Connect the schedule to the paycheck.

Capture the work where it happens.

Dragon’s time and attendance supports mobile, web and supported device-based time capture, with approved hours connected to payroll. Start with where people work, which capture method suits the job and what information managers need to review. Job or project codes can help associate time with the work being performed.

Choose capture methods that fit the work rather than making every team follow an identical process. Evaluate supported location-restricted check-in where appropriate; this is not a promise of continuous GPS tracking, off-clock monitoring or offline capture. Employees should know when to enter time, how to correct a missed entry and where to get help.

Give exceptions a route before payroll closes.

Approval is more than a button at the end of the week. Decide who reviews timecards, what they are expected to check and who covers an absent approver. Distinguish an employee correction from a manager adjustment, and make the record of the change understandable.

Illustrative workflow: an employee submits time, a manager reviews missing entries and exceptions, and approved hours move into the supported payroll process. Payroll checks the resulting inputs before final approval. A late correction follows a defined escalation path rather than becoming an informal message that someone may overlook.

Build a schedule people can use.

Scheduling capabilities can help coordinate shifts, availability and staffing decisions. Evaluate scheduling separately from time tracking; having one does not mean every scheduling feature is included. Consider how employees see changes, raise availability issues and understand who approves an adjustment.

A useful schedule is not only a staffing plan for management. It should make the employee’s next step clear when a shift changes or coverage is needed. Review the supported shift-change process and the policies you want it to follow before assuming an existing informal practice can simply be automated.

Test the connection with your actual pay rules.

Connected time and payroll can reduce disconnected handoffs, but configuration still matters. Review the pay codes, approval deadlines and exceptions that shape your payroll. Include regular hours, approved leave and the adjustments relevant to your workforce in the test plan.

Break, overtime and other requirements need appropriate review for your locations and policies. Software flags and configured rules support the process; they do not guarantee compliance. For construction, evaluate union, prevailing-wage and certified-payroll needs separately: PointsNorth integration is a distinct option to assess, not a promise that those capabilities are native or included. Confirm exact coverage, configuration and responsibilities.

Keep, add or replace with a clear reason.

If your current time system works well, evaluate whether a supported connection meets the need. If schedules are the missing piece, examine scheduling requirements independently. If repeated corrections begin at time capture, improving that starting point may matter more than changing the final payroll screen.

Bring a sanitized example of a normal pay period and one with an exception. Compare the proposed process with the current one step by step. Your objective is a clearer operating model, not a longer list of features that employees must learn.

• Who approves time, and who is the backup?
• Which fields and pay codes must reach payroll?
• How do late changes get reviewed and recorded?
• Which scheduling and time products are actually included?
• What will employees be told before the new process begins?