Time Tracking for Employees Working at Client Sites
How to manage attendance for personnel placed at multiple client locations without physical terminals or manual month-end consolidation.
· 7 min read
For a staffing agency, time tracking isn't just an HR task; it is the primary evidence of service delivery to the client.
When workers are distributed across a dozen client sites, each with unique schedules and rules, a central Excel spreadsheet can no longer reflect reality in real time.
Each client is a separate context
The same employee may work for different clients over different periods. To avoid overlapping reports and conflicting rules, time logs must be tied to the specific location and client.
RevoHR uses a multi-client architecture that ensures structural data isolation and separate reporting for each client.
Location verification without on-site hardware
Installing proprietary hardware terminals at every client site is often cost-prohibitive or physically impossible. A WhatsApp check-in with a per-location geofence eliminates the need for client-side hardware.
Any check-ins attempted outside the designated radius are automatically flagged for manager review.
Linking scheduling and attendance
Clients need to know more than just total hours; they need to verify that the scheduled staff actually showed up for their shift.
The RevoHR dashboard displays 'expected vs. actual' attendance per location, enabling granular analysis by individual, site, and date.
Aligning invoicing and payroll on a single source of truth
Disputes are inevitable if the client, the agency, and the payroll provider are all working from different versions of the truth.
RevoHR generates exportable timesheets and allows for manual corrections before the period closes. While not a billing engine itself, it serves as the operational source of truth for validated hours.
Managing client transfers
When a worker is reassigned, their location, schedule, and eligibility must be updated without losing their audit trail.
RevoHR links the worker's profile to the client, site, training records, and mandatory compliance documents. This is vital in cases where an employee may not be eligible to work at every site.
What the client should receive
- Attendance logs broken down by interval and location.
- Total validated hours following manager corrections.
- Relevant exceptions and documented absences.
- Reports isolated from other clients' data.
- Sufficient history to resolve any billing discrepancies.