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The benefit of moving business applications to the cloud is no longer up for the debate. And while, there are some companies who still cling to the belief that having software installed on their server is part of a corporate policy, that they are not willing to abandon. However, this attitude towards the cloud, is dwindling as more companies realize that the cloud has become part of everything we do in this digital era.

Cloud Computing Predictions For 2018 According To Forrester Research

In a recently published article titled ‘Predictions 2018: Cloud Computing Accelerates Enterprise Transformation Everywhere’ by Dave Bartoletti for Forrester Research, he writes in part;

“Cloud now permeates all company sizes, industries, and geographies. And all of this innovation isn’t only happening in the big public clouds; exciting new private cloud technology stacks and fresh partnerships between infrastructure vendor stalwarts and upstart cloud-native companies bring the power and energy of elastic, on-demand cloud services to the enterprise data center as well.

In 2018, we’ll pass that magic threshold: Forrester predicts that more than 50% of global enterprises will rely on at least on public cloud platform to drive digital transformation and delight customers. As highlighted in our 2018 cloud predictions, cloud is truly business critical and is now a mainstream enterprise core technology”.

Many of the companies who have migrated to the cloud are reaping several benefits, including: a reduction in IT operating costs, more simplified user workflows across multiple applications, improved employee mobility, having access to real-time workforce analytics, and an increased ability to innovate business operations.

So what if your company happens to part of the few holdouts, who remain unconvinced about the benefits of migrating to the cloud? Our suggestion is to start small and/or ask other businesses who are using the cloud about their experience. Chances are you might be surprised to find out that some of today’s companies who are using cloud-based solutions held similar views to that of your organization.

To learn about ATS TimeWork OnDemand, our best-in-class cloud computing application, go our website, where you can view a demonstration or register for one of our bi-monthly webinars. To reach an account representative, call; 866.294.2467.

 

There was a time when biometrics was seen as futuristic and, too intrusive to ever be accepted by the general public. Many of today’s smart phones, tablets and laptops are equipped with biometrics. As part of its security protocols airports around the world, have installed fingerprint readers and voice recognition technologies and Disney World have installed biometrics that enables its visitors to gain access to theme parks.

Biometric Technology Is Shaping The Future Of Time And Attendance

If your company is an early adopter of biometric time and attendance, you are likely the beneficiary of a productive workforce, and at the same time are saving hundreds of dollars on payroll costs.

If you are considering a biometric time and attendance system to enhance your company’s HR process and workflows, here are three types of the most common biometric technologies for recording and tracking employee time.

Hand Geometry: Hand recognition is the most common employee biometric time clock technology. The method uses 3D analysis of the hand for tracking and identification purposes. An individual places their hand (palm down) onto a special plate. A camera takes a picture of it and analyzes the length, width, thickness and surface area of the hand. This recorded biostatistics information is then stored for future use. Companies have used this type of biometrics for attendance tracking and accessing secure entrances.

Facial Recognition: ATS FaceScan Time Clocks, uses algorithms to analyze features. These include the position/size/shape of the eyes, nose, cheekbones and jaw line. Initially, this process was known as 2D facial recognition. The 2D images were typically taken from security cameras that have integrated facial recognition technology. For the best results, face images needed to be looking directly at the camera with enough lighting. After analysis, they could be compared to other face images for identification purposes. Employee Time clocks that use facial recognition are growing in popularity— it’s as simple as snapping a photo; the time clocks are equipped with HD cameras. This type of technology is now readily available on ATS TimeWork OnDemand mobile time tracking apps as well.

Fingerprint Identification:This type of biometrics compares either one or two fingerprints (depending on the type of time clock selected) to determine identification. It analyzes the ridges and valleys patterns on the fingertip for differences. The process involves measuring and comparing employee fingerprints against data stored in the time and attendance system. It is fast and easy to use— the employee simply presses a fingertip against the time clock screen for a moment as part of the clock in/out process. Some laptop computers and smart phones, utilize fingerprint biometrics for authorizations purposes such as logging in and entering website passwords.

Other biometrics include voice authentication, which is the analysis of vocal behavior by matching it to a voice model template (that was previously recorded). Since every voice is unique, the physical characteristics of the speaker’s voice can be measured. Retinal and iris scanning is employed by different industries.

Bottom-line:

Companies deploy biometric time and attendance systems to ensure the person/s clocking in, are who they say they are. Biometric time clocks helps prevent employee time theft, ensures workforce compliance, and helps employers collect accurate time and attendance information. In short, it makes life easier for payroll and HR practitioners.

To arrange a demonstration of ATS TimeWork OnDemand and our array of biometric time clocks, go to our website or call, 866.294.2467.

The burden of proof for hours worked by its employees is the responsibility of an employer especially in organizations that do not have an automated system. However, many companies might have employee hand books that contain language, which states, in part, that employees are required to record and report time work, and submit their time cards, to their respective supervisors for review and approval.

How Ontario’s Bill 148: Employment Standards Act Reform Could Affect Employers

 

On June 1, 2017 Bill 148, was introduced. If you operate a business in the province of Ontario, here is summary of some of the changes you should prepare for in 2018.

Benefit Accruals, Vacation, Statutory Holiday and Overtime Pay

  • Personal Emergency Leave: Rather than limiting this leave to organizations with more than 50 employees, all workers will be given 10 personal emergency leave days per year – and a minimum of two days would be paid. Further, employees will not have to provide employers with a sick leave note when requesting personal leave.
  • Overtime: The Mixed Hourly Rate (a weighted average established for employees with multiple rates) would be eliminated in favour of paying overtime at the rate of the work performed after the weekly threshold is reached
  • Vacation Entitlement Increase: Minimum vacation entitlement for workers would rise from two to three weeks per year (after five years with the same employer)
  • Public Holiday Pay: Calculation changes for public holiday pay that refer to regular wages in the pay period before the holiday divided by the days worked (rather than a four-week period of regular wages divided by 20)

Employee Workforce Scheduling

  • Three-Hour Rule: Broader application – The rule would extend to unworked on-call situations and when shifts are cancelled within 48 hours of the scheduled start time.
  • Advance notice: Employers must offer employees advance notice of 96 hours or be subject to refusal.
  • Three-Hour Rule: Removal of minimum wage component – Rather than topping up shifts less than three hours to three times the minimum wage, as proposed, eligible employees would be entitled to three times the regular rate.

The reforms to the Bill148, Fair Workplaces, Better Jobs Act, 2017 will work in concert with the rise of the minimum wage that was also enacted into law as well. If your organization is still using an antiquated time tracking system or one that is no longer meeting your needs, it might be time to think about upgrading to a modern time and attendance solution- one that’s specifically, designed to comply with today’s ever changing regulatory and work-rule policies.

To learn more about ATS Time and Attendance Solution, go to our website, where you can download a pre-recorded demonstration, brochures or register for one of our upcoming live webinars.

To reach a representative, call 866.294.2467.

Here is the drill: Daylight saving time (DST) ended on Sunday, Nov. 5, 2017 at 2 a.m. ET. Most north Americans would have set their clocks back an hour. This makes for darker days, and for some people, it will take a few days to get used to, while for some others, it might take them a week or two to adjust to the time change.

The spring brings the arrival of daylight saving time in March 2018 and requires clocks to be moved forward one hour at 2 a.m. Employees who are shift workers and who are on duty at that time and who normally work an eight-hour shift will actually work only seven hours, unless of course, your company is using an automated time and attendance system that automatically adjusts with daylights savings time.

ATS TimeWork OnDemand Is Designed To Handle Daylight Savings Time

A blog titled As the clocks turn back this weekend, don’t forget FLSA rules authored by Pamela Deloacth for HRDive offers the following advice for companies:

“That extra hour of work can present several unanticipated challenges, in addition to an unpaid hour:

Overtime: If that additional hour puts an employee at more than 40 hours during that workweek, the Fair Labor Standards Act requires the employee be paid overtime. Employees who fall under the “8 and 80” system — or in states that require daily overtime — may be eligible for overtime for that day.

Collective Bargaining Agreements: Employers should ensure that they are following any provisions in a collective bargaining agreement that addresses wage and hour provisions for time change”.

If your company has in excess of 30 employees handling daylight savings time (DST) manually can be a challenge. Automating your time tracking system, instead of doing it manually, will make your payroll and HR managers happy and more productive, especially if they have to deal with sleep deprived employees, still adjusting to the daylight savings time.  ATS TimeWork OnDemand is a cloud-based time and attendance designed for; Payroll, Accrual Benefits, Enterprise Resource Planning (ERP), Talent Management, and Analytics integration. ATS TimeWork OnDemand provides organizations with access to real-time data of Workforce Management (WFM) capabilities, across all domains.

To learn more about ATS TimeWork OnDemand or to attend a bi-monthly webinar, go to our website where you  can also download a demonstration from our website or contact us by phone at: 866.294.2467 to discuss your business requirements.

Market Intelligence leader International Data Corporation (IDC) is on the forefront of the cloud and the digital revolution and their evidence-based predictions and analytic reports are much sought-after items. Here are some predictions based on the ever increasing use of mobile devices, the cloud and the non-stop pace of the digital revolution that shaking and shaping today’s business landscape.

Growth of mobile connectivity and today’s workforce

“The U.S. mobile worker population will grow at a steady rate over the next five years, increasing from 96.2 million in 2015 to 105.4 million mobile workers in 2020. By the end of the forecast period, IDC expects mobile workers will account for nearly three quarters (72.3%) of the total U.S. workforce.

Embrace The Cloud And The Digital Revolution Or Go Home

Key drivers behind the growth in the U.S. mobile worker population include the increasing affordability of smartphones and tablets combined with the growing acceptance of corporate bring your own device (BYOD) programs. In addition, innovations in mobile technology such as biometric readers, wearables, voice control, near-field communications (NFC), and augmented reality are enabling workers in completely new ways, increasing productivity by enhancing communications and business workflows. In a recent IDC survey, 69.1% of enterprise mobility stakeholders polled saw a reduction in opex or capex costs as a result of implementing BYOD programs.”

There are many reasons why smart business leaders are adopting cloud-based solutions to propel their organizations. Many of them believe in the future of the cloud computing technology. And,the report by Eileen Smith of IDC reads, in part;

“Fueled by 3rd Platform technologies like mobile, social business, cloud, and Big Data and analytics (BDA), a new era is upon us where technologies and processes that businesses deploy are so tightly linked to their customers and markets that the boundary between the internal operations of the enterprise and its external ecosystem is rapidly disappearing. Business leaders are challenged to move their enterprises to the next level, that of digital business transformation, employing digital technologies like IoT, robotics, and artificial intelligence to create new ways of operating and growing businesses. IDC’s Worldwide Semiannual Digital Transformation Spending Guide sizes the technology and business dollars related to this transformation of business processes. Delivered via IDC’s Customer Insights query tool, users can easily extract meaningful information about technology markets and industries”.

Are you still in doubt about the power of the cloud? Go to our website and download free white papers on the benefit of adopting a cloud time and attendance solution. You can also read customer testimonials on the site and, to reach an account executive by phone call; 866.294.2467.

 

Since business runs on talent, growing companies need effective workforce management solutions that work, and work well. Manual calculation of employee hours and spreadsheets can result in costly over or under-staffing and unpaid overtime hours, which in turn, can lead to low staff morale. As a business grows, it demands more effective business automation tools—without adding unnecessary maintenance, deployment time, and cost. Organizations need solutions that speeds up HR processes and systems so they are strong enough to meet workforce needs today, but innovative enough to adapt in the future.

What Modern Workforce Management Means For Your Business

If you have already made workforce adjustments to proactively prepare for the upcoming labour changes by lawmakers across the North American, you might be fine. But, what if you haven’t and you are still scrambling to deploy a time and attendance that can adapt to upcoming employment standards act and other workforce regulations?

Here’s what you can expect from an ATS TimeWork OnDemand Solution

  • Simplify scheduling tasks with ATS Workforce Planning tool — to create and manage schedules anywhere, from any web-enabled device
  • Improve staff accountability – easily assign and track job costing projects
  • Enable employees to request time-off, check vacation balances and banked time, from anytime, anywhere  — clock-in/out, and view messages left by management on any mobile device
  • Reduce labour costs through utilization of ATS Forecasting & Budgeting module so you can gain better control over your business by knowing, at any time if you are running over or under budget
  • Ensure compliance with regulatory requirements through automated alerts— to managers, when overtime or other thresholds are at risk

ATS TimeWork OnDemand gives growing businesses the critical information they need to optimize their workforce. ATS TimeWork OnDemand delivers science infused workforce management— that results in real-time business intelligence designed to— inform decisions and provide a high return on investment.

To learn more, go to our website and download a demonstration, or call 866.294.2467.

The acceptance of the cloud has been growing steadily and that’s in large part to its many benefits, including; flexibility, low financial outlay and scalability. Some companies dip their toe in the water by simply moving core elements of their time and attendance into the cloud, while others are choosing the middle ground of a hybrid cloud environment, which keeps core time and attendance functions on-premise while also utilizing a variety of multi-tenant public cloud systems to manage certain parts of their business.

Some C-suite executives including finance and HR, at times, need convincing when it comes to the cloud, and if their past experiences with a cloud solution, have been less than stellar — asking them to give a cloud-base solution another chance might be an uphill battle.

In a published article for CFO.com titled The Cloud: A Better Expense Model Roy Golding, does a masterful job in espousing the virtues of the cloud and its inherent benefits.

“Cloud asks businesses and their finance leaders to reevaluate some long-held approaches to IT and how it is accounted for. Traditionally, any time an organization wanted to make a significant technology change, the CFO needed to ensure the long-term business model supported the investment. Making heavy capex investments up front — think expensive data-center hardware — always brought with it the risk that the hardware wouldn’t be fully utilized down the road.

The Benefits Of The Cloud Is Undeniable So, Don’t Get Left Behind

In contrast, cloud offers the flexibility to move technology resources and to not be tied into one big investment at the beginning of a new project or business. Software-as-a-service (SaaS), for example, removes the need for businesses to install and run software and applications on their own hardware within their own physical infrastructure, which also removes the associated expenses. In this operating expense model, instead of taking a large cash hit on the P&L statement right away, the company can pay for the service over time as it gradually grows the investment.

In the past, if IT teams needed additional hardware, software, or connectivity resources at certain times of the year — for seasonal reasons, perhaps — the investment to cover that requirement may have resulted in over-provisioning after the busy period ended. And a double hit resulted — the company subsequently owned depreciating technology assets that weren’t being used most of the time. This approach has never been popular with CFOs, but before the arrival of the cloud there was little alternative.”

If your organization is still on the fence about the cloud, you can always start small and grow with it. For example, with ATS TimeWork OnDemand Software-As-A-Service (SaaS) you can easily increase or decrease capacity to cost-effectively handle peak demand.  And, because the configuration with ATS TimeWork OnDemand configuration is less complex, you don’t high-value implementation team members thus– helping keep deployment costs down.

The power of the cloud is undeniable so, don’t leave your organization behind. Still not convinced? Find out how ATS TimeWork OnDemand Enterprise Cloud Solutions can deliver the speed and resources necessary to quickly validate and realize solid ROI.

To learn more go to our website. You can register and join the ATS Workforce Analytics team for this week’s webinar, How Businesses Can Use Analytics To Achieve Profitability. And, to speak to an account executive, call: 866.294.2467.

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So, you’ve finally decided that it’s time get rid of the outdated time and attendance system you have been using for the last 15 plus years. Whether that system is a combination of spreadsheets and paper time cards, the people that are commonly involved in managing it tends to be payroll, HR and, some in cases, the finance. More often than not, some companies see this as a IT project and so, the very people who are involved in the everyday process of adding up time cards (if your process is manual) are left out entirely or get introduced to system after IT has seen a demonstration or your company has selected its vendor of choice. Make no mistake IT is critically important to the deployment of a time and attendance solution-but to leave out the very people (stakeholders) who will be managing the system on a day to day basis is a recipe for disaster. In short, all stakeholders should be involved when deploying a solution that is designed to automate and enhanced business process.

Going To Deploy A Time And Attendance Solution? Don’t Forget HR And Payroll

Scott Span penned an article for TLNT titled 7 Steps to Successful Technology Adoption. It’s a good guide for any company who is going to deploy a cloud or onpremise time and attendance, talent management, CRM, ERP or HR application. Here is a condensed version of the article which reads, in part:

  1. Align technology and strategy

The purpose of introducing new technology to a business is to improve performance. Start with the goals you want to achieve, and then plan backwards, finding a technology that best supports improved performance. People are more likely to adopt new technology if they can see how it helps them to achieve their goals and objectives.

  1. Communicate for buy-in and engagement

Achieving user adoption for new technology requires communicating with stakeholders early and often. Before you can communicate with stakeholders you need to have all your stakeholder groups identified. The way each currently performs their work, processes, should be documented. The impacts the new technology will have on them needs to be identified and communicated. Ways in which your organization will mitigate any negative impacts for stakeholders also needs to be communicated.

  1. Perform a current systems analysis

Technology upgrades or introducing new technologies carries a huge compatibility risk – what if the new systems turn out not to be compatible with those you already have or integration requires more build time than was anticipated.

  1. Develop training approach early

One of the biggest risks to user adoption is lack of sufficient and customized training. Many vendors offer training options as part of your technology purchase, however, most of this training is standardized off the shelf and not specific to your business processes or culture. Training should not just be screenshots and PowerPoint. People need to see and play in the system, prior to go-live, in the context of their specific work processes.

  1. Integrate technology deployment with change management

Many organizations are so focused on deployment and conversion, schedules and criteria, that they fail to deploy and integrate a change management process for helping stakeholders adapt and adopt to technology. This is often one of the biggest reasons for rocky deployments, low adoption, and project failure. Technology only achieves desired goals if the people adopt it, if they don’t, technology is just wasted money.

  1. Create an effective governance structure

Many technology deployments fail to establish an effective governance structure to lead and manage the deployment. Often project management and technology resources are assigned to govern the implementation, but the voice of impacted stakeholders and even customers, is not represented. Effective governance can’t exist in a silo or a vacuum.

  1. Monitor and course correct

Introducing new technology is likely to cause a major disruption to workflow. Monitor your deployment and consider whether the implementation schedule may need to be revised into smaller more manageable stages. Provide stakeholders opportunities to offer feedback. New technology impacts everyone, so listening to stakeholder opinions and concerns and adjusting your deployment as needed, is important for achieving adoption.”

Deploying a time and attendance should not be a difficult undertaking. Once you have checked all the boxes of the above mentioned steps, the next important step is to assign a project manager. While that person does not (although this would be nice) need deep implementation expertise, they need to have the authority and capability to bring all parties together at any given time to ensure the success of your deployment.

Finding a time and attendance solution that meets your business goals and can be deployed on time and on budget can be overwhelming and frustrating exercise. But it doesn’t have to be. And, that’s why ATS created a helpful guide, based on the real-life experience of our customers who, like you, converted from manual and out-dated business practices and spreadsheets to a best-class time and attendance solution.

How do we do it? First, we cut through the hype select the solution that meets your business goals fits your needs of your operation.  It all begins with scoping interviews, where we get an in-depth view of what you need from the ATS Time and Attendance Solution. Once this is complete, we can start to plan for implementation, testing, training, and support. From there, we initiate the ATS Time and Attendance as an integrated solution

To download an ATS Time and Attendance Implementation Guide, go to our website. You can also review a demonstration of ATS TimeWork OnDemand or attend a bi-weekly webinar, while browsing through our site. And, to reach one of our solution consultants by phone, call 866.294.2467.

 

 

Whether you run a small, midsize or large organization, chances are, you will be impacted by the proposed minimum wage hike in Ontario and several other jurisdictions across Canada. And, similarly, US businesses are grappling with the same challenges.

How To Prepare Your Company For The Minimum Wage Hike

As an organization, you have several options at your disposal, and as such, get to decide how to handle a wage hike. For the purpose of this blog, we will discuss two options:

  1. Decrease your workforce: As a company, you might decide that in order to remain viable the simplest solution is to decrease your number of employees. Another possibility is to simply hire employees on a part-time basis, in the hopes that this will help you decrease payroll costs.
  2. Raise prices: When payroll and other operational expenses go up, businesses can choose to pass them onto their customers. And, depending on the market and product offered, this can sometimes be a tough pill for customers to swallow, and some of them may end up speaking with their dollars by going elsewhere.

What if instead of loosing sleep (and with good reason) over the wage hike, your company automates manual business processes, thus, enabling employees to work smarter and more efficiently, while keeping your profits intact?

ATS Workforce Management HCM Solution can streamline payroll costs and improve workforce productivity. Some of these solutions include:

ATS Workforce Scheduling for retail, hospitality and healthcare is a robust and powerful solution designed specifically for organizations with hourly paid employees across multiple jurisdictions. ATS Workforce Scheduling uses data from your core business to create real-time analytic reporting and on demand-based schedules avoiding any over or under-staffing.

With ATS Scheduling you can:

  • Accurately report key performance indicators (KPIs) such as labour costs, employee attendance and absences, and workforce compliance.
  • Align employee schedules to financial budgets, payroll and labour to-sales ratios and the allocation of hours for a single entity or across the organization.
  • Improve employee productivity through optimized resourcing, employee and supervisor self-service. Managers can create schedules and send it to employees through interactive dashboards and workflows.

ATS Time and Attendance simplifies the tedious tasks involved with monitoring employee time and attendance, labour tracking, and data collection. That means, if you are using paper timesheets, outdated tracking and spreadsheets, you will likely not save much money unless your time tracking is fully automated. ATS Time and Attendance System — works in tandem with our best-in-class time clock/data collection devices — to help your organization control labour costs, minimize compliance risk, and improve workforce productivity.

Manage overtime costs ATS Time and Attendance helps you account for hours accurately, and minimize overtime to protect your bottom-line. You will have immediate access to employee attendance and get reports, in real-time on overtime trends, tools to manage overtime requests and approvals, and time card review. In other words, this means less administrative burden and fewer errors.

Bottom-line:

The wage hike is coming and will be felt by organizations and employees alike. If you are looking to improve your employee efficiency, streamline payroll costs, and make better business decisions, ATS Time and Attendance could be the right tool for your organization.

To download a demonstration or learn more, go to our website. And to attend bi-weekly webinar or speak to time and attendance consultant, call 866.294.2467.

In many respects formal business attire has become almost passé. The world of tech, in and particular, Silicon Valley CEOS regularly wears hoodies, jeans and sneakers to shareholders meetings.  There are of course some exceptions, like politicians, foreign diplomats, some corporate boardrooms and select industries. According to the recent study by OfficeTeam 50% of the senior managers interviewed “said employees wear less formal clothing than they did five years ago. In addition, nearly one-third (31 percent) of office workers stated they would prefer to be at a company with a business casual dress code; 27 percent favor a casual dress code or no dress code at all”.

Is The Formal Business Attire Out Of Fashion?

The trend to less formal business attire has shown no signs of abating and all indications are that this will continue for the foreseeable future. And according to several studies, technology companies are at the forefront of casual office attire.

Here is partial list of some of today’s leading companies that have made casual attire for its employees part of their DNA. This list is derived from a blog titled ‘10 Big Businesses With Incredibly Casual Offices’ and names the following companies:

  1. Google

Google was one of the first companies to adopt the laid-back corporate culture that emphasized creativity and achievements on an individual basis that add to the team’s overall success. One of the company’s 10 principle philosophies is “you can be serious without a suit.” This philosophy speaks volumes for the casual culture of Google. Not only is the dress code casual, but the overall look and feel of the company’s headquarters in Mountain View, Calif., is also laid back and fun. Google employees can enjoy ping pong, snacks in the break rooms, video games, and “huddle” rooms for everyone to take a break. Some additional office amenities include massage chairs, foosball and ping pong tables, an onsite gym, haircuts, and complimentary car washes.

2. Zappos

Zappos has put a lot of emphasis on its company culture and takes pride in being a casual yet successful business. Even though it was acquired by Amazon in 2009, Zappos has managed to hold on to the same values and company missions that it was founded on. Zappos’ casual work environment takes after the Internet marketing and e-commerce industries, which emphasize comfort over formality to help employees produce their very best work.

3.FaceBook

Facebook also adopted a Google-like office culture that consists of casually-dressed, but hardworking youngsters. Facebook has offices in more than 15 countries, some of which have bean bag lounges, kegs, on-site chefs, and plenty of places to kick up your feet and relax. At the Facebook headquarters in Palo Alto, Calif., employees have several unique amenities that fit the laid-back online culture. Workers can break a sweat on the outdoor skate park, play some tunes on the office turn tables, and take care of their laundry or leather repairs without leaving work.

  1. Electronic Arts

EA is one of the biggest companies in the video game industry, with an estimated 8,000 employees worldwide. Although most of the EA studios and subsidiaries have embraced a informal office culture, the EA campus in Vancouver is one of the most casual and decked-out facilities within the company. The campus has a state-of-the-art building featuring a theater, restaurants, coffee bars, a complete fitness room, and a full-size soccer field. EA Canada is also the company’s largest and oldest studio, so, naturally, it houses the world’s largest video game test operation and many employees take advantage of this cool feature.

5.Twitter

Twitter is an online social networking service that knows how to have fun. The Twitter offices are located in San Francisco, San Antonio, Boston and New York City, and are chock-full of awesome amenities to keep their employees relaxed and satisfied. Twitter employees get to enjoy everything from free gym memberships, complimentary yoga/Pilates and rock climbing classes, as well as on-site laundry and dry cleaning services.

Today, more than ever companies from healthcare, to retail and in some corporate environments, businesses have replaced the formal attire for men and women, and are instead, encouraging their employees to dress casually for work. Hard dress codes, it appears, have all but disappeared.

 

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