TRUST & PRODUCT CLARITY
Responsible use of employee tracking
Use StafflyTracker records with clear expectations, appropriate access and human review.
Explain the purpose and scope
Tell employees what the organization collects, why it collects it and who can review the records. Include screenshot and software-inventory behavior, not only clock-in events. Company ownership of a device does not make a clear explanation unnecessary.
Review evidence before decisions
Treat alerts as prompts for investigation rather than verdicts. Compare a specific interval with the role, task and available coverage. An installed tool, a quiet mouse or an unchanged screen alone cannot establish misconduct. Keep review notes explicit about uncertainty.
Use the least access needed
Assign company roles deliberately, use separate accounts and remove access when responsibilities change. Current manager visibility is not automatically limited by department. Consider the sensitivity of information that may appear in screenshots before deployment.
Make corrections understandable
Provide a contact for missing or incorrect time. Record the reason for an approved adjustment and preserve the distinction between corrected attendance and original activity evidence. Confirm pay rules separately; the software’s activity signals are not a complete pay policy.