Hours clocked on site, and payroll that follows.

Hours get counted twice, then argued over.

The problem isn't counting hours, it's counting them twice: once on site, once for payroll. Between the two a sheet goes missing, a per diem is estimated, a premium is forgotten — and the argument lands on the pay stub, when there's nothing left to settle it with.

• Paper sheets collected at month end, sometimes never handed in
• The same hours re-keyed for payroll, with the errors that brings
• One worker across three sites in a week, and approximate travel pay
• Nothing to stand on the day an employee disputes their hours

Clocked on site, once, and that's it.

Everyone clocks in from their phone, on the job they're standing on: two buttons, a few seconds. The time is stamped, the site is known, travel pay and per diems are computed from actual attendance, and nobody has to remember on Friday evening.

Overtime is visible before month end, while there's still time to organize the week differently.

• Clocking attached to the job, not to a vague day
• Overtime visible before the end of the month
• Travel pay and per diems computed from actual attendance
• An export that feeds your payroll, in its own format

Clocking in by phone holds up, as long as the record does.

The Fair Labor Standards Act requires an accurate record of the hours non-exempt employees work each day and each week, and leaves the method up to you. Mobile clocking meets it as long as entries are timestamped and kept: time cards for at least two years, payroll records for at least three. Some states add their own rules.

Location tracking isn't needed for a clock-in to hold up. If you want it, tell your staff, limit it to working hours and check your state's rules — it's a management decision, not a technical setting.

• FLSA: hours recorded each day and week, any method
• Timestamped, kept two to three years, exportable
• Location tracking is optional, and some states regulate it
• Clock-in records stay exportable at any time