@adminide-stack/clock-tik-browser 12.0.22-alpha.1 → 12.0.22-alpha.3

package/lib/pages/LandingPage/index.js.map

@@ -1 +1 @@
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package/lib/templates/content/blog/2026-02-15-modern-hr-management-small-business-guide.md

@@ -0,0 +1,112 @@
+---
+slug: modern-hr-management-small-business-guide
+title: "Modern HR Management for Small Businesses: The Complete 2026 Guide"
+authors: beena
+tags: [HRM, Business, Productivity]
+---
+
+Managing a growing team without a dedicated HR department is one of the biggest challenges small and mid-sized businesses face today. Between tracking employee attendance, processing leave requests, handling onboarding paperwork, and ensuring compliance — HR tasks can consume hours of productive time every week.
+
+The good news? You don't need a large HR team or an enterprise-grade HRIS to get organized. Modern HR management platforms like Clockbook put powerful, self-service HR tools directly into the hands of your employees and managers — at a fraction of the cost.
+
+<!--truncate-->
+
+## Why Small Businesses Need HR Software in 2026
+
+According to a 2025 Gartner report, companies with fewer than 200 employees that adopt HR technology see a **34% reduction in administrative overhead** and a **28% improvement in employee satisfaction** scores within the first year. The reason is simple: automation eliminates friction.
+
+Consider these everyday HR scenarios:
+
+- An employee needs an **address proof letter** for a visa application. Without software, this means an email chain, a manual Word document, and days of back-and-forth. With Clockbook's HR Letters module, the employee submits a request, HR approves it with one click, and the letter is generated automatically.
+
+- A new hire starts Monday. Without a system, onboarding is a scramble of emails, forgotten access requests, and incomplete training. With Clockbook's Onboarding module, you define step-by-step flows — from document collection to system access — and track every task to completion.
+
+- A manager needs to plan next month's capacity but has no visibility into who's on leave. Clockbook's **Time Off Timeline** gives a visual calendar view of the entire team's leave, color-coded by approval status.
+
+## The Five Pillars of Modern HR Management
+
+### 1. Self-Service Employee Portal
+
+The days of HR being a bottleneck for every small request are over. Clockbook's **My Space** gives each employee a personal dashboard where they can:
+
+- View and edit their profile information
+- Check in and check out (integrated with the time tracker)
+- View their shift schedule and attendance history
+- Submit leave requests, travel requests, and HR letter requests
+- Track the status of their pending requests
+
+This self-service approach reduces the HR team's workload by up to **60%** while giving employees instant access to the information they need.
+
+### 2. Automated Approval Workflows
+
+Every organization has approval chains — leave requests go to the reporting manager, travel requests may need HR sign-off, and HR letters require department head approval. Clockbook automates these workflows based on your organization's hierarchy:
+
+1. Employee submits a request
+2. The system automatically routes it to the right approver
+3. The approver gets notified and can approve/reject with one click
+4. The employee is instantly notified of the decision
+
+No more lost emails. No more "I didn't see that request." Everything is tracked, timestamped, and auditable.
+
+### 3. Structured Onboarding
+
+First impressions matter. Companies with a structured onboarding process experience **82% higher new-hire retention** (Brandon Hall Group, 2024). Clockbook lets you create separate onboarding flows for candidates and employees:
+
+- **Candidate Onboarding** — Document collection, background checks, offer letter acceptance
+- **Employee Onboarding** — Team introductions, system access setup, training schedules
+
+Each flow has defined tasks, assignees, and deadlines — ensuring nothing falls through the cracks.
+
+### 4. Real-Time HR Dashboard
+
+Data-driven HR isn't just for large enterprises. Clockbook's HR Dashboard gives you real-time visibility into:
+
+| Metric | Why It Matters |
+|--------|---------------|
+| Total & Active Employees | Headcount tracking |
+| On Leave | Daily capacity planning |
+| Pending Approvals | Bottleneck identification |
+| Employee Growth Rate | Hiring velocity trends |
+| Asset Allocation | Equipment provisioning status |
+
+The dashboard also features **Trends & Analytics** with historical charts, so you can spot patterns like seasonal leave spikes or approval backlogs before they become problems.
+
+### 5. Role-Based Permissions
+
+Not everyone needs access to everything. Clockbook's granular permission system lets you define exactly what each role can do — from HR Directors with full access to Team Managers who can only view their direct reports:
+
+- **10 predefined roles** including HR Director, HR Manager, Recruiter, Payroll Admin, and Compliance Officer
+- **Permissions across 8 categories**: Employee Management, Recruitment, Departments, Onboarding, Performance, Training, Attendance, and Reports
+- **Self vs. others distinction** — employees can always view their own data while access to others' data is controlled
+
+## How Clockbook Compares
+
+| Feature | Clockbook | BambooHR | Gusto |
+|---------|-----------|----------|-------|
+| Employee Self-Service | Yes | Yes | Limited |
+| Onboarding Flows | Yes (Candidate + Employee) | Yes | Basic |
+| HR Letters | Yes (3 types, automated) | No | No |
+| Travel Management | Yes | No | No |
+| Leave Timeline | Yes (Visual calendar) | Yes | No |
+| Time Tracking Integration | Built-in | Requires add-on | Requires add-on |
+| Starting Price | $3.99/user/mo | $6.19/user/mo | $6/user/mo |
+
+## Getting Started
+
+Setting up HR management in Clockbook takes less than 30 minutes:
+
+1. **Invite your team** — Add members and assign roles via the Members page
+2. **Set up the hierarchy** — Define reporting managers in each employee's profile
+3. **Configure permissions** — Customize role-based access in HRM Settings
+4. **Create onboarding flows** — Build your candidate and employee onboarding templates
+5. **Go live** — Employees can immediately start using My Space, submitting requests, and checking in
+
+The best part? Clockbook's HRM module works seamlessly with the Time Tracker, Timesheet, and Dashboard modules — giving you a unified platform for workforce management.
+
+## The Bottom Line
+
+Small businesses can't afford to waste time on manual HR processes, but they also can't afford expensive enterprise software. Clockbook bridges that gap by delivering powerful, automated HR management at a price point that makes sense for growing teams.
+
+Whether you're a 10-person startup or a 200-person company scaling fast, Clockbook's HRM module gives your team the tools they need to manage people efficiently — so you can focus on what matters most: growing your business.
+
+**Ready to modernize your HR?** [Get started with Clockbook today](https://clockbook.com) — your first 10 users are free.

package/lib/templates/content/blog/2026-02-18-employee-onboarding-checklist-2026.md

@@ -0,0 +1,164 @@
+---
+slug: employee-onboarding-checklist-2026
+title: "The Ultimate Employee Onboarding Checklist for 2026: From Offer Letter to Productive Team Member"
+authors: beena
+tags: [HRM, Onboarding, Business]
+---
+
+A new employee's first 90 days determine whether they'll become a long-term asset or another turnover statistic. Research from the Society for Human Resource Management (SHRM) reveals that organizations with a standardized onboarding process experience **50% greater new-hire productivity** and **62% higher retention rates** within the first year.
+
+Yet, most small and mid-sized businesses still rely on ad-hoc onboarding — a welcome email here, a forgotten access request there, and a "figure it out" approach to training. The result? New hires take longer to ramp up, feel disconnected, and are more likely to leave within the first six months.
+
+This guide breaks down the complete onboarding journey and shows you how to automate it using Clockbook's HRM Onboarding module.
+
+<!--truncate-->
+
+## The True Cost of Bad Onboarding
+
+Before diving into the checklist, let's quantify why this matters:
+
+- **Replacing an employee costs 50–200% of their annual salary** (Gallup, 2025)
+- **20% of employee turnover happens within the first 45 days** (SHRM, 2024)
+- **69% of employees are more likely to stay 3+ years** if they experienced great onboarding (SHRM)
+
+For a 50-person company with an average salary of $60,000, poor onboarding leading to just 5 early departures per year costs **$150,000–$600,000** in replacement costs. Investing in a structured process pays for itself many times over.
+
+## Phase 1: Pre-boarding (Offer Accepted → Day 1)
+
+The onboarding experience starts before the employee's first day. In Clockbook, this maps to the **Candidate Onboarding** flow.
+
+### Checklist
+
+- [ ] Send a formal offer letter and employment contract
+- [ ] Collect signed documents (NDA, tax forms, ID verification)
+- [ ] Set up the employee's email and system accounts
+- [ ] Order equipment (laptop, phone, access cards)
+- [ ] Assign a buddy or onboarding mentor
+- [ ] Send a welcome package with company swag and handbook
+- [ ] Schedule Day 1 orientation meetings
+- [ ] Add the employee to team communication channels
+
+### How Clockbook Helps
+
+1. Navigate to **HRM > Onboarding > Candidates**
+2. Click **Add Candidate** and enter their details
+3. Start a **Candidate Onboarding** flow, which assigns each of the above as a tracked task
+4. HR, IT, and the hiring manager each see their assigned tasks with deadlines
+5. The candidate's status progresses from **Pending** → **In Progress** → **Completed Onboarding** → **Converted to Employee**
+
+Every task has an owner, a deadline, and a completion status — so nothing falls through the cracks.
+
+## Phase 2: First Week (Days 1–5)
+
+The first week sets the tone. It should balance orientation, role-specific training, and social connection.
+
+### Checklist
+
+- [ ] Welcome meeting with the manager
+- [ ] Office tour / virtual workspace walkthrough
+- [ ] Complete HR paperwork (profile setup, emergency contacts, bank details)
+- [ ] IT setup: verify all accounts and tools are working
+- [ ] Review the employee handbook and company policies
+- [ ] Introduce the team (in-person or virtual meet & greet)
+- [ ] Set up Clockbook profile (My Space > Personal Information)
+- [ ] Walk through the daily Check-in / Check-out process
+- [ ] First 1:1 with the manager: discuss expectations and goals
+- [ ] Assign initial training modules
+
+### How Clockbook Helps
+
+Once a candidate is **Converted to Employee**, the **Employee Onboarding** flow kicks in:
+
+- Tasks are auto-assigned to the new hire, their manager, and IT
+- The employee uses **My Space** to complete their profile, including Work Information, Hierarchy, and Emergency Contacts
+- Check-in/Check-out is immediately available, integrating with the Time Tracker
+- Progress is visible in **HRM > Onboarding > Onboarding Instances**
+
+## Phase 3: First Month (Days 6–30)
+
+### Checklist
+
+- [ ] Complete role-specific training
+- [ ] Attend team meetings and understand project workflows
+- [ ] Complete compliance training (if applicable)
+- [ ] Set 30-day goals with the manager
+- [ ] First formal check-in: progress review and feedback
+- [ ] Submit any pending HR requests (leave policy enrollment, etc.)
+- [ ] Introduction to cross-functional teams
+
+### Tracking Progress
+
+In Clockbook's **Onboarding Tasks** page, HR can:
+
+- View all tasks across all onboarding instances
+- Filter by status: **Pending**, **In Progress**, **Completed**, **Overdue**
+- Identify bottlenecks (e.g., IT hasn't set up access after 3 days)
+- Send reminders to task owners
+
+## Phase 4: First 90 Days (Days 31–90)
+
+### Checklist
+
+- [ ] 60-day performance check-in
+- [ ] Adjust goals based on initial performance
+- [ ] Complete advanced training
+- [ ] Fully integrated into team workflows
+- [ ] 90-day comprehensive review
+- [ ] Solicit feedback from the new hire on the onboarding experience
+- [ ] Close the onboarding instance
+
+The onboarding instance status progresses through: **Pending Offer** → **Pending Contract** → **In Progress** → **Completed**.
+
+## Automating It All
+
+The power of Clockbook's onboarding is that you **define the flow once and reuse it for every hire**:
+
+1. **Create your onboarding flow template** with all the steps, task assignments, and timelines
+2. **Start an instance** for each new hire, selecting the appropriate flow
+3. **Track progress** from the Onboarding Instances dashboard
+4. **Iterate** — after each hire, refine the flow based on feedback
+
+### Sample Onboarding Flow Structure
+
+```
+Candidate Onboarding Flow
+├── Document Collection (HR - Day -7)
+├── Background Check (HR - Day -5)
+├── Equipment Provisioning (IT - Day -3)
+├── Account Setup (IT - Day -2)
+├── Welcome Package (HR - Day -1)
+└── Contract Signing (HR - Day 0)
+
+Employee Onboarding Flow
+├── Profile Setup (Employee - Day 1)
+├── Team Introduction (Manager - Day 1)
+├── Tool Training (IT - Day 2)
+├── Role Training (Manager - Days 3-5)
+├── Compliance Training (HR - Week 2)
+├── 30-Day Check-in (Manager - Day 30)
+├── 60-Day Review (Manager - Day 60)
+└── 90-Day Closeout (HR - Day 90)
+```
+
+## Onboarding Metrics to Track
+
+Use Clockbook's HR Dashboard to monitor:
+
+| Metric | Target | What It Tells You |
+|--------|--------|-------------------|
+| Time to Productivity | < 30 days | How quickly hires become effective |
+| Onboarding Completion Rate | > 95% | Whether all tasks are being completed |
+| New-Hire 90-Day Retention | > 90% | First indicator of long-term retention |
+| Task Overdue Rate | < 5% | Whether the process is realistic and followed |
+| Candidate-to-Employee Conversion | > 80% | Effectiveness of the hiring pipeline |
+
+## The Bottom Line
+
+A structured onboarding process is one of the highest-ROI investments any company can make. With Clockbook's Onboarding module, you get:
+
+- **Template-based flows** that scale with your hiring
+- **Task-level tracking** so nothing is missed
+- **Status visibility** for HR, managers, and the new hire
+- **Integration with the full HRM suite** — profile, attendance, leave, and more
+
+Stop losing new hires to chaotic first impressions. **Build your onboarding flow in Clockbook today** and turn every new employee into a long-term team member.

package/lib/templates/content/blog/2026-02-19-leave-management-best-practices.md

@@ -0,0 +1,142 @@
+---
+slug: leave-management-best-practices
+title: "Leave Management Best Practices: How to Eliminate Scheduling Conflicts and Boost Team Morale"
+authors: beena
+tags: [HRM, Business, Productivity]
+---
+
+One of the most underestimated yet impactful HR processes is leave management. Done poorly, it leads to scheduling conflicts, understaffed teams, frustrated employees, and compliance headaches. Done well, it boosts morale, reduces absenteeism, and gives managers the visibility they need to plan effectively.
+
+In this article, we'll walk through leave management best practices and show you how Clockbook's Time Off module transforms a traditionally painful process into a streamlined, self-service experience.
+
+<!--truncate-->
+
+## The Hidden Costs of Poor Leave Management
+
+Most businesses don't realize how much disorganized leave tracking actually costs them:
+
+- **Unplanned absences cost U.S. employers $3,600 per hourly worker** and **$2,650 per salaried worker** annually (CDC Workforce Health)
+- **Scheduling conflicts** arise when multiple team members take leave simultaneously without visibility
+- **Compliance risks** grow when leave records are scattered across emails, spreadsheets, and chat messages
+- **Employee frustration** increases when requests take days to process or get lost altogether
+
+A centralized, transparent leave management system addresses all of these — and Clockbook's Time Off module does exactly that.
+
+## Best Practice #1: Centralize All Leave Requests
+
+The number one mistake companies make is allowing leave to be requested through multiple channels — email, Slack, verbal requests, shared spreadsheets. This creates information silos and guarantees that things will fall through the cracks.
+
+**What to do:** Funnel all leave requests through a single system.
+
+In Clockbook, employees submit leave requests through **Time Tracker > Time Off > Requests**. The process is simple:
+
+1. Click **New Request**
+2. Select the leave type
+3. Choose the dates
+4. Add optional notes
+5. Submit
+
+The request is automatically routed to the reporting manager for approval. No emails needed. No ambiguity.
+
+## Best Practice #2: Give Managers a Visual Timeline
+
+Spreadsheets don't work for leave planning because they lack visual context. When a manager is reviewing a leave request, they need to instantly see who else is out during that period.
+
+**What to do:** Use a visual timeline for team-wide leave visibility.
+
+Clockbook's **Time Off > Timeline** tab provides exactly this:
+
+- A **calendar view** showing each team member as a row with leave blocks plotted over time
+- **View modes**: Week, Month, or Year — zoom in for next week or zoom out for quarterly planning
+- **Color-coded legend**: Approved leave vs. Pending leave at a glance
+- **Today marker** to quickly orient yourself
+
+This view transforms leave approval from a guessing game into an informed decision. Before approving a request, the manager can instantly see the team's availability for that period.
+
+## Best Practice #3: Track Balances Proactively
+
+Nothing frustrates employees more than not knowing how much leave they have remaining. And nothing creates more HR overhead than employees emailing to ask about their balances.
+
+**What to do:** Make balances self-service and always visible.
+
+Clockbook's **Time Off > Balance** tab lets:
+
+- **Employees** view their own leave balance at any time
+- **Managers** check any team member's balance via a dropdown selector
+- **Filter by policy** to see balances for specific leave types (annual, sick, personal, etc.)
+
+Each balance shows:
+- **Allocated** — Total leave days for the period
+- **Used** — Days already taken
+- **Remaining** — Available balance
+
+No emails. No spreadsheets. No waiting for HR to respond.
+
+## Best Practice #4: Implement Clear Approval Chains
+
+Ambiguous approval processes create bottlenecks and inconsistency. Who approves a leave request? The direct manager? The department head? HR?
+
+**What to do:** Define a clear hierarchy and automate routing.
+
+In Clockbook, the approval chain is determined by the **Reporting Manager** field in each employee's profile (set in **My Space > Work Information > Hierarchy**). When an employee submits a leave request:
+
+1. It's automatically routed to their reporting manager
+2. The manager gets notified
+3. They approve or reject with one click from the HR Dashboard
+4. The employee is notified of the decision instantly
+
+For organizations that need multi-level approval, the HR Dashboard provides a centralized view of all **Pending Approvals** with the **LEAVE REQUEST** category filter.
+
+## Best Practice #5: Integrate Leave with Attendance and Projects
+
+Leave data in isolation is of limited value. Its real power comes through when it connects with your attendance records, project planning, and HR analytics.
+
+**What to do:** Use a unified platform that connects leave with other workforce data.
+
+Clockbook's Time Off integrates with:
+
+- **Attendance Tracking** — Approved leave automatically reflects in attendance records, so there are no discrepancies
+- **HR Dashboard** — The "On Leave" metric on the overview gives a real-time count of who's out today
+- **Time Tracker** — Check-in/Check-out respects approved leave days, preventing conflicts
+- **Team Capacity** — Managers can use the Timeline to plan sprints and deadlines around team availability
+
+## Best Practice #6: Monitor Trends and Act Early
+
+Patterns in leave data often signal deeper issues. A spike in sick leave in one department might indicate burnout. Consistently low leave utilization might mean employees feel pressured not to take time off.
+
+**What to do:** Review leave analytics regularly.
+
+Clockbook's HR Dashboard **Trends & Analytics** tab offers historical trend charts that help you spot:
+
+- **Seasonal patterns** — Plan for holiday season spikes
+- **Department-level anomalies** — Investigate if one team has unusually high leave rates
+- **Low utilization** — Encourage employees to use their entitled leave (it reduces burnout risk)
+
+## The ROI of Better Leave Management
+
+| Before Clockbook | After Clockbook |
+|-------------------|----------------|
+| Leave requests via email/Slack | Self-service portal with one-click requests |
+| No team visibility | Visual timeline across the team |
+| Balance inquiries to HR | Self-service balance checking |
+| Manual approval tracking | Automated routing and notifications |
+| Spreadsheet-based records | Integrated with attendance and timesheets |
+| No analytics | Dashboard with trend monitoring |
+
+Companies that implement Clockbook's leave management typically see:
+
+- **70% reduction** in time spent processing leave requests
+- **90% fewer** scheduling conflicts from overlapping leave
+- **Higher employee satisfaction** from transparent, fast approvals
+
+## Getting Started
+
+1. **Set up your organization hierarchy** — Ensure every employee's Reporting Manager is defined in their profile
+2. **Configure leave policies** — Define annual, sick, personal, and custom leave types
+3. **Communicate the process** — Let your team know to submit all requests through Clockbook
+4. **Empower managers** — Show them the Timeline view for informed approval decisions
+5. **Review monthly** — Check the HR Dashboard for trends
+
+Leave management doesn't have to be painful. With the right system, it becomes one of the easiest parts of your HR operations — and one of the most impactful for employee morale.
+
+**Start managing leave smarter with Clockbook today.** [Sign up for free](https://clockbook.com).

package/lib/templates/content/blog/2026-02-20-travel-expense-management-growing-teams.md

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+---
+slug: travel-expense-management-growing-teams
+title: "How to Streamline Travel & Expense Management for Growing Teams"
+authors: beena
+tags: [HRM, Business, Travel]
+---
+
+Business travel is back — and growing. According to the Global Business Travel Association, corporate travel spending is projected to exceed **$1.48 trillion** in 2026, surpassing pre-pandemic levels. For small and mid-sized businesses, this means more travel requests, more expense reports, and more administrative overhead.
+
+If your team is still managing travel requests through email and tracking expenses on spreadsheets, you're leaving money on the table. This article explores how to build an efficient travel and expense management process — and how Clockbook's Travel module makes it effortless.
+
+<!--truncate-->
+
+## The Problem with Manual Travel Management
+
+For most growing companies, travel management looks something like this:
+
+1. Employee sends a Slack message: "Hey, I need to fly to New York next week for a client meeting"
+2. Manager replies: "Sure, go ahead"
+3. Employee books flights and hotel on their personal card
+4. After the trip, employee digs through receipts and sends a spreadsheet to finance
+5. Finance takes 2–3 weeks to process reimbursement
+6. Employee is frustrated. Finance is overwhelmed. Nobody has visibility.
+
+The issues are clear:
+
+- **No pre-approval process** — travel costs aren't evaluated before they're incurred
+- **Lost receipts** — paper receipts get lost; digital ones get buried in email
+- **Slow reimbursements** — employees front the cost for weeks
+- **No analytics** — nobody knows how much was spent on travel last quarter
+
+## Building a Better Travel Management Process
+
+### Step 1: Pre-Travel Approval
+
+Every business trip should start with an approved travel request — before any bookings are made. This gives management visibility into upcoming travel costs and the ability to prioritize or consolidate trips.
+
+Clockbook's Travel module makes this simple:
+
+1. Navigate to **HRM > Travel**
+2. Click **New Request > Travel Request**
+3. Fill in the details:
+
+| Field | What to Include |
+|-------|----------------|
+| **Purpose of Visit** | "Client kickoff meeting," "Industry conference," etc. |
+| **Place of Visit** | Destination city |
+| **Departure / Arrival Date** | Trip dates |
+| **Duration** | Expected number of days |
+| **Mode of Travel** | Flight, train, car, etc. |
+| **Billable to Customer** | Whether the client covers the cost |
+| **Description** | Additional context |
+
+4. Submit the request
+
+The request flows through the approval chain:
+- **Reporting Manager** reviews and approves/rejects
+- **HR/Admin** provides secondary approval if required
+- Employee is notified of the decision
+
+> **Pro Tip:** Pending travel requests appear in the **HR Dashboard > Pending Travels** tab, so admins can see the full pipeline at a glance.
+
+### Step 2: Post-Travel Expense Reporting
+
+After the trip, employees submit a **Travel Expense** linked to their approved travel request:
+
+1. Click **New Request > Travel Expense**
+2. Link to the approved travel request
+3. Add expense line items (flights, hotel, meals, transport)
+4. Upload receipt images
+5. Submit for reimbursement
+
+### Step 3: Approval and Reimbursement
+
+Managers review expenses against the original travel request to ensure alignment. Approved expenses move to the finance team for reimbursement.
+
+## Travel Request Statistics Dashboard
+
+The Travel Management page provides at-a-glance statistics:
+
+| Metric | What It Tells You |
+|--------|-------------------|
+| **Total Requests** | Volume of travel activity |
+| **Pending Approval** | Bottleneck indicator — high numbers mean delays |
+| **Approved** | Active/upcoming travel |
+| **Rejected** | Requests that didn't meet criteria |
+
+Use the **search bar** to quickly find requests by employee name, destination, or purpose.
+
+## 7 Best Practices for Travel & Expense Management
+
+### 1. Always Require Pre-Approval
+No exceptions. Every trip should have an approved travel request before any money is spent. This single practice eliminates up to **40% of unnecessary travel costs** (Aberdeen Group).
+
+### 2. Set Clear Travel Policies
+Document your policies: What class of flight is acceptable? What's the per-diem for meals? Are weekend stays permitted? Communicate these in your travel request approval criteria.
+
+### 3. Submit Expenses Within 7 Days
+The longer the delay, the more receipts get lost. Set a clear expectation: expenses must be submitted within one week of return.
+
+### 4. Photograph Receipts Immediately
+Clockbook's expense form supports **receipt uploads**. Train employees to photograph receipts the moment they receive them and upload directly from their phone.
+
+### 5. Track Billable vs. Non-Billable Travel
+Using the **Billable to Customer** flag on travel requests, you can distinguish between client-billable and internal travel. This data is critical for project profitability analysis.
+
+### 6. Review Travel Spend Monthly
+Use the HR Dashboard to review total travel spend, identify frequent travelers, and spot cost optimization opportunities (e.g., advance booking discounts).
+
+### 7. Integrate with Expense Management
+Travel expenses in Clockbook tie directly into the Books module's **Expense Management** — giving finance a unified view of all company expenses in one system.
+
+## How Clockbook Simplifies the Entire Journey
+
+| Manual Process | With Clockbook |
+|----------------|---------------|
+| Email/Slack travel requests | Structured form with all required fields |
+| No visibility for managers | HR Dashboard with pending requests pipeline |
+| Spreadsheet expense reports | Digital forms with receipt uploads |
+| Weeks-long reimbursement | Streamlined approval chain |
+| No travel analytics | Real-time statistics and search |
+| Disconnected systems | Integrated with Expenses, HRM, and Dashboard |
+
+## The Bottom Line
+
+Travel management isn't just about controlling costs — it's about creating a process that respects your employees' time while giving the business the visibility it needs. Clockbook's Travel module delivers both:
+
+- **Employees** get a fast, clear process for requesting travel and submitting expenses
+- **Managers** get a visual pipeline of pending requests with all the context they need to decide
+- **Finance** gets structured expense data with receipts attached
+- **Leadership** gets analytics on travel trends and costs
+
+Stop managing business travel through Slack threads and spreadsheet attachments. **Bring order to your travel management with Clockbook.**
+
+[Get started for free →](https://clockbook.com)