saves our team many hours of work a week.
An easy-to-use timesheet calculator to better manage payroll
We have had great results using Jibble. We can better manage payroll because no one has a reason why they cannot log in or out using Jibble. Tech support is very good and responds quickly to your issues. Because of how easy the mobile application is, we use it to track employee's daily work hours.
Jibble is super helpful!
Jibble is a great time tracking system for calculating payroll hours and minutes. Being able to track time with activity tags is the best.
Perfect for payroll
This is exactly what I needed to automatically track employee hours and enter them in our payroll processing system! It's great for multiple employees, easy to manage, and has a straightforward interface. Employees seem to like the mobile app for check in/check out.
VERY convenient to use
Most businesses have resorted to work-from-home arrangements since the pandemic, including our company. With Jibble, payroll hours and minutes calculations have become very easy with payroll-ready timesheets. Plus, it's easy for us to clock in and out with the mobile app.
The best timesheet app I have used in 20+ years of running payroll!
The ability for all team members to log in on site and remotely using the same software is such a time saver for us. The system is very easy to use and reporting is simple and quick. Customer support are quick to reply and very helpful. All in all, this is the best timesheet app I have used in 20+ years of running payroll!
FAQs
Some frequently asked questions...
Non-exempt employees are entitled to overtime pay at 1.5 times their regular hourly rate for any hours worked over 40 in a workweek, and employers are required to track and pay for all overtime worked.
In contrast, exempt employees are not entitled to overtime pay, typically due to their job duties or salary level.
Therefore, non-exempt = eligible for overtime, while exempt = not eligible.
Penalties for willful or repeated violations of overtime pay obligations can reach up to $1,000 for each violation.
Penalties may reach up to $10,000 if the employee in question is a young worker, under child labor provisions.
Further, any willful violation of the FLSA may lead to criminal prosecution and a $10,000 fine, with jail time applicable on a second conviction.
No, overtime pay in the US cannot be waived by an agreement between an employer and its employees.
Employers cannot avoid paying overtime by limiting hours in agreements or requiring pre-approval for overtime.
US employers must keep accurate records of overtime pay for each non-exempt employee.
While no particular format is required by law, these records should include the employee’s overtime earnings, as well as employee details, pay rate, hours worked each day, total hours worked each week, among other details.
Timekeeping can be done using any method, such as a time clock, manual logs, or time tracker, as long as it is accurate and complete.
There is no federal limit on the amount of overtime an adult employee (aged 16 and older) can work in the US, as long as they are paid according to the FLSA.
Salaried employees in the US are generally not entitled to overtime pay if they earn at least $684 per week and work in executive, administrative, professional, or outside sales roles.
However, salaried workers earning below this threshold or in non-exempt roles may still qualify for overtime pay.
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What law governs overtime pay in the US?
In the US, overtime pay is governed by the federal Fair Labor Standards Act (FLSA), with some states offering additional protections through state law.
Federally and through the FLSA, overtime is offered after 40 hours a week.
What is the standard overtime pay rate in the US?
In the US, overtime is set at 1.5 times the employee’s regular hourly wage for any hour worked beyond 40 in a workweek, as required by the FLSA.
As the federal minimum wage in the US is set at $7.25 per hour, the typical overtime rate for minimum wage workers is $10.87.
Photo by Jakub Żerdzicki on Unsplash
How is overtime pay calculated and paid in the US?
In the US, overtime pay is calculated at 1.5 times an employee’s regular hourly rate for any hours worked over 40 in a workweek, as required by the FLSA.
Overtime pay is not required for work done on weekends, holidays, or scheduled days off unless those hours exceed 40 in the workweek.
A workweek is defined as a consistent and recurring span of 168 hours, or seven consecutive 24-hour days, which can begin on any day and at any time.
Employers can set different workweeks for different employees or groups, but they are not allowed to average hours across multiple weeks.
Overtime pay should be issued on the regular payday for the period in which it was earned.
Read more on US overtime laws or try out our work hours calculator for FREE!
Who is eligible for overtime pay under US law?
Under US federal law, most employees are eligible for overtime pay if they work more than 40 hours in a week, unless they are exempt.
Overtime exemption criteria are set by the FLSA, and they apply based on salary and roles, among other things.
As such, salaried workers in the US earning at least $684 per week in executive, administrative, professional, or outside sales roles are exempt from overtime.
Further, Highly Compensated Employees (HCEs), those in the Motion Picture, computer employees, and more can be exempt with varying exemption rates.
Certain job roles may also lead to ineligibility for overtime, including farmworkers, commissioned sales employees, and drivers.
For a full list of exemptions and specific criteria, it’s best to refer to the Commonly Used Exemptions under the FLSA.
What are the key tips for accurately offering overtime pay in the US?
Here are some simple tips to help you track overtime accurately:
- Stay Updated with Overtime Laws: Overtime rates in the US, as well as exemption criteria and thresholds, are expected to change from time to time; tracking these changes is essential to ensure compliance with the law.
- Inform your team on overtime policies: Ensure your team clearly understands key overtime elements, including eligibility and exemption, entitlement, pay dates, and hours tracking.
- Keep records of overtime hours: Prevalently, wage and hour violations in the US result from poor documentation of work hours. Tracking overtime hours and keeping records is essential to legal compliance.
