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During this ever-evolving challenging time, organizations should be prepared for additional leave requests from their employees. Federal, provincial and local governments, are quickly amending or passing laws in response to COVID-19 outbreak, to protect workers who need time off. And, as this pandemic drags on, with no end in sight, organizations can expect, from workers —additional stress, feelings of fear and uncertainty.

If you are using paper and pen to track your employee time-off requests, during this pandemic, there is a better way.

With ATSTimeWorkOnDemand, employees and supervisors can:

Employee Self-Service Portal

  • Employees can request time-off, view hours worked for the week or period.
  • Find out if their request for time-off was granted or denied by their supervisors
  • Key in their start and end time from any computer or mobile device

Supervisor Portal

  • HR, supervisors and operational managers can review time-off requests in real-time and respond accordingly.
  • Supervisors can enter time-off for themselves directly, without an approval process. However, if you want supervisors to submit their time-off, for approval, to the managers they report to, you can simply change their access rights.

Notifications

Supervisors, managers and super-users can push notifications from the dashboard to their mobile device. They can also select their preferred notification from their ATSTimeWorkOnDemand Dashboard.

Vacation and leave management Balances

  • Leave management balance are hours from existing edit time card that have been deducted.
  • Future benefit accruals have notbeen added.
  • Time-off hours in the edit time card that have not been deducted.

Available Benefit Accrual Balance

  • Time-off hours accrued between now and when the time-off occurs have been added. 
  • All future time-off hours that have been deducted. 
  • Any hours from existing time-off dashboard that have been deducted.

ATSTimeWorkOnDemand Payroll Ready

  • With ATSTimeWorkOnDemandHR ESS, you can integrate, automate, and streamline your entire payroll process while providing in-depth reporting options and ensuring accuracy.
  • Integrated payroll engine interface that simplifies your entire payroll process while providing in-depth reporting options.
  • Access and make amendments to compensation and Benefit Accruals

Companies that implement ATSTimeWorkOnDemandHR will be positioned to maximize efficiency and cost savings by —streamlining processes and freeing up the HR department from manually tracking and managing employee requests. The Employee Self-Service features of an ATSTimeWorkOnDemandHR can positively impact employee engagement by actively involving them in their own vacation planning, overtime requests and benefits decisions.

To learn more about ATS you can register for our next webinar Embracing The Future of Artificial Intelligence & Machine Learning. To download a demo of our time and attendance app or reach us by phone call; 866.294.2467.

You can also read:

Time and Attendance to Manage Your Remote Workforce

Here are a few Contactless Punching Options for your Organization

How To Maintain Employee Engagement During COVID-19

With stay-at-home orders reshaping the business landscape, the workforce has become fluid and remote. To manage in this new world of work, you need new strategies. Your employees can use ATS TimeWorkOnDemand HR application on their laptops or mobile devices to sign in for work and avoid congregating in the area where they usually clock in and out.

Here are 3 benefits to ATS Time and Attendance and HR App for the remote workforce:

Attendance Management: Labour costs is one of the largest expenses for a business. ATSTimeWorkOnDemand gives you instant insight into time and attendance across your local, regional and global workforce, helping to ensure you maintain control and drive productivity. Employees can log in/out of their timesheets and use the on-demand dashboards to keep track of all payroll, compensation and benefits data

Manager and Employee Self-Service Portal: Employees can navigate the dashboard to; view hours worked, request time-off, view their scheduled shifts, vacation balance and see their leave requests was approved. Managers gets an instant notification for requests that meet pre-defined standards, and real-time visibility into pay calculations and also see employees who are approaching overtime pay.

HR Management and People Analytics: With ATS HR, you get instant and complete visibility of your remote workforce from a single source of truth. Keep your leaders informed with up-to-the-minute insights and make informed decisions with smarter analytics. You have access to on-demand reports, dashboards and analytics to keep track of all payroll, compensation and benefits data. And, instead of using paper-issued approvals, you can leave the busy work behind and focus on important issues like employee engagement, all through the interactive ATS TimeWorkOnDemand.

So, there you have it. No more trying to figure out what time your employee started working, what project they are working on or using manual time-off requests written on paper. You can do all that in ATSTimeWorkOnDemand HR with a few clicks.

At ATS we know the value of your HR data. Built and hosted by ATS this powerful cloud computing app, offers unparalleled reliability, secure access, privacy and availability 24/7, 365 days a year.

To take a test drive of ATSTimeWorkOnDemand HR go to our website. To reach an account executive, call; 866.294.2467.

The COVID-19 pandemic, led many businesses to make challenging decisions most of which, necessitated the evaluation of staffing needs after provinces and states across Canada and the United States issued various orders aimed at curbing the spread of the coronavirus. And, in some instances, these decisions have resulted in businesses reducing employee hours or laying-off employees. 

As officials slowly evaluate easing restrictions, some businesses are considering rehiring laid-off employees or returning furloughed employees to their previously held positions. And, for some of these businesses that have hourly employees who previously punched in/out at a time clock, the question becomes, how can this done in a way that does not expose employees to contracting the coronavirus.

ATS offers a variety of employee time clocks that your staff does not need to make direct contact with, to record their hours.

Backed by ATSTimeWorkOnDemand, cloud computing solution, here are a few options to choose to choose from:

MIFARE cards: With a MIFARE Card employees simply put the card up to time clock and it automatically records their time. The time clock will emit an audible beep to confirm that the employee successfully punched in or out. MIFARE cards encryption keys prevent data from being emitted until the MIFARE card and card reader mutually authenticate each other.

Face Recognition Terminals: With these terminals, employees only have to put their point their face towards the unit and it automatically records their start and end time. ATS Face Recognition contactless biometrics supports three modes of identification, including Face, card or face and card and– simply authenticates digital identity through facial recognition, thereby worker health and safety. ATS Face Recognition time clocks have proven to be one of the best biometrics because employees time can be recorded without touching or interacting with the unit.

Proximity cards, RFID cards and Keyfobs: Similar to MIFARE,proximity cards, RFID cards and keyfobs feature also feature encrypted, embedded metallic antenna coil that stores cardholder data. Data stored on a proximity card, key fob or tag can be detected by an ATS time clock, when the proximity card is passed within range.

As businesses slowly bring employees back to their offices with new health and safety measures, in place and whether you are in healthcare, manufacturing or grocery– ATS contactless biometric technologies can help you introduce a hygienic and safe time tracking experience.

To download a demonstration, or to learn more, go to our website. And, to reach an account representative, call 866.294.2467.

As coronavirus pervades every aspect of life, many companies (big and small) are grappling with how to support their employees during this time when there are many unknowns. And in many of these organizations, employees look to their leaders, in particular, HR for guidance as they navigate through the unknown territory of this pandemic.

Nathan Christensen wrote an insightful guide for HR managers on TLNT.com titled

7 Tips for SMBs to Manage Their HR in the Time of COVID-19 

These tips include:

  1. “Communicate honestly and openly with employees. It can be tempting to shelter employees from fears and risks, especially since high stress has been shown to destroy trust and inhibit empathy. But it’s likely your employees are already thinking about the issues keeping you up at night.
  2. Invite employees into the challenge. Surviving during a crisis requires creative and innovative thinking, as well as a willingness on the part of everyone to rise to the occasion. Focus your team on the purpose of your company’s work and the challenges ahead, and invite employees to seek new ways to contribute to the mission of the company, deliver its values, and achieve its strategic objectives. If your employees are invested in your culture, company, and mission, they will respond.
  3. Practice “open-source HR.” One of the unique aspects of the COVID-19 crisis is how broadly it has affected employers. Reach out (virtually) to other business and HR leaders in the community, perhaps through social media groups or by hosting virtual chats.
  4. Pay close attention to the new legislation that is being passed in response to COVID-19. Laws like the Families First Coronavirus Response Act, New York’s paid sick leave for COVID-19, and Colorado’s emergency rules for paid sick leave are important efforts to help employees who have lost pay and work, but they also bring new compliance requirements to employers.
  5. Protect against any semblance of discrimination. During periods of significant change, it’s important to make sure that any actions taken with respect to employees do not discriminate or appear to discriminate based on an employee’s protected class. There are legitimate business reasons for treating groups of employees differently.
  6. Manage your employees holistically.Employees working from home may have additional distractions or disruptions they’re not used to managing during the workday. It’s also possible that employees or their family members are experiencing distressing financial or health-related circumstances. Prioritize the health of not only your employees, but also their support network. If an employee is sick, give them time to get well and forego asking for a doctor’s note (health care professionals are already overwhelmed). Employers shouldn’t lower their standards for employee performance — that can also have a negative impact. But a little flexibility can have a big impact on employee wellbeing, commitment, and contribution.
  7. Understand limitations on privacy. If you need to have a difficult conversation with an employee, such as to notify them of a layoff or furlough, keep in mind that if they are working from home, the conversation may not be a private one. There may be a child, spouse, or roommate in the room with them, which can make it challenging for the employee to process the information and communicate openly.”

Covid-19 pandemic has wreaked havoc on businesses across every industry and, to the global economy as a whole. Organizations in the immediate term, need to ensure that the health and safety of their employees above all else, come first. In the short and long term, covid-19 will change the way businesses operate and compete.

About ATS
ATS offers a broad portfolio of time and attendance solutions that streamlines the collection, calculation, and reporting of employee hours for workforce management and eliminates the manual tasks of payroll preparation, increasing efficiency and reducing errors in corporate payroll departments.

Thousands of organizations across North, Central and South America and Europe- including more than half of the Fortune 500 – use ATS TimeWork OnDemand, Workforce Planning, Employee Scheduling HR and payroll solutions to manage their workforce.

In addition, ATS provides modular analytic solutions that includes; workforce planning, benefits management, employee self-service, business intelligence, human resources, payroll, and advanced analytics based on a robust cloud computing platform for information and data needs. It also offers design, rapid deployment, support services, software updates, and enhancements; and consulting and training services.

To learn more, go to www.https://www.atimesolutions.com

Enhancing the profitability of your organizational challenges gets more difficult every year—thanks in part to aging legacy applications and manual time tracking solutions that can’t keep up with today’s technology. Case in point, disconnected systems can hinder decision-making and lead to wasted resources and high payroll costs.

ATSTimeWorkOnDemand automates time tracking for hourly and salaried workforce and provides senior management with on-the-spot analytic reporting. With ATSTimeWorkOnDemand you can run your entire business in a single system of record, including: Talent Management, Time and Attendance, Payroll, ERP and HR and— receive updates on, production control, supply chain management, and more so you can be more competitive, efficient, and responsive to your customers’ needs.

Here are 5 reasons to deploy ATSTimeWorkOnDemand:

Scalable- Your organization will not have to worry again about database capacity, user license needs, adding another location, or how much storage or computing power you will need as your employee capacity and/or the size of your company increases. ATSTimeWorkOnDemand Cloud Computing application is infinitely scalable — expanding as needed.

Cost-ATSTimeWorkOnDemand lowers your cost of installing, maintaining and supporting your Human Capital Management (HCM) system – year after year. ATSTimeWorkOnDemand significantly cuts the cost of installing, maintaining, supporting and upgrading your system not just in year one, but throughout the lifetime of your relationship with ATS.

Secure-With ATSTimeWorkOnDemand, you get enterprise-class security at a low, predictable cost. You can trust that your data is safe—from ironclad firewalls and automated security sniffers to concrete walls and biometric control systems, ATSTimeWorkOnDemand solution is designed to provide the highest level of security.

State-Of-The-Art Technology-ATSTimeWorkOnDemand is built from the ground up with HR, finance and payroll practitioners in mind, and takes maximum advantage of cloud computing.  ATSTimeWorkOnDemand is designed for a “single instance, multi-tenant” implementation or across multiple sites across Canada, the US, Latin America or Europe. And, while the platform is shared among users and sites, security controls provide each tenant with sole access to its own data, in real-time, as well as full control over user and security administration.

Always-On-ATSTimeWorkOnDemand is available 24/7, 365 days a year— and promises to exceed the service levels and response time. Afterall, today’s businesses, simply cannot afford unscheduled downtime.

Tired of struggling with outdated and disparate software solutions?  Discover the many benefits of ATSTimeWorkOnDemand by downloading a demonstration of the application and you can see how this cloud application delivers a single solution that streamlines payroll costs, improve productivity and efficiently runs your business.

To learn more, you can contact us by phone at 866.294.2467 and/or also register for one of our bi-monthly webinars.

Machine learning is a form of artificial intelligence (AI) that enables a system to learn from data rather than through explicit programming. Artificial intelligence is a broad term that refers to systems or machines that mimic human intelligence. Machine learning and artificial intelligence (AI) are often discussed and used interchangeably, but they don’t mean the same thing. An important distinction is that although all machine learning is AI, not all AI is machine learning.

Today, machine learning is at work all around us. When we bank and shop online, or use social media platforms, the algorithms of machine learning comes into play to make the user experience efficient, seamless and secure. Machine learning and the technology around it are developing rapidly, and thus, we are only beginning to scratch the surface of its broad-based capabilities.

ATS TimeWorkOnDemand HCM suite is robust, intuitive and built with future-forward simplicity of machine learning, allowing your organization to work smarter and work seamlessly in the modern cloud. ATS TimeWorkOnDemand HCM suite experience empowers your employees to perform at their full potential and work inspired, helping them accomplish daily tasks — anything from requesting time-off and benefits enrollment to scheduling and managing time and attendance. ATS TimeWorkOnDemand machine learning capabilities, employs rich analytics to predict what will happen — to help organizations make forward-looking, proactive decisions instead of relying on past data.

Here are 3 ways ATS TimeWorkOnDemand HCM technology suite can help your business thrive:

Work in today’s modern cloud
With ATS TimeWorkOnDemand you can automate the employee life cycle and streamline workforce compliance including collective bargaining agreements (CBA) so your people can focus on strategic initiatives that support business goals.

Streamline payroll and other operational costs
ATS TimeWorkOnDemand HCM suite allows your company to streamline tasks and empower your people to get things done in the fewest steps possible — from any place and on any device 24/7, 365 days a year. ATS TimeWorkOnDemand HCM suite automates, employee self-service, time and attendance, benefit accruals, employee scheduling and integration with enterprise resource planning (ERP), human resources information system (HRIS), payroll and talent management.

Instant data-driven insights
Gather key metrics, visualize insights, and predict workforce trends with HR-based people analytics embedded right into your ATS TimeWorkOnDemand HCM suite experience.

To learn more, about ATS TimeWorkOnDemand HCM suite go to our website and download a demonstration. To reach an account executive, you can request more information by going online or contact us by phone at 866.294.2467.

‘Vacation shaming’ is nothing new. In fact, some company leaders make it a practise of not taking time-off and work long hours as a way of hinting that employees should do the same.

Encouraging workers to take time-off to reset, especially vacation, is a good way to make sure time off is used—and this, will bode well for the company’s bottom line. But frankly, any employer that expects you to work on your vacation or worst, not take vacation, isn’t one worth working for.

‘Vacation Shaming’ employees can have a negative impact on productivity, and also make it hard to retain talent. Paul Michael’s article 7 Reasons You Shouldn’t “Vacation Shame” Your Coworkers sums up why it’s bad to engage in this practice.

We selected find 5 of these ‘Vacation Shaming’ reasons from the article. They include:

1.Vacation is vital for good health: You wouldn’t want to make your coworkers physically ill, but by guilting them out of their vacation time, you could be contributing to some very serious health risks. The Framingham Heart Study, the world’s longest running study of heart disease, has some frightening statistics on vacation and health. The biggest — that men who failed to take a vacation for two years or more were 30 percent more likely to experience a heart attack than peers who took regular time off.

2. Vacation refreshes the mind and body: Research has proved it; when you take a vacation, you are improving your mind and your overall health. And if you work with people who need to be great at their jobs in order to make you and the company thrive, then you should encourage vacation time.

3. Vacation keeps good employees at the company: An unhappy employee is one that is looking for another job. A 2015 Talent Trends survey found that one out of every three employees is actively looking for a new job. That’s almost a third of the people at your company, right now, that wants out.

4. Vacation boosts organizational morale: Who wants to work in a company filled with miserable, exhausted, irritable employees? That’s what you get if you work in an environment that vacation-shames people.

5. Vacation leads to better performance reviews and higher salaries: Put this in the “strange but true” category if you like, but a 2006 study by Ernst & Young found that each additional 10 hours of vacation an employee took led to performance reviews that were 8 percent higher the following year. And, of course, higher performance reviews lead to increased salary bumps, promotions, and greater opportunities within the company.

Bottomline: We live in an always-on era and while it may be hard to unplug, it’s precisely the reason, employers should encourage their employees to take their vacation without making them feeling guilty.

About ATS

ATS offers a broad portfolio of time and attendance solutions that streamlines the collection, calculation, and reporting of employee hours for workforce management and eliminates the manual tasks of payroll preparation, increasing efficiency and reducing errors in corporate payroll departments.

Thousands of organizations across North, Central and South America and Europe- including more than half of the Fortune 500 – use ATS TimeWork OnDemand, Workforce Planning, Employee Scheduling HR and payroll solutions to manage their workforce.

In addition, ATS provides modular analytic solutions that includes; workforce planning, benefits management, employee self-service, business intelligence, human resources, payroll, and advanced analytics based on a robust cloud computing platform for information and data needs. It also offers design, rapid deployment, support services, software updates, and enhancements; and consulting and training services.

To download a demonstration, go to our website. And to a speak to an account representative, call; 866.294.2467.

A recent article for TLNT.com by Joyce Maroney titled, Ease Retail Turnover By Making Scheduling More Flexible for online sheds light on the headaches that retail managers endure. Whether you are in retail, healthcare or hospitality, you will run into obstacles when creating schedules for employees — and if those schedules are manual, you will be plagued, with unnecessary headaches.

Here are 3 ways to create better schedules from the article:

  1. Make taking time off easy — Establish a formal (ideally written) policy regarding time off requests and execute that policy consistently to ensure workers trust that the process is fair. Beyond that, actually provide workers with paid time off — to refresh themselves and to help avoid absence abuses — and encourage workers to take the time they want and need.
  • Create personalized schedules — Collaborate with workers when setting their schedules so that their shift preferences are accommodated as much as possible. Take advantage of automated scheduling and analytics tools to ensure that managers have visibility into worker availability and can plan for shift coverage. And don’t forget to provide workers with accrual information and make it easy for them to check their time, request shift changes, and swap shifts with coworkers — bonus points if they can do so from their own phones.
  • Use technology to staff smartly — Seek insight into how to address staffing coverage during uber-busy periods like Black Friday by looking at historical trends of labor drivers, schedule preferences, and booked vacation time. Doing this requires discipline and analysis, but once the models are in place, managers can easily re-run them with little additional effort to help make intelligent and data-backed staffing decisions in real time.

ATS Workforce Management (WFM) is a comprehensive optimization, planning, and time and attendance software application that manages employee resource demand, streamlines payroll costs, and business analytics. ATS Workforce Management mitigates the risk of potential compliance errors and reduce costs with purpose-built solution capabilities, while encouraging employees to focus on activities that generate more value.

To learn more about ATS (HCM) Workforce Management capabilities, or to download demonstration, go to our website. And, to reach an account executive, call 866.294.2467.

Family-friendly employers do exist, however, with competition for talent at an all- time high, some companies are offering; nap rooms, in-house entertainment and laundry service, minimizing the need to ever leave the office. While those are all nice perks, many working parents, don’t necessarily want to be working 60 hours a week while trying to manage a family. And, so in the talent-perk field of today’s landscape, how hard is it to find a company that embodies the family friendly workplace?

Alice Gomstyn article How to tell whether a prospective employer is actually ‘family-friendly’ illuminates the age-old argument about what constitutes a family-friendly workplace. It reads, in part;

“Fewer hours. Less travel. More flexibility. Minimal stress.

The promise of having it all led Al, a father in suburban New Jersey, to leave a high-pressure career at a New York City talent management agency to work as a marketing director at a theater just a few miles from his home. Al (who asked that his last name not be used so he could speak candidly about his employers) wanted to devote more time to his son, who has special needs, and be available to visit the boy’s elementary school when necessary.But things didn’t work out as expected. Al’s hours grew longer and his boss began calling him on weekends. Occasional requests to leave work to deal with issues at his son’s school were met with disdain.

“What was presented to me at the interview,” Al says, “was very different from what the reality was at the workplace.”

Sometimes the quest for work-life balance can lead parents to change jobs. Those who believe they’re moving to a more family-friendly company or industry may face a rude awakening, though, when hiring managers don’t keep their promises, or when personnel changes transform a once laid-back department into a high-pressure environment.

The family-friendliness of a workplace often depends on who’s running it at the moment, says Samantha Ettus, a work-life balance expert and author. People commonly “leave companies for the grass-is-greener mentality of ‘maybe that other company is going to afford me a better lifestyle,’” she says. “But if they’re working for a boss who doesn’t have any boundaries with their own personal life … [that boss] is certainly not going to care about protecting yours.”

Rachel, a Memphis-based accountant who asked to be identified by her first name only to speak candidly, felt like no one was protecting her when she faced a dramatic increase in her workload. She had traded 60-hour-plus weeks at a public accounting firm for what was supposed to be a better quality of life at an in-house corporate tax department. For a few years, Rachel was satisfied with her move. That changed quickly, however, after several members of the department left. When their positions went unfilled, much more work was heaped onto Rachel’s plate.

She still managed to get out of the office in time to pick up her young son from day care, but it meant spending hours catching up on work each night. The stress took its toll and affected her home life. “I was leaving every day from work in tears,” she says. “I was on edge most of the time. My poor husband probably got my sharp tongue way more than he deserved.” Exhausted and distraught, Rachel reached out to supervisors asking if she could get more support, but she says her pleas were ignored.

Companies today are often quick to tout family-friendly benefits such as parental leave and remote-work options, but the hard truth is that employers are generally under no obligation to deliver on those promises and accommodate parents struggling to balance their duties at work with their responsibilities at home”.

Bottom-line: Employers shape their workplace policies and culture and so, working- parents should be prudent in asking as much information as possible about a prospective company’s expectations before signing on the dotted line of a work contract.

Keep current with ATS:

To learn more about ATS Time and Attendance Solutions, go to our website. You can download a free demonstration or register for one of our bi-weekly webinars.

Managing overtime is not an easy task, especially if your company is using manual time cards and spreadsheets — an archaic practice at best, although, several companies still track employee hours, overtime and leave policies using these tools

Tracking overtime does not have to be that hard, especially if you are using a modern time and attendance solutions. Here are excerpts from an article, on how to manage overtime, by Rob Press for online magazine TLNT titled; 6 Ways to Minimize the Impact of the New US Overtime Rules

Simplify complex policies: Review your overtime policy, reading it through the eyes of the employees. You may find that by simplifying your policy, you could actually minimize the amount of work that you need to do to approve each request.

Complex policies were actually at the root of a recent class action in California. At some company facilities, there was a flat “no overtime” policy. At others, the policy stated that prior approval for overtime must be given by two relevant managers; something that the employees stated was an “impossible task” when they were under pressure to get the job done. Ultimately, the company agreed to settle the case for $20 million.

This really shows just how many complex stages can often be involved in overtime policies, and begs the question: Could making policies more straightforward – and consistent — not only help businesses to achieve their goals, but also help to make HR and manager workloads more manageable?

Focus on organization: To manage overtime like a boss, we need to focus on overtime specifically, right? Well, maybe not. To properly manage overtime, it’s important to look at the bigger picture.

There was a very interesting study undertaken by the US Postal Service across the Northeastern states which found that managers who failed to effectively manage unscheduled leave ended up having to deal with more overtime. According to the report, “management did not effectively manage unscheduled leave, which contributed to overtime hours.” Makes sense, doesn’t it?

Track employee hours: It doesn’t matter whether you’ve been working in HR for years or you’re just starting out in your career, you know, or will quickly discover, that employees are bad — very bad — at tracking their time. With so many other tasks that need to be prioritized, filling in timesheets often ends up at the bottom of the list.

And the problem doesn’t end there. Even when employees do try to track their time, they’re often doing it days later, which means the hours they’re putting down probably aren’t all that accurate. According to studies of memory, people quickly forget what they learn. What did you have for lunch three days ago?

Analyze: One of the most vital aspects of good overtime management is what it can tell us about workforce practices. As an HR professional, you’re not only responsible for supporting employees, but also for supporting the business, and for raising concerns that can help it improve.

One of the other advantages that an automated tracking system offers is the ability to analyze time and attendance. You can do this with paper timesheets, but it’s much harder.

Minimize overtime: Of course, the absolute best way to manage overtime is to have less of it. Ha! Easier said than done right? Well, being able to reduce overtime isn’t something that’s guaranteed, but there are a few methods that can minimize the need for extra hours.

Although there are any number of reasons for overtime, when it becomes endemic that’s often a sign there are not enough resources to complete the necessary tasks within the time given.

Managing change: Understanding how to better manage overtime is a significant part of handling the big changes that are taking place within the HR industry right now. With HR professionals expected to receive more requests for overtime payments than ever before under the new rules, now is the perfect time to look at improving internal processes and honing management skills for efficient and effective working”.

So, to summarize; proactively managing your employees’ overtime, avoiding surprises and preparing for the future can reduce your expense, protect your organization from unwanted legal action, and improve morale across the company.

ATS TimeWorkOnDemand is a best-of-best 21st century human capital management (HCM) software provides an end-to-end employee lifecycle management solution. ATS TimeWorkOnDemand Workforce Management solutions help meet your workforce needs regardless of your industry or where you do business.

Interested in learning how you can curb overtime with ATS TimeWorkOnDemand? Go to our website and take a test drive. You can also reach an account executive at 866.294.2467.