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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.

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.

Here Is Another Reason Why You Should Dump Your Antiquated Solution

April 25th, 2017 | Posted by ATS in Business Software Automation | Cloud Computing | Employee Productivity | Labour Costs | Payroll | Time and Attendance Blog, Workforce Management Software - (Comments Off on Here Is Another Reason Why You Should Dump Your Antiquated Solution)

In the world of business, increasing employee productivity tops the lists along with sales and return on investment. But how can an organization increase its workforce productivity, when its technology is outdated?

An article by Chris Stokel-Walker for Bloomberg based on a study of companies using older computers and outdated software solutions revealed that; Slow, outdated computers and intermittent internet connections demoralize workers, a survey of 6,000 European workers said. Half of U.K. employees said creaking computers were “restrictive and limiting,” and 38 percent said modern technology would make them more motivated, according to the survey, commissioned by electronics company Sharp.

Clinging on to old technology that’s aging towards obsolescence cannot be good for any business, regardless of its size or stature. If the argument is that you are still running important applications on older servers with old operating systems because “it ain’t broke, don’t fix it” mentality, that will work for a short period. The continued use of outdated technology, especially, can have a negative long term effect on workforce productivity.  For example, if your employees are spending too much time with a faulty network connection, or your HR manager is spending an inordinate amount of time manually counting hours from a time sheet, then your technology is inflicting pain on labour costs and productivity.

Here is one of the most poignant piece of the article, and it reads in part;  Saurav Dutt, 35, was a member of a London-based IT firm that provides services to law firms. He was making a presentation to potential customers at an exhibition in Manchester. His speaking slot came right after a Google marketing executive—a prime opportunity, he thought. But the system ground to a half—due, Dutt said, to the outdated computers his company was using for its live demonstration.

Here Is Another Reason Why You Should Dump Your Antiquated Solution

In closing, the continued use of an outdated technology will, eventually, get the best of you since it’s difficult to reverse the long-term damage caused by using it.

To learn about ATS cloud computing workforce management solutions, or to download a demonstration, or attend a bi-weekly webinar go to our website. And to reach an account executive call; 866.294.2467.

 

 

 

Your Focus For The New Year Should Be, Improving Productivity And Streamlining Costs

January 11th, 2017 | Posted by ATS in Employee Scheduling | ERP | HRIS | Labour Costs | Payroll | Time and Attendance Blog, Workforce Management Software | Time and Attendance Canada | Workforce Management Software - (Comments Off on Your Focus For The New Year Should Be, Improving Productivity And Streamlining Costs)

At the end of the year, it’s helpful to look back and review all that has been accomplished throughout the last 12 months.  You review what you have done well and analyze what could go better.  Making plans for the New Year is always the easy part. However, if your plan is to continue using the same outdated technology and yet achieve maximum productivity, you should rethink those plans.

The benefits of a workforce management solution can have lasting effect on a company’s bottom-line. With ATS Workforce Management solution, access to real-time data is literally at your fingertips and you can monitor payroll and attendance metrics in ways, no spreadsheet can.

Your Focus For The New Year Should Be, Improving Productivity And Streamlining Costs

ATS Workforce Management Solution will make it easier for you to track absences, determine how to schedule employees, accurately manage personal time-off and give you access to up-to-the-minute analytics so, you can measure productivity.  And, with ATS Workforce Management Solution, you can integrate to any ERP, CRM, Payroll, Recruitment or HR Management application —and monitor, specific parts of your business from this single solution.

If your business is committed to dumping the spreadsheets and outdated workforce management sins of the past, then it can resolve to keep its New Year’s resolution, by investing in a solution that will streamline payroll and increase workforce productivity. ATS Workforce Management Solution is an award-winning, innovative suite of Time and Attendance solutions deployed as an on-premise or in the cloud to optimize your workforce across the entire employee life cycle. ATS gives corporate executives, payroll, and HR management leaders the right information at the right time in order to make better business decisions and develop a more productive workforce—ultimately impacting business outcomes.

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

We’ve all had bosses at some point in our working lives and there are plethora of advice (including books and articles on the Internet) on how to deal with these bad bosses. It’s easy to dispense advice and strategies about dealing with a bad boss but it’s entirely different for the person who has to go to work each day and deal with the situation.

The following paragraphs are from articles that offer strategies on to deal with a bad boss.

John Beeson, for Harvard Business Review ‘Dealing with a Bad Boss’:

“Your starting point in dealing with a bad boss is confronting some important realities. First, your boss, regardless of whether she is effective or not, is a major factor in your ability to perform well in your job, and she plays a key role in shaping senior executives’ perceptions of your performance and career potential. Second, in most organizations it’s difficult if not impossible for a subordinate to dislodge a boss in the short term. Frequently, if you do some digging, you’ll find that your manager has some special ability his manager values — for example, a close relationship with a key customer or specific expertise that the boss lacks. As a result, rather than get demoralized or seek comfort from peers in your misery, it’s better to take steps to try to address the situation proactively”.

Ronald E Riggio Ph.D. article in Psychology Today titled ‘How to Deal with a Difficult or Bullying Boss’ In which he details four strategies for dealing with a difficult boss. Here is one of these strategies:

“It isn’t likely that your difficult boss situation will change overnight, so be prepared for the long haul. Moreover, be persistent in calling out your boss’s bad behavior, and putting your plan into action. Your coworkers might follow your lead and start to stand up to the difficult boss as well (although you should be prepared for the boss to try to turn them against you, or for your coworkers’ possible lack of support). The key is to not let your boss get away with continuing his/her bad behavior”.

Rebecca Shannonhouse for the Washington Post ‘Is your boss making you sick’?

“Research has linked having a lousy boss to an increased risk of heart attack, Quick said. Chronic stress that can result when someone must deal daily with a bad boss has been linked to high blood pressure, sleep problems and anxiety and is also associated with several unhealthy behaviors such as smoking, excessive use of alcohol and overeating.

Difficult bosses can come in many forms, including hypercritical micromanagers, inept managers, bosses who push blame for problems onto others or hurl obscenities, and those who make unwanted sexual advances. But researchers say that whatever the type, when employees deal with a bad boss day in and day out, negative health effects often begin to pop up”.

Bottom-Line-We spend an enormous amount of our time at work and the psychological climate in which one works has a lot to do with their health and happiness. If that climate, is a toxic one it can have a negative impact on their personal relationships with their spouse and other loved ones.

No company, job or boss is worth losing your health, sanity, or self-esteem. If after several attempts, you cannot resolve the conflicts with your boss, you can either ask for a leave of absence to deal with the emotional strain, or start tapping into your network and begin looking for a new job.

Keep current with ATS:

How To Handle A Bad Boss, Quit Or Deal With It?

It’s Thanksgiving Day across Canada and if your payroll or HR personnel are wondering how they are going to assign the holiday pay to employees to eligible employees then your company, is behind the proverbial “Eight-Ball”.

In an article by Jon Hyman for workforce.com, titled, “8 Things You Need to Know About Holiday Pay” it lists some common questions that many companies still ask today about holiday pay for its employees. We selected three out of the eight that can be applied to both Canada and the United States. In no particular order they are:

“Can we require employees to work on holidays? Because holiday closings are a discretionary benefit, you can require that employees work on a holiday. In fact, the operational needs of some businesses will require that some employees work on holidays (hospitals, for example).

Can we place conditions on the receipt of holiday pay? Yes. For example, some employers are concerned that employees will combine a paid holiday with other paid time off to create extended vacations. To guard again this situation, some companies require employees to work the day before and after a paid holiday to be eligible to receive holiday pay.

If an employee takes a day off as a religious accommodation, does it have to be paid? An employer must reasonably accommodate an employee whose sincerely held religious belief, practice, or observance conflicts with a work requirement, unless doing so would pose an undue hardship. One example of a reasonable accommodation is unpaid time off for a religious holiday or observance. Another is allowing an employee to use a vacation day for the observance”.

When it comes to holiday pay, it is unwise to assume and far better to be accurate. Depending on the jurisdiction in which your company operates, holiday pay calculations can be different. Government entities from Alberta to Yukon and other regions across Canada, have statutory holiday pay guidelines on their websites that your company can use.  And, if your company has a collective bargaining agreement, this also has to be taken into consideration. One thing we know for sure is that if you are using an automated time and attendance system, but still have to figure out which employee worked the holiday through spreadsheets, then you are likely using the wrong system. And, as for manual time tracking, it won’t help you help you figure out how to apply statutory holiday pay.

There is no need for your payroll or HR department to be stressed out, if your company is using ATS TimeWork OnDemand. ATS TimeWork OnDemand is a dynamic, and award-wining application that automates the collection, calculation, and reporting of employee hours. This intuitive and robust solution automatically calculates and applies holiday pay based on eligibility and your company’s work rule policies, and leverages collected attendance data so you can minimize unapproved overtime, thus reducing labour costs.  ATS TimeWork OnDemand is supported by powerful analytics tools, and is relied on by thousands of organizations to improve workforce productivity.

Bottom-line, if your HR or payroll manager is using ATS TimeWork OnDemand, they no longer have to worry about manually assigning holiday pay. After all, part of the Canadian Thanksgiving is to witness the colour of the leaves, as they change, eat lots of turkey and spend time with friends and family alike.

To learn about ATS Time and Attendance Solution download, a demonstration or call 866.294.2467.

It’s another Statutory Holiday And Your Payroll Practitioner Is Scrambling, Why Is That?

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.

 

It’s no secret that attitudes toward cloud technology are rapidly changing, and discussions about the potential downsides of cloud deployment are quickly evolving into valid, evaluations of the risks associated with not making the move. Perhaps, it’s a combination of sober thought and some companies witnessing their counterparts in the same or different industries deploy cloud computing technologies, with success hence; the adoption of it. And, with the emergence of cloud-based technology,  the use of analytics have also increased. In an op-ed by Rodger Howell, principal at PricewaterhouseCoopers for CFO magazine, he writes;

 “Today’s technology, cloud, and IoT-driven world is continually generating a wealth of data, creating both opportunity and challenge for those tasked with deciphering and analyzing it. CFOs in particular are now facing increased pressure to connect the dots between multiple data streams to identify patterns that will optimize a company’s growth and align its costs with its strategy.”

Now, that a statement that packs a powerful punch and is noteworthy, if your company remains unconvinced about the rapid acceptance of cloud technology, and its plethora of advantages it can bring to your business.

Rodger Howell’s article provides a blue print for companies to follow when considering, cloud computing software solutions and analytics. In no particular order, it reads in part:

“Setting Goals and Objectives: CFOs should first identify the organization’s short and long-term objectives, developing key performance indicators to track progress. Consider this step the impetus that will motivate business leaders to introduce data analytics to their day-to-day operations and to assess their impact on business goals.

Proposing Pilot Projects: Once CFOs have buy-in from key players within the organization, they should use this support to introduce pilot projects rooted in data analytics. CFOs can start small by proposing new operations and always being sure to encourage participation from other members of the organization.

Seeking Feedback: CFOs must realize that ongoing feedback from other members of the organization, including its leadership, is necessary after introducing new data analytics platforms, and processes.”

Cloud computing and analytics is an increasing priority for companies of all industries especially, for business executives who want to streamline payroll and overtime costs and other related business expenditure.

 When Used Properly, Analytics Can Help Businesses Streamline Payroll Costs

ATS Cloud-Based Time and Attendance is the industry’s most flexible and wholly integrated solution. It’s accompanied by best-in-class services across software as a service (SaaS), platform. ATS Cloud-Based Time and Attendance helps organizations drive innovation and business transformation by increasing business agility, lowering payroll costs, and reducing IT complexity.

To learn about ATS Cloud-Based Time and Attendance solutions, go to our website. You can also download a demonstration or register for one of our weekly webinars.

Ask this question to executives in the manufacturing sector and you are bound to get several different answers, albeit there will be similarities in those answers. It’s no secret that the manufacturing industry has had to adapt and evolve to the rapid changes around them in order, to survive-while dealing with some naysayers who had left them for dead after one of this century’s worst financial crisis.

But who would know the inner workers of the manufacturing industry and its resilience and ability to adapt than anyone else?  How about the President and Chief Executive Officer, Manufacturers Alliance for Productivity and Innovation who penned a poignant article titled “Three Megatrends Transforming Manufacturing”. We tool the liberty of extrapolating some of paragraphs (in no particular order) which reads in part;

“We’re entering a new industrial age driven by digitalization, customization, and miniaturization that is transforming the nature of work in manufacturing. Since the turn of the millennium, the sector has evolved faster and more thoroughly than at any other time in history.”

The rise of the digital era has impacted all industries especially manufacturing. The article states that “The ability to collect and analyze large volumes of data in economic transactions has revolutionized customer care in the retail and finance sectors. In manufacturing, Big Data will accelerate the integration of IT, manufacturing and operational systems on the shop floor and lead to better forecasting and understanding of plant performance. Caterpillar is taking this a step farther, tracking the performance of its products in the field after purchase and offering maintenance and repair services based on real-time assessments.”

What’s Fueling The Growth In Today’s Manufacturing?

If you are still wondering whether the industry can adapt here is a final paragraph from the article; “Of course, manufacturers’ labor needs are changing as well: companies now rely on more automation and require fewer employees, and those they hire must demonstrate higher science, technological and math skills. Fortunately, the millennial generation—as large as the baby boomer generation—is more technologically sophisticated. And, as the manufacturing workforce has diversified over time, manufacturers are working to continually foster more inclusive environments.”

The title of this blog asked?  “What’s Fuelling The Growth In Today’s Manufacturing”? The answer is simple-it’s the ability of the industry to adapt and evolve with the times.  Many of today’s manufacturers face constant pressure to produce a top quality product on time, every time. And, the economic fluctuations, shortage of skilled labor and market governance, and adherence to workforce compliance mandates adds to the complexities that manufacturers face every day. To meet these challenges many of these manufacturing companies have adopted Workforce Management Solutions to help them keep pace with the digital era, streamline costs and improve productivity at all levels of their operations.

To download a free demonstration of ATS Workforce Management for Manufacturing, go to our website. And, to attend one of our monthly webinars, you can register online.

To suggest human beings do not like change or are fearful of the unknown is an understatement. Can you image a business in 2016 handing out Index Cards to its sales reps, (who all travel to the office daily) to make cold calls instead of using a customer relationship management (CRM) software. Sales reps driving to an office to make cold calls in a world with advanced technology? If this sounds like a movie in the era of the 80s, it probably is. Fortunately, a large percentage of businesses are fully aware that cold calling is quickly becoming a thing of the past, and to that end, have deployed technology to help them increase their sales.

Feeling Left Behind Becuase You Are Using Old Technology?

An article commissioned by IBM and featured on Fast Company, titled “Agility and Security without the risk, states in part; “Across countless industries, the race to the cloud is on. Forrester Research recently predicted that the “hypergrowth” cloud market—including applications, platforms, and business services—will reach $191 billion by 2020, an astonishing 20% increase over Forrester’s previous prediction, just three years before. For companies of virtually any size, the promise of a dynamically scalable environment, the ability to deliver services at lower cost, and the agility to develop new apps in hours rather than weeks makes game-changing business sense.”

Cutting costs, increasing productivity might sound like buzz words to some, but for many businesses and their shareholders, its music to their ears. After all, are companies are constructed to make profits. Think about this; the traditional way of accessing business applications have always been very complicated and expensive. The amount and variety of hardware and software required to run them are daunting. You need a whole team of experts to install, configure, test, run, secure, and update them.

The advancement of cloud computing which also encompasses time and attendance is designed to help today’s companies manage cost, remain lean and increase profits. For example, with a cloud-based time and attendance, you eliminate the headaches of having to manage hardware and software—and leave that responsibility to a team with deep industry expertise at Apex Time Solutions. With ATS cloud-based time and attendance: You only pay for what you need, upgrades are automatic, and scaling up or down is easy and, the best part, is that you won’t be left behind the technology curve.

To learn more, go to our website and register for one of ATS weekly webinars. And, get access to its latest cloud-computing technology solutions, you can download a demonstration.

Feeling Left Behind Becasue You Are Using Old Technology?