User Guide & Support

A cloud service where you upload photos of paper timecards — AI automatically reads clock-in/out times and tabulates overtime, night work, and other hours based on the rules of Japan's Labor Standards Act.

PC: Chrome, Edge, Safari, Firefox (latest). Smartphone: iOS Safari, Android Chrome. Tablet: iPad Safari, Android Chrome.

1. Access the Pasha Kintai URL. 2. Sign up with Google or create an account with email and password. 3. After your first login, the dashboard appears.

Open the Upload tab in Attendance and drag & drop your timecard image. Year-month, employee name, and card side are auto-detected in 30-60 seconds. Multiple images can be added at once.

Supported formats: JPEG, PNG, WebP, HEIC/HEIF. Recommended: 1600px or higher. Shoot in bright light with full card visible. File size limit: 20 MB per image.

Any standard timecard works. As long as date, clock-in, and clock-out are written, both handwritten and printed cards can be read.

Upload multiple employees' cards at once and process them together, eliminating one-by-one uploads. Add multiple images in the Upload tab. AI auto-detects year-month, employee name, and side.

1. Open Upload tab. 2. AI auto-detects year-month, name, and side. 3. Drag & drop or select multiple files (up to 10 at once). 4. Click Start Batch Processing. 5. Images process one at a time (45-60 sec each). 6. When all show Done, complete.

1. Click Edit on the row you want to correct. 2. Edit clock-in/out time, break time, day type. 3. Click Save. The original OCR value is retained for verification.

85%+: High accuracy — quick spot-check fine. 70–84%: Some uncertainty — focus on handwritten parts. Below 70%: Possible quality issue — full verification or re-shoot.

Re-shoot in brighter light if dark. Stabilize phone to avoid blur. Shoot so full card fits. Handle tiny/illegible handwriting manually. Avoid shadows—use even lighting.

1. Select Employee Management. 2. Click Add Employee. 3. Enter name, reading, department, employment type, hire date. 4. Click Save. Employee ID assigned automatically.

Yes. When adding or editing an employee, upload a driver's license photo and AI auto-reads name, date of birth, and address.

When a name not yet in the employee master is detected on a timecard, it is temporarily saved as Pending. Go to Employee Management to approve, register new, or merge with existing.

Unknown names are never auto-created. Sheets with non-matching names become Needs Review — use the clarification dialog to link to existing employees or register new on the spot.

Go to Work Rules in the side menu. Method 1: Upload your work rules PDF—AI reads content and auto-sets hours, overtime rules, etc. Method 2: Manual entry for each item.

Work Rules offers Standard, One-month variable working hours, and Flextime. Standard: time beyond 8 hours a day and beyond 40 hours a week is overtime. One-month variable working hours (Labor Standards Act art. 32-2): hours are counted as an average over the target period, and the cap is statutory weekly hours × calendar days in the period ÷ 7 — about 177 hours 8 minutes for a 31-day period at 40 statutory hours a week. Flextime (art. 32-3): the same formula applies to the settlement period. The dates of the target and settlement periods follow your closing day automatically, so you never enter them; if you choose flextime you do pick the Settlement period on the Work Rules page, and one month is the only option available for now. One caution about one-month variable working hours: we check the period total only. Working beyond the hours scheduled for a specific day (9 hours on a day scheduled for 7) is not counted as overtime, because per-day scheduled hours cannot be registered yet. While you stay within the total cap, overtime can therefore read lower than it actually is, so please cross-check at payroll time if your work rules set hours per day.

Yes. Settings apply in priority order: the per-employee setting first, then the employment-type override, then the company default. There is no per-department split. Year-long variable working hours (Labor Standards Act art. 32-4) cannot be set. Variable working hours and flextime cannot be applied to employees under 18 (same act, art. 60(1)): if the employee's date of birth is registered, this is detected automatically and their hours are tabulated under the standard system. Without a date of birth we cannot tell, so they are tabulated as an adult and a warning is shown — please register dates of birth for anyone who may be under 18.

A mechanism for employees to request attendance corrections, which an approver then approves or rejects. Keeps an approval trail for reliability. Can be enabled/disabled by owner.

Centrally manage paid leave balances, grants, takes, and confirmations per employee. Manage list view of balances, granting (legal/special), taking (full/half/hourly), and history logs.

If you do not register them, an employee who was on leave is granted fewer paid-leave days than they are entitled to. Paid leave is granted to employees who have worked continuously for six months and attended at least 80% of all working days (Labor Standards Act art. 39(1)), and four kinds of leave count as attendance in that check by law (same act, art. 39(10)): work-injury recovery leave, childcare leave, family-care leave, and maternity leave. Register the period and those days are counted as attendance. Registering a period does not change the leave balance itself — it only affects how the 80% attendance check is counted.

Childcare leave and family-care leave: the employee submits a request from the Leave request screen, and the company approves it on the Leave periods tab of the Paid Leave page. Maternity leave and work-injury recovery leave: the company registers them without waiting for a request, because a woman must not be put to work for 6 weeks after childbirth even if she asks to return, and in weeks 7 and 8 only at her own request and for duties a physician certifies as harmless (Labor Standards Act art. 65(2)). Requests that are not yet approved are not reflected in the 80% attendance check used for paid-leave grants. The expected end date may be left blank, but the employee is treated as on leave for as long as it is blank, so set it once they return. Keep the employee Active while on leave — marking them as resigned removes them from tabulation and billing.

1. Select Reports. 2. Select year-month to export. 3. Select format (PDF/Excel/CSV). 4. Download.

PDF: One page per employee, Japanese fonts—for insurance, filing, archiving, accountant submission. Excel: Summary + per-employee sheets—for payroll, editing, processing. CSV: UTF-8 with BOM—for wage software import, system integration.

Yes. Connect your Google account via Google Drive Integration in Settings, and monthly reports auto-save to your chosen folder. Credentials stored encrypted.

¥100/month per employee whose attendance is calculated. Login users (managers, approvers) unlimited and free. No init fee, no extras, credit card payment, no lock-in.

You can try the main features with your own timecards: timecard upload, OCR, bulk upload, detail view, manual correction, monthly view, employee management, work rules, workflow, report export, and paid leave.

Click Cancel in Billing Management in Settings. After cancellation, you cannot view/download data—export what you need first. Within 30 days you can revive and data carries over.

Within 30 days, you can revive from Billing Management. Re-contract and your data carries over so you resume. After 30 days, revival is impossible and data deleted.

Data retained for 30 days post-cancellation for revival purposes, but cannot be viewed/downloaded. Export data (Excel/CSV/PDF) before cancelling. After ~30 days, all data permanently deleted.

If you forgot your password, send a password reset email from the login screen. Try email+password if Google Sign-In fails. Clear browser cache if you see Authentication error.