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Where you are a CEO, HR executive or small-midsize business owner, the world of work as you know it is rapidly changing. And, if you are in a management role, you should make sure you are prepared for these changes. Here is small sample size of what’s being considered and some of them will likely come to fruition:

Minimum wage hike, addition of paid sick leave, overtime, vacation pay, minimum wage

  • Employers will be required to pay employees for sick days taken
  • Overtime pay will kick in at 40 hours, from the current 44 hours.
  • Paid vacation will change to three weeks per year from the current two weeks
  • Employers will be required to pay their part-time workers the same as full-time workers, doing jobs that are similar in nature
  • Student and people under 18 who server alcohol will no longer be subjected to the lower minimum wage

While these changes are in Ontario, virtually every province and territory of Canada and across several US states, have changes that are similar in nature are going to be enacted by policy makers. And, the regions who have not updated their workplace laws recently, will be using Ontario as a case study. If you are still using paper time sheets to handle current work rule policies, it might be time to starting thinking about implementing a time and attendance solution to help you handle and adapt to these new laws.

The World Of Work Is Changing: Is Your Company Prepared?

In this blog,  7 Smart Reasons for Your Payroll Clients to Use Time Clocks authored by Louie Calvin for Thomson Reuters Tax & Accounting, a clear case is made for deploying a time clock solution:

“Collect employee data faster — There’s nothing more frustrating to a payroll preparer than waiting for, or chasing down, clients to get what’s needed to process payroll. Time clock applications manage employee changes and hours/time data throughout the pay period in electronic format — much easier than fielding phone calls or emails.

Correct and accurate payroll calculation and reporting — Anytime your team can reduce human error, you’ll spend less time correcting or delaying payroll. Time clocks today are smart devices — they can automatically log out or deduct for meal periods for people who forget to punch in or out, — and technology like data-sharing and use of APIs eliminates double data entry. An automated time system also makes recording hours easier for remote workers, or when employees travel. Depending on the system, reports upload directly into your payroll software, reducing the need for manual entries. The payroll preparer has the benefit of documented client sign-off on the data they submit, and direct import into your payroll application. This eliminates manual data entry and payroll checks are automatically ready for your review.

Ensure employees are accurately reporting time — With a time clock system, you can set up security parameters to make sure the employee is the one reporting their own hours — and that they’re reporting them accurately. You also have the ability to monitor time in and out, meals, breaks and more. Remember, wages that are overpaid or underpaid can result in liabilities that put your business clients at risk for fraud, with the statute of limitations up to three years.”

The proposed employment laws have not taken effect yet, but soon they will and you want to make sure you are prepared.

To learn about ATS time and attendance solution or to register for a bi-monthly webinar, go to our website. To speak to an account executive; call; 866.294.2467.

Speak to any HR manager about the list of challenges they face each day and, hiring and retaining talent is likely to top that list. As an HR manager, have you thought of about introducing fingerprint technology as a tool to help with the recruiting process?

If your organization is interested in deploying a fingerprint solution to streamline the process of hiring, here are some suggestions from an article titled New Fingerprinting Tech Gives Hiring a Hand by Meghan M. Biro of Talent Culture:

“Check the requirements for your field. Depending on industry and state, you may be required to fingerprint your new hires. This includes a number of licenses, public, and private agencies.

For instance, fingerprints are required for those working with pari-mutuel betting and racing. Indian tribal governments may require fingerprinting for anyone who is going to have regular contact or control over Indian children. Private security officers, criminal transporters, adoption or foster-parent evaluators, and school employees may all be subject to fingerprinting. (Fingerprints are processed for a reduced fee for a number of organizations or firms whose employees will work with children.) Other common industries that may require fingerprinting include healthcare, insurance and financial services. Other dependencies include whether or not applicants are located in or out of state.

If You Are An HR Manager Add This Solution To Your Hiring Tool Kit

Don’t expect fingerprinting to do all the heavy lifting. If you think one fingerprint can magically produce everything you need to know about an applicant, think again. For example, a fingerprint may disclose an arrest record, but not a conviction. According to the U.S. Equal Employment Opportunity Commission (EEOC), it’s ill-advised to deny someone a position solely on the grounds of an arrest record. A summary of the EEOC’s guidance with regard to conviction record screening policies is provided in HireRight’s white paper, Checking in on Employment Background Checks: Are You in Compliance with the EEOC, FCRA, Federal and Local Requirements?

Keep in mind, the FBI database may not receive a record of all outcomes of all arrests, and in some cases, a state may have chosen not to fingerprint. Certain issues may not even appear on the database, which could cause problems later — including possible litigation.

Use fingerprinting to confirm the identity of your hire. Fingerprinting is the best way to confirm identity. It’s been called the gold standard of identity confirmation — and for a background check, this is the straight line between your potential hire and the FBI database. In terms of employee experience, there are plenty of complications involved in the hiring process already. You can eliminate one by making sure your new hires understand the purpose of fingerprinting. Now that identity confirmation is becoming a new normal, and technologies like biometrics are commonplace, you may be pleasantly surprised by younger generations who are comfortable with fingerprinting — many already protect their smartphones with their fingerprints, for example.”

Fingerprint technologies have been around for a while and are used across many industries to track and report on employee time and attendance. That being said, no two fingerprint technologies are the same-for example, biometric fingerprint technology used to track employee time is different from the ones used by law enforcement.

If you decide you want to use fingerprint technology for hiring employees, make sure you are using a reputable company. And, if your company is unionized, also be prepared to get challenged by either your shop steward or the local President of the union. When selecting a vendor, make sure you choose one that has deep industry expertise, and who is able to clearly espouse the virtues of fingerprint technology, discuss the pros and cons and ally the fears of all stakeholders.

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When biometrics was introduced as a way to avoid buddy punching, and thus, replace time and attendance swipe card technology, many thought these data collectors were part of a futurist Star Trek movie. Fast forward to some decades later and recent news that a company was about to microchip its entire workforce has privacy advocates scratching their heads in frustration.

Will Microchipping Employees Be The Biometrics Of The Future?

Here is a description from the company, who has decided to deploy the technology to throughout its workforce;

“Three Square Market (32M) is offering implanted chip technology to all of their employees on August 1st, 2017. Employees will be implanted with a RFID chip allowing them to make purchases in their break room micro market, open doors, login to computers, use the copy machine, etc.  This program, offered by 32M, is optional for all employees. The company is expecting over 50 staff members to be voluntarily chipped.  32M is partnering with BioHax International and Jowan Osterland, CEO, based out of Sweden.

RFID technology or Radio-Frequency Identification uses electromagnetic fields to identify electronically stored information. Often referred to as “chip” technology, this option has become very popular in the European marketplace. The chip implant uses near-field communications (NFC); the same technology used in contactless credit cards and mobile payments. A chip is implanted between the thumb and forefinger underneath the skin within seconds.”

The reaction to employees being microchipped has been swift with labour experts and lawmakers citing privacy concerns and appealing to HR professionals to proceed with caution. One lawmaker in the state of Nevada has introduced legislation to prevent companies forcing employees to get microchipped as condition of their employment.

So will the idea of microchipping employees gain widespread acceptance? Only time will tell.

Keep current with ATS:

5 Benefits Of A Biometric Time And Attendance Facial Recognition Solution

May 23rd, 2017 | Posted by ATS in ATS TimeWork OnDemand | Biometric FaceScan | Biometric Time Clock | Employee Productivity | ERP | Payroll | TimeWork OnDemand - (Comments Off on 5 Benefits Of A Biometric Time And Attendance Facial Recognition Solution)

Biometrics technology has gained in popularity in the last 10 years. Many of today’s technology companies including; Apple, Samsung and Google, have opted for biometric authentication with their hardware to prevent theft. ATS biometric time clocks are designed to recognize employees’ unique physiological characteristics-and these data collectors include; face shape, iris, fingerprint or hand shape. And, unlike card-based time and attendance systems, employees cannot punch in/out for each other.

When combined with ATS award-winning TimeWork OnDemand or On-premise solution for mid-to large enterprise; biometric facial recognition helps to increase payroll accuracy by eliminating errors associated with outdated manual data collection, reduce administrative time and eradicate employee time theft from tardiness and “buddy punching” (the practice of employees clock in and out for one another), and long  unexplained lunch breaks.

Here are the top 5 benefits of a biometric time and attendance facial recognition solution

Individual tracking: detect an employee based on their individual physiological characteristics

Eradicate time-theft: accurate tracking of employee time, by verifying the identity of those clocking in, thus creating a digital audit trail that cannot be altered. By automating the tracking of employee time an organization, has proof of hours worked.

Reliable and Accurate: Employee biometric templates cannot be duplicated. Managers can remain confident that they are tracking employee’s time and attendance accurately.

 Buddy Punching:  Since employees cannot use the face of their co-worker to punch in for them, you can now say good-bye to buddy punching!

Data Integration: Employee hours easily integrate with your Human Resources Information Systems (HRIS), Payroll and Enterprise Resource Planning (ERP), systems.

Today’s workforce is constantly evolving and keeping pace means using an advanced biometric technology solution to increase employee productivity. An ATS biometric face recognition solution will help to increase payroll accuracy by eliminating errors— associated with manual data collection thus, reducing administrative time and eradication of employee time theft.

To learn more about ATS TimeWork OnDemand, the wide array of biometric time clocks or to register for a bi-weekly webinar, go to our website. To reach an account executive, contact us by phone: 866.294.2467.

Tracking and monitoring the time of employee hours sound straightforward, but in reality, it can be a quite difficult process to manage. The complexities and globalization of today’s organizations, translates to increasing regulations, and these are just a few of the factors contributing to challenges in time and attendance tracking. Knowing when your employees are working or not, is only the starting point; and, along with daily employee activities, you also have to carefully maintain accurate readings of overtime hours, statutory holidays, vacation days accumulated, and sick days used.

In an effort to increase accuracy and productivity—and decrease costs—many of today’s organizations are not only integrating sophisticated time and attendance applications with their existing applications but they’re also carefully considering how to collect employee data to feed these applications. The right time and attendance data collector can help you automate time-consuming payroll and HR processes and provide both your employees and managers with more options. New, innovative data-collection tools, like ATS biometric time clocks, are helping organizations improve the management of data capture. Technologies like these can help you more easily manage various types of employees, reduce payroll cost and employee theft, and mitigate risk.

Welcome to the World of Innovative Data Collection
Beyond a modern time and attendance solution, ATS PeoplePoint Plus™ delivers rich graphics and video on a 7″ widescreen display. Optional speakers and camera, a fast processor, and expandable memory will allow users to interact with detailed content.

Want A Better And More Effective Alternative To Spreadsheets? We’ve Got It

With ATS PeoplePoint Plus™ users can easily navigate employee self-service functionality on the generously sized screen. Custom programs, training videos, video chats, web browsers, and other custom content have a new, more effective platform now.  PeoplePoint Plus™offers exciting programming and content delivery opportunities.

To download a brochure or demonstration of ATS workforce management software, go to our website. And to attend one of our bi-monthly webinars, you can register here or contact an account representative at; 866.294.2467.

Most employers understand that employees will be late on occasion and won’t penalize them when this happens. However, some employees use their imagination to come up with some of the most outlandish excuses.

According to CareerBuilder annual survey, these incredulous late-to-work excuses include:

  • I thought of quitting today, but then decided not to, so I came in late.
  • My hair caught on fire from my blow dryer.
  • I was detained by Homeland Security.
  • I had to chase my cows back into the field.
  • A black bear entered my carport and decided to take a nap on the hood of my car.
  • My lizard had to have emergency surgery in the morning and died during surgery. I had to mourn while deciding whether to have the lizard disposed of by the vet or bring the lizard corpse with me to work.
  • There was fresh powder on the hill. I had to go skiing.
  • There was a store grand opening and I wanted to get the opening day sales.
  • I had to finish watching “My Name is Earl.”
  • All of my clothes were stolen.
  • I was confused by the time change and unsure if it was “spring forward” or “fall back.”
  • A Vaseline truck overturned on the highway and cars were slipping left and right.

Many of these excuses are a little extreme and may have more to do with the creative imagination of these employees. However, you can bet employers are going to hearing more late-to-work excuses, because of; Daylight Savings Time, US Thanksgiving and Christmas Holiday parties.

Many employers have taken the necessary steps and deployed a time and attendance system so, they can observe tardiness patterns and figure which days in particular, certain employees are absent from work. And, in the case of the employee who occasionally has his friend punch in for him when he is not at work, these employers have replaced the punch cards with a biometric time clock so, buddy-punching is out of the equation.

To learn more about ATS go to our website. You can also view a demonstration or attend one of our weekly webinars or call; 866.294.2467.

Colourful and Ridiculous Excuses Employees Give For Being Late To Work

It wasn’t too long ago that the thought of using biometric FaceScan and Fingerprint for time and attendance and payroll data integration seemed too futuristic for some organizations. However, many of today’s businesses and consumers are gravitating towards the digital era in droves, adopting cloud-based solutions, big data, and what used to appear as “Star Wars” is becoming the norm.

Biometric FaceScan Technology Will Be Part Of Your Credit Card Soon

 

A recent article titled ‘MasterCard launching selfie payments’ by Alanna Petroff for CNN Business states in part;

“The company announced it is launching new mobile technologies that will allow customers to authenticate their online purchases using selfies or fingerprints.” Now, that’s very futuristic and smart marketing on MasterCard’s part, and is sure to get millennial excited. After all, they are the ones who invented the “Selfie”.

The article goes on to say; “Customers who want to try selfie authentication will have to download a special MasterCard app that will allow them to take a photo each time they make an online purchase. Their face (or fingerprint) will be scanned to prove that they — not hackers or thieves — are making a purchase.”

If your company is still on the fence about time and attendance biometrics, go to our website and download a demonstration or register for one of our free bi-weekly webinars.

Here’s how you can keep in touch with ATS:

 Follow ATS on Twitter
 Join the conversation with ATS on LinkedIn
 View ATS videos on Google Plus

Biometric FaceScan Technology Will Be Part Of Your Credit Card Soon

Want A Better Return On Your Labour Investment? Deploy A Cloud-Based Solution

October 22nd, 2015 | Posted by Apex Time Solutions in Absence Management | Benefit Accruals | Biometric Time Clock | Cloud Time and Attendance | Labour Analytics - (Comments Off on Want A Better Return On Your Labour Investment? Deploy A Cloud-Based Solution)

Controlling labour costs is a major concern for every organization, regardless of industry or size. And, using outdated, time tracking software to control labour cost, can hamper productivity and put your company at risk, for failing to meet proper workplace compliance requirements.

ATS TimeWork OnDemand is a cloud-based workforce management solution that adapts to the ever-changing business landscape. ATS TimeWork OnDemand takes the complexity out of tracking employee attendance. It simplifies every part of your business operation, leaving you lean and ready for whatever comes next, wherever you are in the world.

Want A Better Return On Your Labour Investment? Deploy A Cloud-Based Solution

The unique capability of ATS TimeWork OnDemand includes:

Workforce Planning
ATS Workforce Planning allows employees to submit availability, request time-off and view their working hours from anywhere, on any device that’s connected to the Internet. ATS Workforce Planning uses predictive analytics to generate that forecast-demand scheduling, based on history, availability and seniority. With the click of a mouse, managers can predict the number and type of employee necessary to meet anticipated business demand.

Absence Management
ATS Absence Management helps organizations meet the complex challenges of employee attendance and, adheres to payroll best-practices – thus, increasing payroll cost visibility and control, while improving workforce compliance. With ATS Absence Management you reduce the administrative headaches and compliance risk associated with leave management laws – not to mention sick time, late arrivals, early departures, and extended breaks – all in one place.

Real-Time Analytics
You can empower your operational executives and department managers, with role-based data that is easy to use and understand. Intuitive dashboards makes it simple examine attendance trends and patterns. And with such up-to-the-minute data at your fingertips, it makes you can easily drill down into data to uncover root causes and take appropriate action.

Employee Data Collectors
ATS data collectors enable you to track, manage, and control employee time and attendance. These employee time clocks are blue-tooth enabled and equipped with biometric capability with fast processing power.

Leave Management
ATS leave management is a powerful, cloud-based multi-level approval tool that can be used by all managers and HR personnel. The solution sends out instant email alerts for pending leave applications. The solution is highly configurable and can also be easily integrated with other ATS solutions including, such as payroll and employee recruitment.

Want to learn how other companies use ATS Workforce Management Solution to get a better return on their labor investment? Tune in this Friday, October 23rd at 1:00pm for a live and interface webinar.

To get your personalized demonstration, call us at 866.294.2467 or go to our website.

Want A Better Return On Your Labour Investment? Deploy A Cloud-Based Solution

In an era of increased work stress some have argued that for some companies, their balance sheet is more important than the well being of the people who help them achieve their profits. But, is it really possible to have a happy workforce and at the same time, have a healthy balance sheet? There are numerous companies who have attained both goals and for them it’s a no-brainer. One such company is called G Adventures and reading this story about them is like being on one of the rides at Disneyland.

The question remains why do some companies insist on making their workforce miserable while others understand the value in a happy workforce? In an article titled “Being Happy at Work Matters” written by Annie McKee, for Harvard Business Review, we extrapolated two paragraphs that lends powerful credence to importance of a happy workforce. It reads in part;

“Disengaged, unhappy people aren’t any fun to work with, don’t add much value, and impact our organizations (and our economy) in profoundly negative ways. It’s even worse when leaders are disengaged because they infect others with their attitude. Their emotions and mindset impact others’ moods and performance tremendously. After all, how we feel is linked to what and how we think. In other words, thought influences emotion, and emotion influences thinking.

It’s time to finally blow up the myth that feelings don’t matter at work. Science is on our side: there are clear neurological links between feelings, thoughts, and actions. When we are in the grip of strong negative emotions, it’s like having blinders on. We focus mostly — sometimes only — on the source of the pain. We don’t process information as well, think creatively, or make good decisions. Frustration, anger, and stress cause an important part of us to shut down —the thinking, engaged part. Disengagement is a natural neurological and psychological response to pervasive negative emotions.”

So with such solid science behind the importance of a happy workforce, are you one of the lucky employees who got hired by a great company? After all, not all companies espouse the virtues of having a wonderful workforce. And, the same can be said that not all employees are the best to work with either.

To learn more about ATS Workforce Management Solutions, go to our website and download a demonstration. You can also sign up for one of our monthly webinars and to reach an account executive, call: 1.866.294.2467.

Can A Happy Workforce And Healthy Balance Sheet Co-Exist?

The reasons why some companies get a lower adoption rates with the users of their time and attendance solution versus other companies, has to do, with a several things including; internal planning, and providing users with a forum for effective feed-back. There are of course, a myriad of other reasons including, corporate cultural shift which are more difficult for a vendor to effect. Based on our experience, we have seen user adoption rates increase exponentially when management informs users of the intent of the time and attendance system and, ahead of deployment and ensures that users understand the rationale for the solution.

Based on our expertise, here are 5 tips to that you can use to increase system user adoption:

Implementation and training: Training is critical for user adoption. By and large, human beings do not like change. If you are going to introduce a new system, ensure they are properly trained on how to use it. Management should play a lead role by asking the employees what challenges (if any) they are having with punching in or out at the time clock. Your employees will appreciate it that you are taking the time with them during this transition.  For the first 2-3 months remind all departmental managers and supervisors alike about the importance of business process flows and how it is going to affect their area. Unfortunately, that’s one of the more critical areas where the training can often fall short, which in turn leads to lack of interest on the users part.

Ease of use: Make sure the system is easy to use. There is no perfect software-there has never been one nor will there ever be. During the rollout figure out what issues there are and resolve them before everyone is actively using the software. Experience has shown that some employees will use the tiny of kinks as an excuse not to use the new solution. This is especially true for companies who have never deployed an automated time and attendance solution in their organization.

Keep the lines of communication open before deployment date: hold a face to face meeting with your employees informing them in advance of the intent of the system. There is nothing worse than deploying a system without informing employees and allowing the gossip mill to flourish. For example, you might post a memorandum in the cafeteria or employee gathering place, stating the intent of the system, how it’s going to function and finish off by asking employees to approach their respective supervisors if they have questions. Most people don’t like change, so take the time to show users that the effort to change is going to be worthwhile. Once employees understand the benefits that the system is going to provide, they will embrace the change more readily.

Support from senior management is paramount: When users know that the leaders of the organization is onboard with the system they are more likely to use it. If the management team is negative towards the system, user adoption rates will drop.

Support main users and employees during the transition:  You will need to do a certain amount of hand-holding for the first few months of the system being in place. Because you are introducing change, you want to make it as seamless as possible. And, to achieve that objective the more hand-holding you do, the better the outcome.  User adoption is contingent upon not only providing support as the system goes live, but during the times when users are getting accustomed to the system.

If you take the time to plan and inform your team of what’s coming, you will increase your chances of user adoption with your time and attendance solution.

To learn more, go to our website. You can also download brochures and see a live demo.

5 Tips To Increase User Adoption Of Your Time And Attendance Software