Everhour

The Operations Lead

Web, desktop, mobile and even a watch app are real, and timesheets carry an approve, reject and partial-approve workflow with clock actions visible in change history — more than a browser timer. But for my workshop wall and site crews I find no hardware terminal or badge reader, no GPS or geofenced check-in stated with limits, and the offline story is a free standalone timesheet positioned for a short period away from the main system rather than the main app syncing offline. 1 3 4 8 12

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The Payroll Officer

The timer runs in browser, desktop, mobile and even the watch, offline entries are stored locally and made available once reconnected, and there is a genuine correction workflow — submit, approve, reject, partially approve, lock — with clock-in, clock-out and break actions visible in change history. What I find no public information on is any shared terminal or kiosk for site crews, and no GPS or geofenced check-in is stated. Good desk coverage with an approval trail, but the shop floor is left to 'any device as a time clock'. 1 4 6 12

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The Works Council Advocate

Timer, desktop, mobile and even a watch are capture paths, and corrections run through an approval workflow with the clock-in, clock-out and break actions visible in a change history — that part I can co-determine with. But the offline story is a free offline timesheet for time away from the main system rather than a designed offline state, and we found no public information on a shared terminal, on bulk correction, or on GPS or geofenced check-in and what it stores, so I cannot judge what the system would watch rather than measure. 1 4 8 12

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The Agency Owner

The timer runs in browser, desktop, mobile and even Apple Watch, the Shifts pages promise any device can become a time clock, and corrections run through a real approval workflow with clock actions visible in change history. The offline story rests on a captured page describing entries stored locally and made available for review once reconnected, and we found no public information on hardware terminals, badge readers or geofenced check-in. 1 8 4 6 12

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The Field Supervisor

Capture paths are real: a one-click timer on browser, desktop and mobile, a clock in and out mode with timecards, a claim to turn any device into a time clock, and submitted weeks a manager can approve, reject, partially approve and lock. But the offline material we found is a free standalone timesheet recommended for a period "away from the main system", and we found no public information on offline operation in the main apps themselves, on hardware terminals, or on GPS and geofenced check-in — for a crew in a basement, that is the piece that matters most. 1 3 4 8

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The Skeptic

Timer paths run browser, desktop, mobile and Apple Watch, with fix-a-bad-entry edits and a real approve, reject or partially-approve workflow before time is used, plus a visible change history on clock-ins, clock-outs and breaks. What I cannot see is capture for a site or shop floor: I found no public information on hardware terminals, badge readers, kiosks, or GPS and geofenced check-in, and the offline story sits on a content page about offline timesheet apps that calls a free offline timesheet "enough for a short period away from the main system" — advice, not a product mode. "Turn any device into a time clock" is the closest thing to a shared capture point, and it lives on the Shifts pages, which carry their own legal terms. 1 2 3 4 8

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The Operations Lead

Breaks are deducted in the timecard calculation from first clock-in to last clock-out, but every working-time-law item on the captured pages is US FLSA material — the 40-hour week, the 684-dollar exemption threshold — even in the German-language versions, and I found no public information on ArbZG daily maximums, 11-hour rest checks or a retention period for a German inspection. 4 5 12

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The Payroll Officer

The compliance material on the captured pages is American FLSA copy — a 40-hour weekly overtime basis, a $684 salary test, two-to-three-year record retention — with nothing on the German recording duty, daily maximum hours or the eleven-hour rest period. Breaks are deducted in the timecard calculation and every change shows in history, which would help an inspection, but I found no public information on statutory retention executed in-product or any mapping to German working-time law. For a German payroll run, this record is not inspection-ready on what is published. 4 5 12

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The Works Council Advocate

Everything the captured pages show on working-time law is American FLSA material — a 40-hour weekly basis, a $684 weekly salary test, and record retention of two to three years — while a working day is computed as first clock-in to last clock-out minus breaks and nothing more. I found no public information on the German recording duty, the eight-hour daily maximum, eleven-hour rest periods, configurable break rules or a retention period for working-time records, and without that I cannot approve this as the record our co-determination covers. 4 5 12

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The Agency Owner

Timecards calculate each day from first clock-in to last clock-out minus breaks with every change sitting in visible history — a flat break rule at heart. Everything else captured on compliance is US FLSA material, and we found no public information on the German recording duty, ArbZG daily maximum or rest-period checks, or a retention period for working-time records. 12 5 11 2

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The Field Supervisor

Timecards compute each day from first clock-in to last clock-out minus breaks and show clock and break actions in a change history, which is a flat break rule rather than modelled law. The working-time guidance on the captured pages is US FLSA — a 40-hour week, workweek definition and salary thresholds — and we found no public information on ArbZG daily maximums, the 11-hour rest period, retention of the time record for German inspection purposes, or tamper-evident entries. 2 5 12

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The Skeptic

The only working-time law on the captured pages is US federal FLSA — the 40-hour week, the 684 $ per week salary test, two-to-three-year record retention — written in German on a calculator page and explicitly presented as general information, not a product compliance claim. On the German recording duty, the 8/10-hour daily maximum, the 11-hour rest period and statutory retention of time records I found no public information at all; breaks appear only as a flat "first clock-in to last clock-out minus breaks" calculation, and the seven-day application-log retention and 30-day backup window describe operations, not a record built to be inspected. 2 4 5 11 12

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The Operations Lead

Shifts by Everhour is a genuine rostering product — templates, open shifts workers claim, swap and drop flows, availability before assignment, scheduled-versus-actual totals with labour costs — which is well past a holiday request form. But I found no public information on automatic vacation entitlement, carry-over, sickness recording or per-location public-holiday calendars, and that is the half my planner needs before a roster means anything; note it also ships under separate legal terms. 2 7 8

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The Payroll Officer

The Shifts side rosters properly: schedule templates, open shifts staff can claim, swap and drop requests landing in an admin inbox, availability and time-off conflict checks, and daily scheduled-versus-actual hours with labour costs. But the vacation half a payroll run needs is missing from the captured pages — I found no public information on automatic entitlement, carry-over, sickness recording or per-location public-holiday calendars. Rostering without entitlement is only half the attendance question. 7 8

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The Works Council Advocate

Shifts brings scheduling with availability, time-off requests, swaps, drops and open shifts into one admin inbox with full visibility, and templates and recurrence for long-term rosters — the right shape for a planning tool. We found no public information on automatic vacation entitlement, carry-over, sickness recording, public-holiday calendars per location or rest-period checks in the roster, so the absence half that makes the time data mean anything is unevidenced. 7 8

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The Agency Owner

Rostering is the strong half: availability checked before assignment, open shifts to claim, swap workflows, templates, and time-off requests landing in an admin inbox. We found no public information on automatic vacation entitlement, carry-over, sickness recording, or rest-period and coverage checks before a roster publishes — and the vendor states separate legal terms apply to Shifts, which suggests planning sits in a sibling product rather than the same system as the tracker. 8 7 2

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The Field Supervisor

The roster side is genuinely covered: schedules with templates and recurrence, availability checked before assignment, time-off requests landing in an admin inbox, swaps, drops and open shifts workers can claim, with conflict prevention against time off. We found no public information on automatic entitlement, carry-over, per-location public holidays or sickness recording, so the absence half stays thinner than the planning half. 7 8

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The Skeptic

The rostering half is real — schedules with templates and recurrence, open shifts workers can claim, swaps and drops, availability and time-off requests funnelled into an admin inbox, scheduled-versus-actual totals — but all of it sits in "Shifts by Everhour", which has its own legal terms and an FAQ "Is Shifts free?" whose answer the captured text does not show. On the absence half I found no public information on automatic vacation entitlement, carry-over, sickness recording or per-location public-holiday calendars, and no rest-period or qualification check before a roster publishes — only availability conflict warnings. 2 7 8

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The Operations Lead

Rates per person with project overrides, dated rate changes that keep old reports intact, time and money budgets with 75, 90 and 100 percent alerts and logging stops after overrun, invoices built from uninvoiced time excluding non-billable work, and export to QuickBooks Online, Xero and FreshBooks with status synced back — that is time to revenue without retyping, with approval before billing. The one gap for my workshop costing is that I found no public information on a cost-centre dimension. 6 9 10 12

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The Payroll Officer

This is the strong side: cost and billable rates separated, rates by project, member or task with dated rate history so an approved period keeps its original figures after a rate change, budgets alerting at 75, 90 and 100 percent and stopping logging when exceeded, and invoices built from uninvoiced time grouped by project, task, person or date with non-billable work excluded. Submitted and approved time is protected from edits before billing, and invoices export to QuickBooks Online, Xero or FreshBooks with status synced back. The only thing I do not see is an explicit cost-centre dimension. 1 9 10 12

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The Works Council Advocate

This is the vendor's strength: client, project and task dimensions, rates per person and project with dated rate history so older reports keep their original calculations, budget alerts at defined points, and invoices built from uninvoiced billable work into named systems — QuickBooks Online, Xero, FreshBooks — with the invoice status synced back. Submitted time is approved, rejected or partially approved before payroll or billing use, so the billable record is governed rather than just summed. 6 9 10 12

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The Agency Owner

This is the part I bill on: cost and billable rates separated, per-person defaults with per-project overrides, and dated rate history so approved time and older reports keep their original numbers when a rate changes mid-project. Budgets track time and money with alerts at 75, 90 and 100 percent and can stop extra logging once a budget is exceeded, submitted time is approved or locked before billing use, and invoices generate from uninvoiced work and export to QuickBooks Online, Xero or FreshBooks with status synced back. We found no public information on a cost-centre dimension or role-based rate cards. 10 12 9 6 1

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The Field Supervisor

Time carries its allocation all the way to money: billable work priced by project, member or task, cost separated from billable rates with dated rate changes that keep older reports intact, budgets tracked with alerts and logging that stops after a budget is exceeded, manager approval before billing use, and invoices generated from uninvoiced time and exported to QuickBooks Online, Xero or FreshBooks with status synced back. We found no public information on a cost-centre dimension or role-based rate cards, which is what holds this below the very top. 9 10 12

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The Skeptic

This is where the product earns its keep: billable flags, cost versus billable rates kept separate, per-person defaults with per-project overrides, and dated rate history so an approved month keeps its original rates after a rate change. Budgets alert at 75, 90 and 100 percent and can stop logging outright, invoices build from uninvoiced time while excluding non-billable work, and time must pass approve, reject or partially-approve review "before payroll or billing use", then flows to QuickBooks Online, Xero or FreshBooks with status synced back. No cost-centre dimension appears in the captured pages, which is what keeps this below the top. 1 6 9 10 12

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The Operations Lead

The month leaves as CSV, PDF or ZIP exports with an approve and lock step before it goes, and timecards produce daily, weekly and monthly totals for payroll use, which is a bit more than a bare spreadsheet. But I found no public information on a named payroll system, a defined format such as DATEV, or night, Sunday and holiday surcharge handling — at my end that still means retyping into Lohn und Gehalt. 1 7 11 12

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The Payroll Officer

The month leaves as CSV, PDF or an owner-level ZIP of team time logs behind a timesheet approval and lock — but with no named payroll system, no defined format, and no night, Sunday or holiday surcharge handling; the only surcharge arithmetic I find is time-and-a-half and double-time in a free calculator, not the export. A payroll-integration page says a payroll system should flag already-exported time and block duplicates, phrased as what such a system should do rather than what this one does. A full API I can connect to payroll is a project, not a payroll run. 1 6 11 12

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The Works Council Advocate

The month leaves as CSV, PDF or a ZIP of team time logs, with timesheet submission and an approve-reject-lock step before the export leaves the system, and an API is offered to connect time data to payroll. But we found no public information naming a payroll system or a documented payroll format, nor on night, Sunday or holiday surcharges, so the month reaches payroll as a file someone retypes. 1 6 11 12

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The Agency Owner

The month leaves as CSV, PDF or owner-level ZIP exports after a manager approves, rejects or locks the timesheet, with full API access offered to connect time data to payroll, accounting or billing systems. We found no named payroll system in the captured pages — DATEV never appears — and no public information on night, Sunday and holiday surcharges or mid-month changes; the Shifts FAQ asks whether shift data can be used for payroll, but the captured text shows no answer. 11 12 1 6

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The Field Supervisor

Submitted time can be approved and locked before the export leaves the system, and CSV, Excel and PDF exports plus full API access are on the record. But we found no public information on a named payroll system or a defined payroll format — no DATEV, no Lohn und Gehalt — and no handling of night, Sunday or holiday surcharges; the overtime material we found is US-style time-and-a-half and double-time calculators. 1 11 12

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The Skeptic

The month leaves as CSV, Excel/XLSX or PDF exports, or through "Full API access" into unnamed payroll, accounting or billing systems — I found no public information naming DATEV, Lohn und Gehalt or any payroll provider, and the page's own line that "a payroll system should flag time already exported" is framed as what such a system should do, not as a stated capability. Night, Sunday and holiday surcharges appear only in a free overtime calculator with time-and-a-half and double-time multipliers, US-style. Approve, reject and lock before export is genuinely present, but locking a file is not a payroll handoff. 1 6 7 11 12

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The Operations Lead

Hosting is at least stated — AWS in Frankfurt and Oregon with data replicated across both regions — which means a German customer's data sits in the US by design rather than as an option. The contracting entity's jurisdiction is not identified on the captured pages and I found no published subprocessor list, so I cannot document the chain for my works council. 2

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The Payroll Officer

Data is hosted on AWS in Oregon and Frankfurt with replication across both regions, so the month's attendance records sit in the United States regardless of what a German buyer wants. The contracting entity's jurisdiction is not stated and the subprocessor chain is not published on the captured pages; only the AWS host is named. For employee time data I would want this nailed down before signing. 2

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The Works Council Advocate

Data sits on AWS in Frankfurt and Oregon with replication across both regions, so a United States copy is standard practice rather than a documented exception with a legal basis, and attachments live on S3. The contracting entity's jurisdiction, ownership, a data-residency commitment and the subprocessor list are all unconfirmed on the vendor's own captured pages — I found no public information on any of them — and that is not a basis a works council can sign. 2

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The Agency Owner

Data is hosted on AWS in Frankfurt and Oregon and replicated across both regions, so processing outside the EU is standard rather than an option, and the SOC 2 posture leans on the server host's audit rather than the vendor's own. We found no public information on the contracting entity's jurisdiction, ownership or any subprocessors. 2

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The Field Supervisor

The captured security page states data is hosted on AWS in Oregon and Frankfurt and replicated across both regions, so a European customer's data sits in a US region by design rather than by option. We found no public information on the contracting entity's jurisdiction or on any published subprocessor list, which leaves the chain undocumented from the contracting side. 2

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The Skeptic

Hosting is AWS in two regions — Oregon (USA) and Frankfurt (Germany) — with data "replicated across these two regions for redundancy", so US processing is part of the standard setup rather than an option a buyer can decline. The contracting entity's jurisdiction, ownership and the subprocessor chain beyond AWS and S3 are unconfirmed on the vendor's own captured pages, and the SOC 2 report is downloadable from the host's compliance manager — the host's assurance, not the vendor's. 2

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The Operations Lead

The pages show a 14-day free trial with no credit card and an unanswered FAQ on whether Shifts is free, and I found no public prices for any tier, module or seat count. I cannot compute a year's invoice for 200 heads from anything captured here. 7 11 12

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The Payroll Officer

What is public is the trial: fourteen days, no credit card, cancel anytime, plus an FAQ asking whether Shifts is free whose answer does not appear in the captured text. I found no public information on per-user prices, billing period, seat minimums or module pricing, so no buyer can compute a real annual invoice from these pages. Every price is a conversation. 7 11 12

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The Works Council Advocate

The only public pricing information in the captured pages is a 14-day free trial with no credit card required, plus free calculators; a FAQ asks whether Shifts is free but the answer is not in the capture. We found no public information on per-user prices, tiers, billing periods or minimum terms, so no buyer can compute a real annual invoice from these pages. 7 11 12

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The Agency Owner

The only pricing facts captured are a 14-day free trial with no credit card and cancel anytime, plus a FAQ asking whether Shifts is free whose answer is not shown in the captured text. We found no public per-user price for any tier, so a buyer cannot begin to compute the annual invoice for their headcount. 1 12 7

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The Field Supervisor

The captured pages state a 14-day free trial with no credit card and cancel anytime, and that is the whole of the public pricing picture we found. There is no per-user price, tier, billing period, VAT treatment or minimum stated anywhere we could see, so no buyer can compute an annual invoice for their headcount from these pages. 11 12

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The Skeptic

The only commercial facts are a 14-day free trial, no credit card, cancel anytime, and sign-up with Google; I found no public per-user price, no plan names with figures, no billing period, no minimum seats, no hardware or module pricing — even whether Shifts is free is asked in an FAQ whose answer the captured text does not show. A buyer cannot compute even a rough annual invoice from these pages. 1 7 11 12

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