Why open source HR and attendance for manufacturing shift work needs a different scope
A plant HR manager usually faces rotating shifts, floor workers who have no company email, overtime that flows straight into payroll, and several sites with different rules. A self-hosted Frappe HR or Odoo setup can cover this, but only if attendance capture, roster rules and kiosk access are designed before anyone configures a leave type. Treat the HR module as the last layer, not the first. Start by listing every shift pattern, every way a worker can clock in and out, and every site where a rule differs, then decide which of those the platform must enforce and which the plant handles on paper or in a separate timekeeping tool.
Plant work also adds systems that HR does not normally own. Badge readers, shop-floor terminals and machine logins may sit close to operational technology, and the ISA/IEC 62443 series is the main reference for securing those industrial automation and control systems. Keep the HR network segment separate from production networks, and agree with the operations and OT teams who owns the kiosk devices, their patching and their physical access. The short answer on platform choice depends on three things: how many sites the rollout must cover, how much local payroll localization each country needs, and whether the plant needs Odoo Enterprise features such as mobile apps, which the editions page describes, or can run on the Community core. Confirm each of these with the vendor and your payroll provider before you commit.
Which requirements shape a plant attendance build
This table maps the requirements that shape a plant attendance build to what each one means for configuration, network placement and evidence. Read the third column first, because several rows apply only in certain countries, sectors or when a plant handles specific data. The main takeaway is that the shop floor check-in design, more than the payroll module, usually sets the security and compliance scope.
| Requirement | What it means for the build | Where it applies |
|---|---|---|
| Shift rosters and overtime rules | Model shift patterns, breaks and overtime thresholds so approved hours feed payroll without manual rework. | All plants with hourly or shift workers |
| Kiosk or shared-device check-in | Use badge or PIN kiosks with individual credentials for staff without company email, and avoid shared logins. | Plants where many workers have no email account |
| Geolocation and device check-in limits | Location data is personal data. Confirm the lawful basis, accuracy near metal structures and whether GPS works on the floor. | Sites using location or personal device check-in, including EU sites under GDPR |
| Multi-site rollout | Standardize shift codes, pay rules and company structure first, then pilot one plant before adding others. | Organizations running more than one plant |
| Encryption, MFA and activity logging (16 CFR 314.4) | Encrypt customer financial data in transit and at rest, require MFA and log authorized user activity. | Only where the plant or its HR systems handle customer financial information in a US financial institution context |
| NIS2 manufacturing scope and incident reporting | Manufacturing is a critical sector under NIS2 Annex II. In-scope entities report early warnings within 24 hours, notifications within 72 hours and final reports within one month. | EU plants of entities in scope; confirm entity size and classification with counsel |
| Machinery Regulation 2023/1230 connections | From 14 January 2027, any HR device wired to or interacting with machinery must not create a hazardous situation when connected. | Only where HR devices connect to machinery or machine controls |
| IACS separation under ISA/IEC 62443 | Place kiosks in a separate network zone with tightly limited paths to HR services, and document the conduits between zones. | Plants where kiosks sit on or near production or OT networks |
Which platforms fit plant attendance and where each falls short
Plant attendance and shift rosters put different demands on a platform than office HR does, so the choice depends on hosting model, edition and customization needs. The cards below compare the options on the facts that most often decide a manufacturing rollout.
Frappe HR inside ERPNext
Frappe HR runs inside ERPNext, which is licensed under GPL-3.0 and built on the Frappe Framework under MIT. For plant attendance, check whether shift assignments, overtime rules and attendance imports cover your shift patterns without custom code, and confirm that your ERPNext version is one that receives support. Plan the hosting choice early: Frappe Cloud or self-hosting with Docker Compose or the bench command line tool both work, but they carry different operating duties.
Supported Frappe versions
Frappe lists version 14 as end of life from January 31, 2026, with version 15 supported until the end of 2027 and version 16 until the end of 2029. A plant rollout will run for years, so choose a major version that matches the support window you need. Warranty coverage from Frappe also depends on being on a listed version and holding a matching Frappe Cloud support plan, which you should confirm for self-hosted sites.
Odoo Community for attendance
Odoo Community is licensed under LGPL-3.0 and gives you the open source core of the HR and attendance apps without a subscription. It does not include the upgrade service, and on-premise use of Enterprise features requires an Enterprise subscription. Budget for in-house or partner-led upgrades and test them before production, because the community path leaves major version moves to your own process.
Odoo Enterprise on the Custom plan
Multi-company setups, Odoo Studio, external API access and custom modules are only included in the Custom plan, which is also the only plan that can be hosted on Odoo.sh or on premises. Plants with several sites that need one attendance model and integration with badge or MES systems should price this option against the Frappe route. Confirm per-user pricing and which modules you need before comparing totals.
Odoo 20 AI credits
Odoo says all AI features in Odoo 20, released September 24, 2026, require credits bought as in-app purchases. If your attendance or payroll review workflow relies on AI-assisted features, add those credit costs and approval steps to the cost model. Do not assume AI features are included in the base subscription, and confirm with Odoo which features need credits before the design freeze.
Server Script limits on shared benches
From version 15, Frappe Server Scripts are disabled by default and must be enabled with the server_script_enabled setting. Frappe Cloud public shared benches do not allow them. Shift-rule logic, such as overtime calculation or kiosk validation, written as server scripts will therefore need a dedicated bench or a custom app. Test this constraint with your shift rules before you select hosting.
Choosing between the two
Choose Frappe HR when you want an open source license for the whole stack, self-managed hosting and a version policy you can plan around, and when shift rules fit standard features. Choose Odoo Enterprise on Custom when multi-site control, API access and vendor-supported upgrades are the priority and the subscription cost is acceptable. Confirm both options against a written shift-pattern test before committing.
Kiosk, device and mobile check-in patterns for plant floors
A shared kiosk is a fixed device tied to a production station or gate, usually running a browser session that lets workers punch in and out without a personal login. It suits line workers who have no company email or personal account. The identity question moves from the device to the worker, so the kiosk must confirm who is punching before the record is written.
- Identity without email: Workers typically authenticate with an employee number plus a PIN, a badge scan, or a photo capture, mapped to an employee record. Confirm whether the platform supports a login identifier that is not an email address.
- Kiosk account scope: The kiosk itself signs in with a station account that should have only the attendance function. Confirm that this account cannot open payroll, employee master data or other HR screens.
- Audit trail content: Expect the record to show the employee, timestamp, station identifier and the kiosk account, but confirm whether the device or station ID is stored on each punch.
- Location evidence: A fixed kiosk proves presence at a station, not at the site, so it does not add location assurance by itself.
- Offline behavior: Confirm whether punches are queued when the network drops and how the queue is ordered and reconciled.
Ask the vendor how the kiosk session is locked down, how often the station password rotates, and whether punches made during a network outage keep their original timestamps.
A personal or company-issued mobile device lets a worker punch from a phone, usually with a location check that compares the device position against a site boundary. This method works for supervisors, maintenance crews and mobile staff who are not tied to one terminal. Its weakness is that the phone is the identity, and the location is only as reliable as the phone's sensors and the signal around the site.
- Identity: The worker signs in with individual credentials on the device. Workers without email may need a credential issued by HR rather than a corporate account, so confirm how that is provisioned and reset.
- Audit trail content: Look for the GPS coordinates, accuracy radius, device identifier and whether the location check passed, failed or was overridden.
- Indoor and dense-structure limits: Steel buildings, machine halls and underground areas degrade GPS accuracy, which can cause false failures or false passes near the boundary.
- Shared and rooted devices: A device passed between workers or running mock-location software can report a false position. Confirm whether the platform detects this.
- Privacy and consent: Location data is personal data. Confirm the legal basis, retention period and works council position before enabling it.
Ask the vendor whether the geofence radius is configurable per site and whether a location failure blocks the punch or flags it for review.
A badge or PIN terminal sits at a plant entrance, shift gate or department door and records a presence event tied to a physical credential or a typed code. It is the most common method on shift floors because the credential is held by the worker and the terminal is in a controlled location. Identity strength depends on whether the badge is unique per person and whether the PIN is protected from being shared.
- Identity without email: The badge number or PIN is linked to the employee record during onboarding. Confirm how badge issuance, replacement and deactivation for leavers are handled, and who is allowed to perform them.
- PIN handling: Confirm minimum PIN length, whether PINs can be reset by supervisors, and whether a PIN can be reused across workers.
- Audit trail content: Expect the terminal ID, credential ID, timestamp and direction (in or out). Confirm whether the terminal's hardware clock is synchronized with the server.
- Hardware integration: Confirm which terminal models or readers the platform accepts, and whether the vendor's integration runs on the local network or through a cloud service.
- Tailgating and shared badges: A terminal records that a credential was used, not who held it. Pair it with supervisor checks where shift pay depends on accuracy.
Ask the vendor which terminal protocols are supported, where terminal events are stored if the network is down, and how a lost badge is blocked in the same day.
A supervisor-approved correction is not a check-in method in its own right, but every plant needs one for missed punches, failed location checks, dead badges and disputed hours. The correction workflow decides whether the other methods are trustworthy, because each manual entry changes a payroll input. It should create a visible request, a named approver and a permanent record of both the original and the corrected values.
- Identity: The supervisor authenticates individually, and the approval is tied to that supervisor's account. Confirm that shared supervisor logins are not permitted.
- Audit trail content: The record should keep the original punch or absence, the corrected value, the reason code, the requester, the approver and the time of each change. Confirm that changes are appended rather than overwritten.
- Approval limits: Confirm whether the platform can cap corrections per period, flag repeated corrections for one worker, or require a second approval above a threshold.
- Payroll linkage: Confirm whether approved corrections flow into the payroll input report automatically, and whether a locked pay period blocks late changes.
- Access by role: Supervisors should only correct workers in their own area. Confirm how department scoping is set up.
Ask the vendor how corrections appear in the audit report produced for a payroll period and whether a locked period can be reopened, and by whom.
How shift rosters, overtime and leave become payroll inputs
A shift roster defines the expected hours for every plant worker, and everything downstream is measured against it. In a self-hosted Frappe HR or Odoo setup, the roster is usually built from shift types with start and end times, break rules and grace periods for late check-ins, then assigned to employees or crews by date range. Before go-live, confirm with the operations team how rotating crews, night shifts that cross midnight and temporary cover shifts will be modeled, because a roster that cannot express these will push errors into attendance and overtime. Each shift assignment should also record the site and cost center, since that is what later routes hours to the right payroll and labor reporting lines.
Raw punches from kiosks, badge readers, mobile check-ins or geolocation events are not payroll inputs until they are reconciled. The reconciliation step pairs each punch with the roster, applies the grace and rounding rules, and creates the attendance record with worked hours, late and early flags, and any missing punch. Overtime rules, such as thresholds per shift or per week, premium multipliers and whether overtime needs prior approval, then convert those hours into payable categories. Leave deductions from approved leave applications reduce expected hours so that a half-day absence is not counted twice. Every rule in this chain should be tested against a sample of real weeks from each shift pattern before the export is trusted.
Manual corrections are where payroll disputes usually start, so define them before launch. Decide which roles may add a missing punch, edit a worked-hours figure or approve overtime, and require a second approver for any correction that changes pay. Keep the original punch and the correction reason in the audit trail. The export file or integration then carries only approved values, and the period should be locked once the payroll run starts. Payroll calculation, tax and localization are separate scope items: the export format a payroll provider needs and how it applies pay codes must be confirmed with that provider, not assumed from the HR system.
How a multi-site plant rollout is phased
The sequence moves from site and shift facts to one proven pilot, then to batched data loads, a parallel payroll run and site-by-site cutover, so each plant goes live only after its attendance and pay outputs have been checked against the current process.
Survey sites and shift patterns
DeployOpen's consultants work with plant managers, timekeepers and HR to record each site's shift patterns, crew sizes, badge or device practices, areas without company email, and the payroll cut-off dates each plant follows. Local labor rules and union agreements are collected here too, with the client's HR and legal owners confirming them. The phase closes with a signed site inventory that lists every shift, check-in method and pay input in scope. If a site cannot name its overtime approvers, the survey is not finished.
Design rosters and overtime rules
Using the survey, the team configures shift templates, rotation rules, overtime thresholds and leave types in the self-hosted Frappe HR or Odoo instance, then reviews each rule with the payroll owner. Geolocation and device check-in settings are set per site so that rules match what staff actually do on the floor. The output is a rule book that maps every attendance event to a payroll input code, signed off by HR and payroll. Each rule should have one test case with expected output.
Pilot one site with kiosks
One representative plant runs the configured roster, kiosk access for staff without email, and approval workflows for a full set of shifts, including at least one overtime cycle. Supervisors and kiosk users are trained on the same day their accounts are created. The pilot is judged on whether attendance records reconcile with the time clock or supervisor logs and whether exceptions reach the right approver. Findings feed back into the rule book before any other site is touched.
Import employee master records in batches
Employee records are loaded in batches from validated CSV or Excel templates, starting with the pilot site and then the remaining sites. The ERPNext Data Import documentation advises importing only a few thousand records at a time, so each batch is kept well below that and checked before the next starts. Child tables for shifts and leave balances are verified against the source. The phase is complete when record counts match the HR source per site and duplicate employee numbers have been resolved.
Run payroll in parallel
For at least one full pay cycle, the current payroll process and the new attendance-driven inputs run side by side. The payroll team compares gross hours, overtime premiums, absence deductions and leave balances line by line for each site. Differences are traced to a rule, a data error or a process gap, and each one is logged with an owner. The output is a reconciliation report that payroll and finance accept in writing, which is the gate for cutover.
Cut over site by site
Remaining plants move to the new attendance and leave process one at a time, each on a date agreed with its plant manager and payroll cut-off. Before a site goes live, its kiosks, approvers and payroll input mappings are confirmed, and the previous method stays available as a fallback until the first cycle closes. Support staff watch exception queues during the first cycle at each site. A site is closed when its first payroll run is accepted and its records are archived according to the retention rules agreed earlier.
What auditors and regulators ask for from plant time records
How do auditors check whether attendance records have been altered?
Auditors look for a complete, time-stamped history of every attendance entry, including who created it, who changed it and what the value was before. In Frappe HR and Odoo, the record history and version tracking on attendance documents can show this trail, but the reader should confirm that the chosen version captures every field used for pay, and that deleted or cancelled check-ins remain visible. DeployOpen can configure the record settings, document how the trail is read, and prepare sample extracts for the assessor. Retention of the history matters as much as its existence, so confirm how long the database and its backups keep these entries.
What approval evidence should exist for manual time corrections?
Every manual correction should show the reason, the approver, the approval date and the original value. The usual setup routes corrections from a supervisor to HR through a workflow or approval rule, so the system cannot accept a change that nobody reviewed. Confirm whether your edition supports these approval steps natively or whether they need a configured workflow, and test that a supervisor cannot approve their own corrections. DeployOpen can design the approval matrix, configure the workflow, and produce a monthly correction report that a reviewer can sign off, which becomes part of the evidence file.
How should access to kiosks and HR roles be controlled?
Assessors usually expect three things: kiosk devices that can only record punches, HR roles limited to the data they need, and a documented review of who holds those roles. Kiosk access for staff without email should use a device account with no administrative rights, and the punch method should be documented, for example a badge or PIN. HR and supervisor roles should map to least-privilege permissions, with periodic access reviews. DeployOpen can configure roles and kiosk accounts, document the permission matrix and set up a recurring review checklist. Identity governance tools can feed role changes, which is covered in the identity sections of this site.
Do encryption and multi-factor authentication apply to plant time systems?
They apply where the organization is a covered financial institution, or where a broader security program requires them, and the answer depends on the legal entity and sector. The FTC Safeguards Rule at 16 CFR 314.4 requires encryption of customer information in transit over external networks and at rest, and multi-factor authentication for any individual accessing an information system. Plant time systems rarely hold customer information, so the question is whether they share systems or networks with regulated data. Confirm this with counsel. DeployOpen can implement TLS, disk encryption, and MFA for administrative and HR logins, and document the configuration. Kiosk devices typically authenticate differently and should be described separately in the evidence file.
How should rule changes such as shift patterns or overtime thresholds be controlled?
Changes to shift rosters, overtime rules and leave policies should follow a documented change process, with a request, a test, an approval and a log of what changed and when. Assessors often ask whether a rule change can be traced to a business owner and whether past payroll calculations can be reproduced. Keep rule configurations in version-controlled exports where the platform allows it, and test changes on a copy of the database before production. DeployOpen can set up the change procedure, run test copies with neutralized data, and keep a change register that the customer's auditors can review.
What backup and restore evidence do auditors expect for time records?
Auditors generally want proof that records can be recovered, not only that backups run. Evidence includes the backup schedule, the retention period, the location of copies, and a dated restore test showing that attendance and approval data came back intact. Restore tests should be recorded with who ran them and the result. DeployOpen can configure and document backups for the self-hosted platform, run restore tests inside the client's environment, and keep the test records. The retention period itself should come from the company's records policy and any applicable payroll rules, and should be confirmed with HR and legal before the design is final.
What does NIS2 require for plant time systems at EU manufacturers?
NIS2 lists manufacturing as a critical sector, covering NACE Rev. 2 divisions 26 to 30, so in-scope manufacturers must report significant incidents with an early warning within 24 hours, a notification within 72 hours and a final report within one month under Article 23(4). A time and attendance system is rarely the source of such incidents, but it is part of the wider environment that must be monitored and reported. Readiness means knowing which systems are in scope, who decides to report, and how logs are preserved. DeployOpen can prepare the system inventory, logging configuration and an incident runbook for the platform. Whether an entity is in scope is a legal determination for the company and its national authority.
Does DeployOpen issue audit reports for plant time records?
No. DeployOpen prepares the systems, controls and evidence that an assessment will examine, but independent auditors and certification bodies issue audit reports, attestations and certifications. The evidence pack typically covers the configuration, the role matrix, the approval and correction logs, backup and restore records, and change register entries. Ask any implementation partner to state in writing which evidence it prepares and which parts remain the responsibility of the company and its assessor. Scope, deliverables and timelines are agreed in writing before work starts, so the boundary should be documented there.
Questions to put to an implementation partner for plant attendance
Start with identity, because it decides whether the attendance system works on the floor at all. Ask the partner how workers without company email will authenticate at a kiosk: shared kiosk login, a badge or PIN mapped to an employee record, or a supervisor-assisted punch. Ask who creates and retires those kiosk credentials when someone leaves, and how a punch is tied to a person rather than to a terminal. Ask whether geolocation or device checks will be used as a check on the punch or only as a record, and what happens when a phone has no GPS fix inside a metal-clad building. Ask for the written device and location policy before any configuration begins, since it will shape privacy review and works council discussions.
Move next to rosters, overtime and payroll, where most disputes start. Ask the partner to write down each overtime rule (daily threshold, weekly threshold, premium rate, rest-period exceptions) and to test it against a sample of real shift patterns, including night shifts that cross midnight and rotating crews. Ask who maintains the payroll file layout and who is responsible for localization: the partner, your payroll provider, or your internal team. Ask which export format leaves the system, how exceptions are reviewed before a pay run, and who signs off. For upgrades, ask for the test-database policy in writing. Odoo's upgrade service works through an upgraded test database that should be tested before production, and Community users have no access to that service, so confirm which edition and support terms the partner assumes. Ask when the partner will refuse to schedule a change during a pay period, and who is on call when a punch sync fails during one.
How much does a plant HR and attendance rollout cost and take?
What drives the cost of a plant HR and attendance rollout?
The biggest cost drivers are the number of sites, the number of kiosks and check-in points, payroll localization, integrations with timekeeping hardware, identity and accounting, the edition you choose, and where the system is hosted. Each one changes the amount of configuration, testing and support work. Self-hosting ERPNext is free under its GPL-3.0 license, so the license is rarely the largest line item. The real spend is usually people time for configuration, data migration, payroll rules and hosting. Ask each bidder to price these components separately so you can see which decisions move the total.
Which rollout costs are one-time and which recur every year?
One-time costs usually include scoping, configuring shift rosters and attendance rules, building kiosk and device access, migrating employee and leave balances, payroll input mapping, testing and training. Recurring costs include hosting, backups, monitoring, security patching, upgrades, and any software subscription or support plan you choose. For Odoo, Enterprise subscriptions and the Odoo.sh or on-premise plan are recurring, and Odoo's support policy limits standard support to three years after a major release. For Frappe, the supported-versions policy ties warranty coverage to a matching Frappe Cloud support plan. Ask the partner to split the quote into one-time and annual lines.
Can our internal team run a plant HR rollout without a partner?
Yes, many teams can run parts of it internally, especially if they already operate ERP or HR software. The work that is hardest to staff in-house is usually payroll rule mapping across shift patterns, kiosk and device integration, and the cutover from the old timekeeping system during a payroll period. Frappe documents a Docker Compose path for production, and Odoo documents packaged and source installation, but both still require ongoing patching and backups. Assess your team's capacity for upgrades on the platform's release cycle before deciding. A partner can cover one part of the work, such as the cutover, while your team owns daily operation.
How much time do HR and IT need to commit to the rollout?
HR needs to provide shift patterns, overtime and leave policies, approval chains, and sign-off on the test payroll runs. IT needs to provide hosting, identity and directory access, network rules for kiosks and devices, backup targets, and a named owner for production changes. Plan for these people to attend scoping, test cycles and cutover, not only the kickoff. The amount of time depends on how many sites, shift types and payroll countries are in scope, so ask the partner to list the internal roles and hours it expects.
How should we read a fixed-scope quote for this work?
A fixed-scope quote should list each site, each check-in method, each shift pattern, each payroll input, each integration and each environment, with a deliverable and acceptance test for each. Look for what is excluded, such as hardware purchases, payroll localization for specific countries, data cleansing, training, and post-go-live support. Check who pays for third-party licenses and hosting, and whether change requests are priced in advance. DeployOpen agrees scope, deliverables and timelines in writing before work starts and does not publish a price list, so ask for a written scope and a quote that follows from it.
How long does a plant HR and attendance rollout take?
The duration depends on the number of sites, the number of shift patterns, the payroll countries in scope, and how many integrations must be built and tested. The supplied research does not give a general duration for this type of rollout, so ask each bidder for a phased timeline with dates tied to acceptance tests. A common approach is a pilot at one site, a parallel payroll run, and then staged site rollouts. Ask the partner to show which phases can run in parallel and which depend on payroll calendar dates.
What should the quote include for payroll cutover and parallel runs?
Ask for a parallel payroll run where the new attendance inputs are compared with the existing timekeeping output for at least one full pay cycle before the old process stops. The quote should cover the reconciliation work, the defect fixes that follow, and the sign-off criteria agreed with payroll. It should also state how the old system is kept for records retention and whether read-only access is included. Costs rise when the parallel run is skipped, because errors then reach live pay.
How DeployOpen scopes a plant HR build
A plant HR build starts with a written scope that names every site, every check-in method and every payroll output the system must produce. DeployOpen agrees this scope in writing before work begins, so the client knows what is delivered, what is excluded and what the timeline depends on. For a shift-based plant, the scope should list each site and its legal entity, the shift patterns per site, the attendance methods in use (for example, kiosk badge, mobile check-in with geolocation, or device-bound check-in), and the exact files or interfaces the payroll provider expects. Ask the partner to write these down as acceptance criteria, not as general goals.
The second part of the scope covers hardening, testing and handover. DeployOpen implements the chosen platform, whether Frappe HR inside ERPNext or Odoo, in the client's own cloud account, data center or air-gapped network. Hardening covers the kiosk devices and their network segment, the service accounts that read attendance into payroll, role permissions for supervisors and plant HR, and the server scripts or custom modules that carry shift logic. Security testing of the application and its APIs can be included in the fixed scope or sold as a separate engagement. Backup and restore tests should be scoped as an explicit deliverable, with the restore run performed and documented. Ask for the test plan and the restore evidence in writing.
Ongoing support is a separate decision. A retainer can cover upgrades, monitoring, patching and continuous testing after go-live, which matters for a plant that cannot pause shifts during an upgrade. Confirm with the partner which platform versions are supported, how upgrades are tested on a copy of production before they reach it, and who documents the runbooks. Ask DeployOpen to state, in the written scope, which items are one-time implementation work and which are recurring retainer work, so that the cost of keeping the system running is visible before the contract is signed.
How DeployOpen works on this
DeployOpen plans, implements, integrates, hardens, documents and supports self-hosted open-source HR and attendance platforms inside your own infrastructure. For plants running shift work, we start from the way floor workers clock in, how shifts and overtime are approved, and which payroll inputs must reach the payroll process.
How we scope
- Map every plant, shift pattern, check-in method and kiosk location before any configuration begins.
- Document which attendance rules, overtime approvals and leave types feed payroll, and who signs off on each.
- Agree the scope, deliverables and timeline in writing, since most engagements are fixed-scope.
- Confirm which records need separate retention and access rules, and which systems hold the identity source data.
How we build
- Configure the chosen platform for shift rosters, geolocation or device check-ins and kiosk access where your policy allows.
- Build integrations to payroll, identity and site systems, and test each data handoff with sample shift cycles.
- Harden the deployment, including access controls, encryption, logging and backups within your own cloud or data center.
- Test the rollout on a non-production copy, with written sign-off from plant HR and payroll before go-live.
How we hand over
- Deliver runbooks for shift setup, kiosk replacement, leave policy changes and payroll input checks.
- Document configuration, integrations, access roles and evidence for compliance reviews your organization runs.
- Train plant administrators and HR staff on exception handling, corrections and monthly close steps.
- Hand over admin credentials and keys so your team controls the system after the engagement ends.
How we support
- Offer ongoing support, upgrades and testing as a retainer, scoped separately from the implementation.
- Plan platform upgrades in a test environment first, so shift schedules and payroll inputs are checked before cutover.
- Ask each new plant or site to be added through the same written scope process used for the first rollout.
- Confirm response expectations, maintenance windows and support coverage in the retainer agreement before signing.
