BambooHR keeps the people records. EZTime keeps the hours. They should agree about who works for you.
The most common problem between a people system and a time system is that they disagree on who works for you. A new hire exists in one and not in the other. A resignation is recorded in HR on Friday and in time tracking on Wednesday. Treat BambooHR as the source for who is employed, and EZTime as the source for when they worked. The sync of the list is what makes it work.
EZTime digital HR forms let you send, sign and file employee documents online.
The data points, direction and timing for your account are confirmed with the EZTime team during setup, so use this page to prepare your questions rather than as a technical specification.
BambooHR holds department, location and manager for each person, and those fields decide who sees and approves what in EZTime. If a manager changes in HR but not in time tracking, approvals go to the wrong person. Review reporting lines each quarter, and after any reorganization.
Time off policies live in the HR system, and the schedule lives in the time system. A person on approved leave should not appear as a no-show. Decide where requests are entered, and how the schedule shows them. If requests are in BambooHR, the schedule should block those days. If they are in EZTime, balances need to reach HR for records.
A restaurant hires a server who starts on Monday.
| Day | Step | Owner |
|---|---|---|
| Thursday | Offer accepted, record created in BambooHR | HR |
| Friday | Employee appears in EZTime with location and manager | HR |
| Monday | First clock in, schedule shows the shift | Manager |
| Friday | First hours approved | Manager |
When each step has a named owner and a day, a missed record is found on Friday and not at the first payroll.
An HR system holds far more than a time system needs. Share only the fields that EZTime requires, such as name, employee number, department, location and manager. Do not send pay, health or performance data to a system that does not need it.
| Field | Source of truth | Why |
|---|---|---|
| Legal name and employee number | BambooHR | HR creates the record at hire |
| Department, location, manager | BambooHR | Drives approvals in EZTime, so changes start in HR |
| Hire and termination date | BambooHR | Controls who can clock in |
| Schedule and shifts | EZTime | Changes daily, owned by managers |
| Clock-in and clock-out times | EZTime | The legal time record |
| Time off balances | One system only | Decide which, never both |
Write the table down and share it with every manager. Most data problems come from someone fixing a field in the system that does not own it.
The new hire example above has a legal deadline built into it. U.S. Citizenship and Immigration Services requires employers to complete Section 2 of Form I-9 no later than the end of the third business day after the employee starts work. For a Monday start, that is Thursday.
The I-9 belongs in the HR process, not in time tracking. Keep the form and its supporting documents in the HR record, and do not send them to EZTime. What the time system can do is make sure the person is scheduled and clocking in only after the HR record exists.
The U.S. Department of Labor requires employers to keep time cards for at least two years under the FLSA, so deactivate profiles rather than deleting them. EZTime keeps time history for up to seven years.
A fictional cashier asks for three days off in two weeks. If requests live in BambooHR, HR approves the request there, the days appear as blocked on the EZTime schedule, and the manager builds the week around them. If requests live in EZTime, the manager approves them in EZTime, which shows the PTO balance at the time of the request, and the approved hours are reported to HR and payroll.
Either flow works. The trouble starts when both are used: the cashier asks in one system, the manager approves in the other, and the balance is deducted twice or not at all. Pick one, put it in the employee handbook, and turn off the other route so nobody can use it by mistake.
It can, through the EZTime API (Premium plan) or a custom integration built by EZTime’s development team. The EZTime team can explain how it works for your account.
Use BambooHR for who is employed and EZTime for when they worked.
Only if you need it for your setup. Share the minimum.
No. Form I-9 and its documents belong in your HR records. Share only the fields the time system needs.
Update BambooHR first, then confirm the new manager can see and approve the team in EZTime before the next approval deadline.
Check headcount at every pay period and run a fuller audit each quarter. Mismatches are cheaper to fix in the week they appear.
Estimate paid time off earned
Weekly overtime math
Wages as a share of revenue
Book a demo and bring one pay period or one week of sales. We will go through what you want to see and which data is needed.
BambooHR is a trademark of its owner. EZTime is not affiliated with or endorsed by BambooHR. This page is general information, not legal, payroll or tax advice. Rules differ by state, city and contract, and they change. Check with a qualified professional before you act. Numbers in examples are made up.