|Check In||Check Out||Total Time|
Not all companies or employers pay for lunch breaks to their employees. Wherefore, they have to record the total hours worked of each employee in two shifts (excluding the lunch break duration) to deduce the payable hours worked.
This process involves a lot of entries of Check INs and Check OUTs, which may cause confusion or increase the chance of error while processing this data to calculate the Net pay.
So, if you were going through the same confusion and worried about the mistakes that may cause a loss to you, then don’t worry! You are in the right spot.
Our experts have created a fantastic tool that will help you calculate your Total Hours Worked, excluding your lunch break, in few steps with 100% accuracy and instantly.
Note: Calculating Total Hours Worked excluding Lunch Breaks is one of the most common uses of our calculator, due to which we will using this situation throughout our guide, but you can also use it in many other possible purposes due to its versatile design.
Upon launching the Two Shift Calculator (commonly known as Timecard with lunch breaks calculator), you will see seven tables each denoted for each day in a week. (As shown in the image above).
Each table has three columns, where the first two are for the input of Check INs and Check OUT Times for each shift, respectively. The input time should be in regular Time (AM/PM) Format where you can easily toggle between AM and PM using the drop-down menu.
Third and the Last Column calculates & displays the time duration (Total Hours worked) of each shift.
Now input all Check IN and Check-Out times for all shifts in a week.
Once you have entered the data, Total Hours Worked in a Week excluding Lunch Break will be calculated and displayed in the "Total " row as shown in the image below:
You also have an option to:
Now you can use this result to calculate Net Hourly Pay of an employee. You can also use our Paycheck Calculator to save more time and effort.
Answer: There are numerous methods to calculate the duration of your lunch break that may change according to the situation.
We will use an example to make you understand the primary method. It would give you an idea of the approach that may help you in finding out your answer.
John arrived at work at 8:00 AM and left his room for lunch at 12:30 PM. After lunch, He came back to his office at 1.30 PM and worked till 5:00 PM, till the end of the working day. How long was his Lunch Break?
Due to Lunch Break, John's work hours were divided into two shifts.
Shift 1 was from 8:00 AM to 12:30 PM, and Shift 2 was from 1:30 PM to 5:00 PM.
So, End Time of Shift 1 would be the Start Time of Lunch Break, and Start Time of Shift 2 would be the End Time of Lunch Break. Therefore, we will subtract End Time of Shift 1 from Start Time of Shift 2 to get a duration of Lunch Time:
Summary: 1:30 PM minus 12:30 PM equals 1:00 Hours, So, Lunch Break was 1 Hour Long.
Quick Tip: If you want to subtract two times instantly, you can use our Time Elapsed Calculator.
Solution: To calculate Bi-weekly Hours, excluding lunch Breaks, follow the steps below:
Note: You can calculate duration using our Time Elapsed Calculator, after converting the regular time into Military Time using our Military Time Converter.
Note: You can add all durations instantly using our Hour Calculator.
Suggestion: Don't have time to follow all the steps mentioned above? Don't worry! We have a solution!
Solution: Although every employer has their template (format) for timecard or timesheet, usually all of them have Check-In and Check-Out Time for before and after lunch break along with Regular Hours and Overtime column.
To calculate hours and minutes in a time card for deducing Total Hours Worked in a Day, A week along with overtime and your total hourly pay, follow the steps below:
Note: Adding and Subtracting time is not as simple as adding and subtracting typical numerical values. Therefore, you are suggested to use our Two Shifts Calculator (Time Card Calculator without Lunch Breaks) for skipping above mentioned three steps and for instant & accurate results.
Answer: No, generally, you are not paid for a lunch break for 8 hours workday. However, according to the Employment Law of the United States, employees must be allowed to have an unpaid lunch break after 5 hours of work.
Answer: Waiving the lunch break would not bring extra benefit for an employee as according to the Employment Law of United States If an employee willingly chooses to waive his/her lunch break during work, he must be paid for his work on regular hourly rates having no premium.
Answer: 9 to 5 Jobs means 8 Hours workday. Although, according to the Employment Law of the United States, you are allowed to have 30 minutes of a lunch break after 5 hours of work, it is unpaid.
Answer: No, usually, it is not included in 8 hours of the workday, but if the employer is willing to pay you, you are lucky.
Answer: According to the Employment Law of the United States, the employer is bound to allow you to have 30 Minutes of Unpaid lunch break for 8 hours work shift.
Answer: It depends on your employer to allow you to skip your lunch break and leave early without affecting your working hours and pay. However, doing so may reflect negativity among your co-workers, as it will force them to think that you are slacking off.
Answer: From the employee's point of view, it is better to pay weekly, as frequent pay keeps the employee motivated, aligned to work, and earning, consequently help them easily budget their expenses. However, it does add the extra cost of the company or employee to manage weekly payrolls, due to which most companies prefer bi-weekly, semi-weekly, or monthly salary.
Answer: There is no limit placed by the law on hours worked in a week. However, it is suggested to work no more than 48 hours a week as you need sleep, rest, and time with family and friends for healthy living.
Answer: According to Employment Law of the United States, Employers are bound to give an UNPAID lunch break after continuous 5 Hours of work. Therefore, 40 hours work week does include lunch break time, but you won't be paid for it. However, it is better to discuss it with your HR to get a better idea of the company's policies.