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Are Organizations Responsible for the Happiness of Their Employees?

January 16th, 2018 | Posted by ATS in Benefit Accruals | Employee Productivity | Time and Attendance Blog, Workforce Management Software - (Comments Off on Are Organizations Responsible for the Happiness of Their Employees?)

The happiness of employees at their workplace depends, on many factors, including; the actual jobs they are performing, and to a large degree the type relationship they have with their boss and colleagues among others. A study by the University of Warwick found that happiness led to a 12% spike in productivity, while unhappy workers proved 10% less productive.

 

In his article, Happy Employees Is Good For Business Damon Burton lays out 5 benefits of a happy workforce. They include:

  1. Better decision-making abilitiesPeople are better equipped to make decisions when they are cheerful. On-the-job difficulties engender some degree of fear and nervousness in most of humanity, but satisfied people can return to their original mood faster after being faced with adversity.
  2. Happy people sell more– A simple search on Google of “happy people, productivity, success, business” are better at business” returns countless articles and several studies showing happy workers are more productive.   The expression of positive emotions can be an effective bargaining tool.
  3. Greater innovation– There’s strong evidence showing a correlation between happiness and creativity. Some studies have shown that happy employees have higher levels of creativity than unhappy ones. Being happy can free up the brain, allowing for increased mental flexibility and imagination.
  4. Reduction in lost productivityHappy people are healthier. When employees take less sick leave, they are more productive, thus improving the bottom line.
  5. Better customer service– This is a no-brainer. People like happy people. And when it comes to customer service, businesses need to be cheery. When employees’ morale is high, customer interactions reflect it. Happy people are the perfect people pleasers for customer service-based roles.

And, of course there is the conventional wisdom that purports to the fact that if employees are paid well enough they will be happy. While paying employees well should not be discounted, that’s only one component of an engaged, productive and happy workforce.

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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.

ATS TimeWork OnDemand is a best-of-breed time and attendance solution that helps small, mid-size and large enterprises streamline payroll costs, tackle complex workforce challenges and improve compliance.

Tracking And Managing Workforce Compliance Is Easier Than You Think

A recent article by Kate Tornone for HRDive titled Docking pay for bathroom breaks exceeding 90 seconds ‘absolutely contrary’ to FLSA states in part;

  • Employers must pay workers for breaks lasting 20 minutes or less, the 3rd U.S. Circuit Court of Appeals has ruled (Secretary United States Department of Labor v. American Future Systems, Inc., No. 16-2685 (3rd Cir., Oct. 13, 2017)). The opinion came in a Fair Labor Standards Act (FLSA) suit filed by sales representatives at American Future Systems, doing business as Progressive Business Publications (PBP). The reps were paid only for time spent logged into their computers; any time away that lasted longer than 90 seconds became unpaid.
  • Federal regulations say that breaks of 20 minutes or less are compensable (see 29 CFR 785.18) but PBP argued that it didn’t provide “breaks;” rather, it maintained an arrangement called “flex time” that allowed workers to go off the clock whenever they wanted, for any reason. The court, however, was not persuaded; that’s an arrangement that “forces employees to choose between such basic necessities as going to the bathroom or getting paid unless the employee can sprint from computer to bathroom, relieve him or herself while there, and then sprint back to his or her computer in less than ninety seconds.” Docking the pay of employees who can’t manage to do that is “absolutely contrary to the FLSA,” the court said.
  • Ruling in the employees’ favor, the 3rd Circuit upheld a lower court’s summary judgment for them. That court had previously found the employer liable for least $1.75 million in back wages and damages, according to the U.S. Department of Labor (DOL). The ruling applies in Delaware, New Jersey, Pennsylvania and the Virgin Islands.

There is likely more than meets the eye to this issue which prompted the DOL to intervene, if you are using the honour system and/or some paper-based time sheets to track employee time.

Managing employee schedules, overtime and work hours should not be a complex issue, if you using a solution like ATS TimeWork OnDemand.

Some of the benefits include:

  • The automation of time tracking and reporting capabilities, while giving employees self-service access to Internet-enabled devices like smartphones and tables.
  • Transforming human resources tasks from an administrative function to a strategic asset with powerful integration tools to; HRIS, Payroll and ERP.
  • Improved accrual benefits management- this embedded module gives you the tools to track and monitor employee vacation and other absences, thus eliminating the types of errors that occur in a manual-based environment.

ATS TimeWork OnDemand application is designed to help you grow your business by automating routine tasks and providing power analytic tools to better manage your workforce.

To learn more about ATS TimeWork OnDemand, go to our website. You can also register for a bi-weekly webinar or download a demonstration. To reach an account representative by phone, call: 866.294.2467.

Your Employees Are Slacking Off At Work: What Should You Do?

August 31st, 2017 | Posted by ATS in Benefit Accruals | Business Software Automation | Time and Attendance Blog, Workforce Management Software - (Comments Off on Your Employees Are Slacking Off At Work: What Should You Do?)

So, your employees is slacking off. Perhaps, they are bored with their daily tasks or your work environment is not fun. Bridget Miller’s blog for the HR Daily Advisor titled, How to Get Employees to Goof Off Less at Work reads in part,

“Reducing employee time spent “goofing off” is probably a reasonable goal. But the idea of “goofing off” is probably not the main issue—the real issue is productivity loss. That productivity loss may come from a variety of employee activities, such as spending excessive of time talking about nonwork things with coworkers, doing personal things like browsing online articles or social media, or even taking care of personal errands (like buying gifts online or spending time away from work without taking paid time off (PTO). It could also come in the form of frequent personal calls and texts. Regardless of the specific activity, the concern is that too much time is being spent not working.”

Your Employees Are Slacking Off At Work: What Should You Do?

The article has a few suggestions for employers looking to engage its workforce and increase productivity. In no particular, order here is three out of the seven suggestions:

Invest in good tools for employees. If employees are frustrated at work, or even if they’re overworked, they may be more likely to need to take (too many) breaks and feel more justified in doing so. Conversely, giving employees good tools to enhance productivity can allow them not only to be more efficient but also to have a greater sense of satisfaction because the employer invests in its employees and cares about how well things get done. Likewise, good tools can increase productivity and can offset some of the otherwise “wasted” time.

Consider implementing more flexible working arrangements whenever possible. When employees have options that allow them to handle the demands of their personal life at the most opportune time, they’re less likely to be distracted when they’re working. They’re also less likely to be sneaking in personal calls if they have the flexibility to handle such issues without causing problems. Flexible working arrangements might include things like allowing employees to work nonstandard hours (which could allow for personal matters to be handled at better time of day) or allowing employees to make up time taken away from work on other days.

Ensure employees know where their role fits compared to the big-picture organizational goals. If the employee can clearly see his or her role and how it impacts the bottom line (directly or indirectly), he or she will be more likely to spend spare time on activities that work toward achieving the big-picture goals instead of just wasting time. The employee will feel that his or her contributions make a difference.

Today’s workforce wants flexibility, freedom, and equality. And that includes, work-life-balance and telecommuting opportunities. What they don’t want is to be told that they have to respond to work e-mails at all hours of the night, on their days off or while they are on vacation. And, as for micromanaging employees, it’s both archaic and demoralizing and the quickest way to have turnover. The best and more resourceful managers can always find ways to keep their employees engaged and at that same time, ensure productivity is also high.

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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.

 

 

Here Are Some Of The Reasons Why ATS Employee Self-Service Can Boost Productivity

August 3rd, 2017 | Posted by ATS in Absence Management | ATS TimeWork OnDemand | Benefit Accruals | Employee Self Service | Payroll | Time and Attendance Canada | Time and Attendance Toronto - (Comments Off on Here Are Some Of The Reasons Why ATS Employee Self-Service Can Boost Productivity)

Proposed hikes to the minimum wage in several jurisdictions, tight margins and increased global competition across all business sectors are just a few reasons why, many of today’s companies are trying to find ways to streamline payroll costs. And, many of these companies — have also discovered that by adopting employee self-service applications they can reduce human resources paperwork— thus, allowing them to focus on more strategic objectives.

Here Are Some Of The Reasons Why ATS Employee Self-Service Can Boost Productivity

ATS TimeWork OnDemand Employee Self-Service automates administrative human resource management processes. The application, when combined with ATS Benefit Accruals, provides your HR team with easy access to the information they need — all in a single employee record — to reduce errors and consistently enforce policies. Improve HR productivity, engage employees, control costs, and reduce compliance risk with automation that reduces tedious tasks and lets employees focus on what they do best.

ATS TimeWork OnDemand Employee Self-Service will help your company:

Boost Productivity
ATS Employee Self-service, integrated into the ATS TimeWork OnDemand solution, and provides seamless mobile access to both benefits and pay information. It’s a wonderful way to connect employees to managers — and connect managers to employees. Employees can update profiles and benefits, review shifts and overtime data, and request time-off. This means your HR and payroll team recovers valuable time to focus on larger goals.

Automate with Consistency and Adhere to Workforce Compliance
ATS TimeWork OnDemand robust data engine can be configured to comply with various legislative requirements, including the Canadian Family Medical Leave and Affordable Care Act. Automation of rules, policies, and regulations are applied consistently across the board, simplifying complex processes and helping you manage compliance with Employment Standards Act (ESA), FMLA and other employment acts across North America.

Streamline Data for HR and Payroll Practitioners
Recruiting, hiring and managing talent is a complex, but with ATS TimeWork OnDemand Employee Self-Service it should not be. If, however, your company is tracking employee time-off requests and hours worked on paper — you are likely giving yourself an unnecessary headache. ATS Employee Self-Service reduces errors consistently enforce policies, and helps you build the type of workforce you envision.

To learn about ATS Employee Self-Service, Benefit Accruals or Time and Attendance, go to our website. You can also download a demonstration,  and to reach us by phone call, 866.294.2467.

 

Does Your Company Offer Fridays Off?

July 26th, 2017 | Posted by ATS in Absence Management | Benefit Accruals | Time and Attendance Blog, Workforce Management Software - (Comments Off on Does Your Company Offer Fridays Off?)

The concept of a four day work week, employees being allowed to leave early on Friday or get have it off isn’t new. If fact, it has been the norm in the health and medical field and other industries for years. According to the Society for Human Resource Management this perk is offered as an option to some employees 43% of companies, yet only 10% of those companies make it available to all or most of their employees. Lately, companies have been using it to attract and retain top talent. And why is that? Many of today’s workforce especially millennial are not interested in jobs that require one to work 60 hours a week, and instead, value time-off from work to spend with friends and family.

Does Your Company Offer Fridays Off?

A recent study by CEB, now Gartner says that Organizations Are Offering Flexible Schedules, Reduced Hours to Retain Employees Who Are Feeling More Confident About the Labor Market.

In its press release on the study, it revealed the following:

“Summer Fridays” are days that organizations offer employees the flexibility to leave early or take the entire day off. Organizations that offer this type of perk may have a competitive advantage when trying to retain their top talent.

According to data from the CEB Global Talent Monitor, employee confidence in the business environment and their personal economic prospects increased again in Q1 2017 – the fourth consecutive quarter. In addition to feeling better about the global labor market, employees are increasingly seeking out new jobs in several major economies, including the U.S., China and Germany.

“As the number of employees feeling more confident about their personal job prospects increases, companies must find creative ways to reward and retain their top talent,” said Brian Kropp, HR practice leader at CEB, now Gartner. “Giving employees the gift of time via Summer Fridays is one low-cost way to improve employee engagement, which in turn can increase employee productivity and drive business results.”

For many employees, work-life balance is one of the top factors they consider when choosing to take or leave a job. Even organizations that are unable to offer an official Summer Fridays program can capitalize on the importance of work-life balance and reinforce the value they place on employees by:

  • Allowing staff to work from home more frequently during the summer
  • Enabling employees to shift their hours to either come in early or later
  • Encouraging employees to take PTO without guilt

Before trotting up to your boss with all this data to make your case for either working half day or having Fridays off, make sure you understand the make up of your organization. If your company does not offer either, your manager might have a compelling case. Ask employees who have been at your organization, longer than you about its history. There is likely a reason why your company does not have it.

Whether it’s working half day on Fridays, telecommuting on that day or having it off altogether, it isn’t limited to the private sector. The Canadian and US Governments in various departments offer some version of the proverbial “Summer Fridays” and in some instances, it’s year round.

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Unlimited vacation policy has been adopted by a few companies but it still remains a rarity in much of the corporate world. The business community, at large, is currently dealing with, among other things, the recent push by some government and labour leaders to hike the minimum wage. Asking some of these companies embrace unlimited vacation policies might not be something they are eager to deal with presently.

Unlimited Vacation: Are Many Companies Eager To Adopt This Policy?

In her recent article titled Unlimited Vacation: Is It About Morale or the Bottom Line for Society for Human Resources Management (SHRM) Dana Wilkie writes:

“Unlimited vacation first became popular at startups in Silicon Valley and then began to seep into other industries—typically those where employees work independently and can set their own hours. Companies that have embraced unlimited vacation include Netflix, Virgin America, The Motley Fool, Achievers, Jellyvision and General Electric, which offers the benefit to senior employees.

Still, unlimited vacation policies remain rare in corporate America; just 1 percent to 2 percent of companies offer the benefit, according to the Society for Human Resource Management’s (SHRM’s) 2016 Employee Benefits report. Evren Esen, SHRM-SCP, SHRM’s director of survey programs, said that statistic hasn’t changed appreciably during the past five years.

Leaders at companies that have adopted unlimited vacation laud the perk. They say there’s no more pressure on workers to plan and save days. Meanwhile, they say, employers are freed from the administrative hassle of tracking time off and the financial burden of paying out unused vacation time.”

The benefits of taking time-off is undisputed and studies including one by Oxford Economics  revealed that employees are more dedicated, productive and healthy when they take time-off. However, for several companies, unlimited vacation sounds more like a fantasy rather than reality, and so, it would be better to check with your HR department and ask about your corporate culture (if you are not sure) as it pertains to a policy like this, before getting excited about the companies that offer it.

ATS Time and Attendance Leave Management automates the administration and tracking of paid and unpaid federal, provincial, state and employer-specific leave policies and can be configured to match the needs of your company, to maintain and highlight vacation balances, reduce manual process errors, and control associated absenteeism costs. By eradicating manual tasks from the traditional leave management/time-off request process, ATS Time and Attendance Leave Management module ensures accurate data and full visibility when tracking and managing employee leave.

To learn about ATS Time and Attendance Leave Management module, go to our website.

Can You Keep Your Sanity In A Toxic Work Environment?

April 18th, 2017 | Posted by ATS in Benefit Accruals | Careers | Managers | Office | Workplace - (Comments Off on Can You Keep Your Sanity In A Toxic Work Environment?)

Who wants to be part of a work environment that has bad managers, unhappy workers, and is rife with gossip and innuendo on a daily basis? Hopefully, very few people if any at all. In his article, 6 toxic work habits that will kill your office culture  Marcel Schwantes describes some of the reasons that can make some work cultures unbearable. We selected three out of the six reasons, in this article, which are signals that you should start looking for another job when you notice these dysfunctional patterns in your workplace.

Can You Keep Your Sanity In A Toxic Work Environment?

“Negative cliques and gossipers
One clear sign of a toxic work environment is a group of disgruntled employees actively acting out their unhappiness. It’s easy to spot them–they’ll congregate in hush-hush circles around cubicles after meetings to put a negative spin on what just transpired.

They are quick to gossip, and even quicker to crucify leadership and company direction. They’re basically corporate teenagers whose time with the company is about to expire, and who now rely on each other for strength and safety. Keep a close eye out for their whereabouts; they may go out of their way to befriend new hires to vilify someone or something and spread their cancer.

Dictator Managers
The feeling of watching your back (for your manager’s whereabouts) is never a pleasant one. It means you either fear or loathe your manager, and facing him or her during the day probably means bad news because the exchange is never positive. This type of manager will create a toxic culture of distrust where it’s not safe to disclose information, offer input, or work in close collaboration. Job survival under a dictatorship is day-to-day, due to the unpredictability of the environment you’re in. Everybody is on his or her own. Trusting your peers is risky–they may really be your enemies. Trusting your manager is just corporate suicide. Consider updating your resume.

Sabotage
This example is quite astonishing if you find yourself sharing space with this toxic co-worker. They will go way out of their way to sabotage anything you’re trying to get done, putting obstacles in your way, and spreading rumors (see “Negative cliques and gossipers,” above). There’s usually a personal vendetta at work here. Perhaps you’re up for a promotion and your co-worker, who thinks he is more deserving, is not. Now he’s out to make your life miserable, and trying to spin a negative campaign against you. Now you’re left with covering your bases to protect yourself — writing more detailed emails than usual, CC’ing and BCC’ing more people than normal, documenting everything, and making backup copies of stuff in the event a false accusation comes your way.”

You can read the rest of the article on Inc.com. Basically, if you decide to continuing working for a company that has many of the toxic habits described above, you should take advantage the benefit plan-especially, if it includes therapy. The alternatives, are of course, to go about your work and ignore the dysfunction happening (might be difficult to do) around you, or to start actively looking for a new job to regain your sanity and well being.

ATS is Canada’s foremost time and attendance company and offers a broad of comprehensive business management software 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.

To learn more, or to download a demonstration or attend a bi-weekly webinar go to our website.