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The rise of the minimum wage, new employment laws and predictive scheduling are just a few of the most recent workplace compliance that many of today’s organizations are struggling to manage. An effective time and attendance solution can be significant a time saver, while also allowing operational managers to access data in

real-time—thus, providing them with a complete picture of employee overtime and hours worked at their fingertips. Here is a quick synopsis of what you can expect from an ATS Time and Attendance solution.

How Can A Time And Attendance Solution Help Your Company With Employment Laws?

Robust and Purpose-Built
At the core of ATS Time and Attendance is a database engine that designed to handle the business requirements of every industry. With ATS time and attendance solution, employee can perform different job tasks, review overtime and shifts from by accessing the employee self-service or through one of the ATS data collectors. The Workforce Analytics dashboard is a treasure trove of data that — when mined carefully — reveals important information on forecasting and actual versus hours scheduled. It’s the difference between making decisions on gut feeling and making them based on facts.

Improved Productivity
scheduling and personal time-off requests are an important part of retaining a productive workforce. The companies that offer employees flexible work hours and also accommodate time-off requests for personal and professional needs are generally desired companies to work for.

Workforce Compliance
Does your company or industry have to deal with collective bargaining agreements, have different locations across several jurisdictions with separate labour laws? For example, unionized employees may have a maximum number of hours that they are allowed work per week or month. In other cases, corporate policy may dictate that employees cannot work more than a maximum number of hours per pay period. Whatever exceptions that are unique to your organization, ATS time and attendance solution can be configured to meet those requirements and ensure that you are in compliance. The system will accurately calculate premium hours, statutory holidays and job tracking and manage overtime.

If you are looking for ways to improve productivity in the face of rising labour costs, tight margins and competition, tracking employee time and attendance by paper, will drive costs up, not the other way around.

To learn more about ATS Time and Attendance, go to our website. You can also register for one of our bi-monthly webinars or download a demonstration. To reach ATS by phone, call 866.294.2467.

 

 

Whether you are in retail, hospitality, healthcare or an industry, generating a weekly or bi-schedule with Excel spreadsheets, it can be time consuming. This becomes even more difficult when it comes to tracking employee hours, including overtime. And, while Excel spreadsheets can be useful in some areas of business, using it for the purpose of scheduling employees especially in companies with complex and rotation shifts can be headache for supervisors.

Scheduling With Spreadsheets, Really? Who Does That Anymore?

One of the better investments an organization can make is to deploy an ATS Workforce Scheduling Solution that will help with better workforce planning, and improve overall employee productivity, and satisfaction.

ATS Workforce Scheduling Solution is purpose-built for the managers and supervisors alike, and utilizes employee working patterns and shift preferences —as a best fit, with statutory holidays and absences automatically applied. The manager is immediately notified through an alert, of schedule gaps caused by absences, holidays or workload demand, so that the appropriate action can be taken.

ATS Workforce Scheduling Solution benefits include:

  • Minimize compliance risk with consistent rules and policies
  • Accurately anticipate demand to help reduce under-staffing
  • Employees are allocated to a shift based on preference and seniority
  • Statutory holidays and absences are automatically applied
  • Actual vs. budget schedule report can be generated thus, reducing the possibility of over-staffing
  • Minimize compliance risks, while adhering to local, regional and cross continental rules and policies
  • Accurately anticipate demand based on forecast, to help reduce under-staffing

Now, can your Excel spreadsheet do all that?  Trying to guess the right number of employees you need to cover a shift or the best worker to fill an open one, commonly causes errors and complications. With Workforce Scheduling the guesswork and manual scheduling is taken out of the equation.

To download a copy of ATS Workforce Scheduling Solution or to register for one of our bi-weekly webinars, go to our website. And, to speak to an account executive, call: 866.294.2467.

 

The Christmas Holiday season is here, which often means, your employees are fully engaged in preparing and maybe dreading for their family and other social events with friends. This is also the time of year when many companies take time to assess their sales figures of the past year and also prepare their budgets and financial goals for the New Year.

While employers expect their employees to be fully engaged at work, this can be difficult during the Holiday season since many are likely lost in the business of their lives outside of work, and will perhaps, lack proper motivation and energy to perform their best work. This is a natural and happens in many other organizations and thus, should not, however, be cause for alarm but rather seen as a way to keep your employees motivated.

3 Tips To Keep Your Employees Engaged During The Holiday Season

Here are 3 tips to help you keep your employees motivated during the holiday season:

Create a wow factor in the office– Bring some Holiday cheer to the office! Once a week during the holiday season, setup a table in the company’s cafeteria with free hot beverages and some light snacks. Everyone loves cookies and other holiday treats this time of the year. Hang up some garlands around the office and tune your radio/stereo system to a station that plays holiday music. In short, create a festive environment that your employees will look forward to each day.

Don’t be a scrooge- This is a time to embody compassion. Be cognizant that your employees will understandably be stressed during the holiday season and, for various reasons. To that end, make your employees schedules a bit friendlier, by offering flextime or and giving them an opportunity to work from home for a couple of days during the week. You will be viewed a wonderful boss and your company will reap the benefits of a happier workforce place and productive employees.

 Highlight your company’s year-end results and New Years goals- Did your company meet or exceed its financial goals of the past twelve months? If so, share the news with the employees whether your met those goals or not. Do not use this time to point out under-performers at your company. If you have an underachieving sales person, have a private conversation with them. You should however, focus on what the company’s goals were for the past year and where you fell short if, in fact, you did. Conversely share the good news if you beat expectations and discuss the targets for the New Year.

Bottom-line- This holiday, aim to create an atmosphere of acceptance, camaraderie and unity, and you can bet your employees will feel more motivated to complete their work. Remember, your employees are your greatest asset and no company can be viable without a happy and productive workforce.

 

We’ve heard it all before, today’s young people are idealistic, and don’t like listening to their elders, well, the same was said of generations of past. How quickly the older generations tend to forget, that they too, were young not too long ago. Today’s millennial group is by far the most diverse, highly educated and well informed demographic to come of age. You have likely heard how they are disrupting everything that comes in their path with technology and plan on eradicating the once coveted industrial revolution with its corporate culture and rules with their advanced and collaborative approach. And, for those who love clinging to everything of yesteryear, they won’t stand a chance, if they do not embrace these changes. In other words, it is going to happen whether we like them it not.

An excerpt from an article written by Chad Brooks for Business News Daily titled ‘Work-Life Balance, Not Income, Defines Success for Millennial Entrepreneurs’ reads, in part;

“Young business owners don’t define success by how much money they make. Instead, 79 percent of millennial small business owners measure the success of their business on whether they have a flexible work environment and a healthy balance between their personal and professional worlds, found a study from Xero.

Additionally, 67 percent of those surveyed said being able to maintain a schedule that allows them to travel and pursue personal interests is the second most important benchmark of a successful business.

Being in charge of their careers is why most young entrepreneurs wanted to become business owners. More than half of millennials surveyed said being their own boss was one of the biggest motivators for starting their own business.”

Yes, it’s true many millennials have their own set of challenges like everyone else. For example, mounting university debts are forcing these cohorts to come up with innovative ways to address their challenges. And, starting their own business, while immensely stressful, affords them an opportunity to tap into their creative juices and work, how and when they want to.

The article continues “the research shows that millennial small business owners are taking the lead on using the cloud and social media to run their operation. More than one-third of millennial entrepreneurs run the majority of their business functions in the cloud, compared with only one-fifth of baby boomers.”

According to Pew research more than one-in-three American workers today are Millennials (adults ages 18 to 34 in 2015), and this year they surpassed Generation X to become the largest share of the American workforce, according to new Pew Research Center analysis of U.S. Census Bureau data.

So what do with millennials? They have given notice to the world that, among other things, they not going to work for hours on end without purpose, like some baby boomers and are determined to chart their own course in an unconventional fashion. And, why not? they are the future leaders.

 Don’t Think Millennials Have The Ambition And Drive? Well, Think Again

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

If prodded a smart business executive might admit the importance of their HR managers. Let’s face it, no company can succeed without its employees but who does the hiring, training, employee satisfaction surveys, retaining of said employees and exit interviews? That’s right, it’s HR.

In Dr. John Sullivan’s article titled ‘Here’s What HR Must Do to Have the Business Impact CEOs Want’ he states, in part; “You shouldn’t need a survey to realize the importance of talent to a business. We have a high impact for a variety of reasons. The first is cost, because employee and HR costs are often the largest single corporate variable cost item (as much as 60% of all corporate variable costs). Second, the talent function has a further major impact because all ideas and innovations come from well-managed employees. And obviously you can’t have great customer service and smooth operations and production without an excellent workforce. He concludes this statement by quoting Jack Welsh who said “HR should be “the most important department of a company.”

In the digital era of big data and analytics smart HR departments are turning to those tools to help them; indentify recruits, predict attrition rates, measure performance, and track employee data with a robust application to improve workforce productivity.

 

In the end, there is no denying the important role that HR plays within an organization- but they also need the tools to propel their decision making.  And, if HR is going to become a more data-driven department, (as they should) senior executives should do everything in their power to ensure, this important department has the necessary automated tools at their disposal.

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

To learn more, call 866.294.2467. And to view a demonstration or attend a weekly webinar go to our website.

The Immeasurable Importance Of HR

Automating the tracking of employee time should, be a fundamental process within any business. Yet many companies do not track time and instead rely on outdated time tracking methodologies and/or self-reporting to capture time and attendance details. And, since, assumptions and reality do not correlate organizations, that rely on manual time tracking or self-reporting lose significant value by paying employees for time that they didn’t actually work.

Let’s take a look at three reasons to ditch paper time cards:

Lost Time-Some companies refer to lost time as sick days, employee vacations, planned or unplanned absences. However, the occasional 5-10 minutes that an employee either arrives early or leaves late are small increments that can add up significantly throughout the year. Take for example, an employee who comes in 10-15 minutes before her start time and records this on the paper time card or the employee who is habitually late yet jots down that he arrived on time. In both scenarios, you are paying these employees for time that they were not actually working.

Ditch the Manual Time Tracking-If your company is using an automated time and attendance yet, have spreadsheets or another manual time tracking system, you are likely using the wrong solution and are missing out on significant benefits. The right time and attendance system should capture; employee vacations, statutory holidays, overtime, it should be scalable and eradicate all manner of manual time tracking.

Here Are Some Additional Reasons Why You Should Ditch Paper Time Cards

Data Integration-In addition to the other benefits, the ability to send employee hours seamlessly to your payroll software should be one major factor in migrating to an automated time and attendance. It is next to impossible to continually use manual time tracking and come up with accurate results. An automated time and attendance solution removes the arduous tasks of having to count employee hours each week and then key them into spreadsheets, thus, your company will benefit because it’s now paying for time worked, which can translate into higher revenues and profits.

Not sure if there is value to automating your manual time tracking methods?  Download our Return on Investment (ROI) calculating or a demonstration. Both can help build a solid business case.

 

Canada Day, July 1st is federally recognized holiday-and businesses who are using, manual time sheets will be scrambling to figure out how to best apply these rules. For example, if an employee is schedule to work a shift that overlaps the statutory holiday boundary, how will holiday pay be calculated? Additionally, if the holiday is paid and the employee works, how is the employee compensated for the hours worked? If you are using a spreadsheet to figure this out, you will likely end up with a headache.

If you are ATS customer, your time and attendance is designed and configured to comply with the Province, Region, State and/or local area in which your company resides. Additionally, the system will pay employees overtime and holiday hours based on criteria-and yes, it’s an automatic process. For example, if you are using ATS TimeWork OnDemand go to Apply Holiday Calculation” tab and follow the instructions.  In fact, you can set this in advance so, that the system is triggered to apply the holiday rule payment to employees who meets the criteria for statutory holiday pay. In other words, you do not have to be stuck in your office figuring how to pay employees for statutory holiday. Instead, you should be relaxing somewhere on Canada Day. After all, that’s what holidays are for.

Stress Out About Paying Employee Holiday Hours? Relax, We’ve Got You Covered

If your time tracking is not automated and you are using a spreadsheet to assign holiday hours be sure to check out the website of your regional or federal government for additional information. And, last but not least, some industries have employee-employer contracts with provisions and exemptions for holiday pay so some of these may or may not apply.

Keep current with ATS:

Disclaimer: The laws of your province, region and state might be different. If you are considering adopting or changing a holiday pay policy in your organization, or have questions about how your employees are being paid for holidays and other days off, it is wise to consult with counsel or check the website of the jurisdiction in which your company operates.

Do You Have The Right Software To Manage And Calculate Statutory Holiday Pay?

May 18th, 2016 | Posted by Apex Time Solutions in Benefit Accruals | Employee Time and Attendance | Overtime | Payroll | Time and Attendance Canada - (Comments Off on Do You Have The Right Software To Manage And Calculate Statutory Holiday Pay?)

As a business executive you probably know that Monday, May 23rd 2016 is Victoria Day or by one of its commonly referred to names that include; “May two-four,” (reference to a 24-bottle case of beer) “the May 24 long weekend,” and “May long weekend.” Some have also deemed it as the official start of summer, hence; the fireworks in many parts of the country. And, as a business executive, you probably, also know, that this day is a federally and provincially regulated statutory holiday, which means, employees in Canada receive a day off, a day off with pay or compensation in lieu of time off.

Do You Have The Right Software To Manage And Calculate Statutory Holiday Pay?

If your organization has employees working on that day it’s important to familiarize yourself with these guidelines before you ask employees to come in to work. The Ontario Ministry of Labour gives a brief description on its website and also has a calculator that employers can use to determine how to allocated statutory holiday pay to its employees. The information, reads, in part;

“Generally, employees who qualify are entitled to take public holidays off work and be paid public holiday pay. Some employees are exempt from public holidays while others work in industries with special rules, which can include requiring an employee to work on a public holiday. This calculator provides the calculation for the 9 public holidays. The calculator does not provide the calculation for public holiday pay for a substitute holiday. An employee who qualifies is entitled to take a substitute holiday if the public holiday falls on a non–working day, during the employees’ vacation or when the employee agrees in writing, or is required, to work on a public holiday.”

Now can you imagine a very busy HR or payroll practitioner manually calculating holiday pay for a workforce of 100 plus employees and then keying it into a spreadsheet and then your payroll software? Manually keying employee stat pay or hours in a spreadsheet is bound to give practitioners headaches and will likely make them yearn for that “May two-four case of beer.” Instead why not use a time and attendance solution that will automatically pay employees the statutory holiday based on provincial, federal and your company’s own work rule policies. That way, you have met your obligation as a company, are not paying someone overtime, to manually key in employee data and now everyone can enjoy Victoria Day and the fireworks that comes with it. And, that’s a win-win for all.

Want to know how to calculate employees holiday using an ATS Time and Attendance Solution? Call us at 866.294.2467 or go to our website and download a demonstration. You can also register for one our monthly webinars or download a brochure.

Do You Have The Right Software To Manage And Calculate Statutory Holiday Pay?

Today’s Manufacturing Companies Want Cloud-Based Solutions

March 21st, 2016 | Posted by Apex Time Solutions in Employee Time and Attendance | ERP | Forecasting | Payroll | Software-as-a-Service (saas) Workforce Management Software - (Comments Off on Today’s Manufacturing Companies Want Cloud-Based Solutions)

Today’s North American manufacturing companies are faced with; intense competition, pressure to increase profit margins, a competitive talent pool and impatient shareholders. Now just image in that scenario, those same companies are using inadequate systems to track payroll costs, thus inhibiting the ability to forecast overruns, which in turn, can impact overall the profitability of the business. Installing a traditional time and attendance solution, with support by in-house IT or an outside consultant has been the norm for the last 20 plus years. But with many manufacturing companies hoping to stay ahead of their competitors, having an IT department for the sole purpose of managing a Server among other IT related responsibilities, no longer makes sense when a growing body of evidence shows that moving your solution to the cloud saves money.

A recent survey on many of the world’s manufacturing organizations by IDC revealed, in part, that:

“The advantages of cloud computing for manufacturers are significant, as line of business leaders and their IT organizations increasingly rely on cloud to flexibly deliver IT resources at the cost and speed the business requires. Traditional IT spend is clearly on the decline, and manufacturers must update their cloud roadmaps to ensure their investments benefit the business. According to the IDC European Vertical Markets Survey, 2014, almost 50% of European manufacturing respondents noted they have adopted or will adopt ERP in the public cloud. And in Asia/Pacific, 49% of manufacturing respondents are using cloud – public or private – or intend to use cloud, based on the 2014 IDC Manufacturing Insights Asia/Pacific Business and IT Priorities Survey.”

Today’s Manufacturing Companies Want Cloud-Based Solutions

For a few manufacturers, the question remains, if they deployed a cloud-based time and attendance, would their company save money? If you are still unsure, then consider the following:
 Is your company is global in nature with locations across different regions or countries? If so, by moving to a cloud-based time and attendance, it will allow for easier information gathering from those distant facilities and the consolidation of global data and analysis.
 Manufacturing companies with a heavy emphasis of remote users that rely on mobile access – are better off using the power of the cloud to access employee hours and other data.
 Smaller organizations who cannot afford a traditional time and attendance solution-one that requires yearly updates and maintaining an expensive Server on which to house the application-would be wise to adopt a cloud-based time and attendance.

ATS Cloud-Based Time and Attendance for Manufacturing has helped thousands of companies manage their business and increase profits. ATS Cloud-Based Time and Attendance for Manufacturing will enable your organization to improve operational efficiency. And, with increased visibility to what is happening at your local site, whether it’s in Windsor-Ontario, Dorval-Quebec or Colorado-USA, or across the globe, you will be able to meet your customers’ increasing demands, streamline payroll costs, increase workforce productivity and maintain the smile on the faces of your shareholders.

Contact ATS to learn why thousands of manufacturers trust ATS to provide Time and Attendance software designed for their industry. In addition, ATS Time and Attendance for Manufacturing is uniquely positioned for companies in cross-functional industries. The ATS team has deep expertise to meet and adhere to the guidelines of many industries including; Retail, Government/Public Sector, Automotive, Engineering & Construction, Industrial Machinery, Transportation & Logistics, Hospitality, and Aerospace and Defense.

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

Today’s Manufacturing Companies Want Cloud-Based Solutions