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While many provinces in Canada and states, in the US are making plans to reopen, many of its citizens, don’t feel quite ready to go back — to work or business. As employers make plans to return to the workplace, they will need to carefully gauge how employees feel and what would make them comfortable.

Here are 7 steps to take to protect employees and your business:

1.Encourage employees to stay home if they’re sick and don’t ask them to produce a doctor’s note. Doctors have got their hands full, trying to deal with COVID-19. They don’t have time to write a sick note to confirm that an employee is sick. Also, avoid pressuring sick employees to return to work too soon, instead, encourage them to utilize your company’s leave policies or paid sick time.

2. Check the updates from government and health officials. Provinces, municipalities, Government of Canada the World Health Organization and the Centers for Disease Control and Prevention (CDC), have added useful information regarding COVID-19 on their respective websites.

3.Communicate with your customers. No one is immune to this crisis so, be transparent to customers about your business operations. Perhaps, hours of operation have changed or product offerings are now exclusively online.

4. Offer a remote work option. It wasn’t too long ago that some companies would balk at the suggestion of having employees telecommute for a day or two a week. Today, COVID-19 has made working from home the new normal. Offering employees an opportunity to work from home, even if its for a few days a week—can help prevent the spread of the illness, without exposing themselves or others to the virus.

5. Reduce onsite meetings and travel and instead, hold them virtually. If an employee gets sick because of business travel, you could see a spike in requests for time-off and low employee morale.

6. Institute and communicate workplace policies. Develop hygiene policies that are aligned with public health recommendations and that of your local, regional and federal laws. Post information for employees with on how viruses are transmitted and help employees practice healthy habits by providing tissues, no-touch trash cans, hand soap and sanitizer, and disposable towels. These practices will show employees that their employer cares about their well-being.

7. Maintain employee privacy. Treat all medical-related information about an employee’s illness with the strict confidence. If you plan on informing your workforce about a possible case of the virus in their midst, do not reveal the name of the employee.

There will be some uneasiness with the employees who return to work and for employees, while it is great that they are returning to a job, you can expect them to feel uneasy for some time. These employees will likely be keen see what health and safety practices are being employed to ease their fears.

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To learn more about ATS you can register for one of our bi-monthly webinars, download a demo of our time and attendance app or reach us by phone at; 866.294.2467.

The world is different today than it was a few weeks ago. COVID-19 is sweeping across the world. Uncertainty, without question, is at an all-time high, as we experience an utter disruption in our workplaces and homes. And, above all, there’s no quick fix. The best thing employers can do is take time to listen to their employees. This means, being proactive with your employees by way of showing empathy towards their concerns, communicating frequently, while also being flexible and supportive of their needs.

According to the Centres for Disease Control and Prevention (CDC), the outbreak of COVID-19 may be stressful for people. Fear and anxiety about a disease can be overwhelming and cause strong emotions in adults and children.

Stress during outbreak can include:

  • Fear and worry about your own health and the health of your loved ones
  • Changes in sleep or eating patterns
  • Difficulty sleeping or concentrating
  • Worsening of chronic health problems
  • Worsening of mental health conditions
  • Increased use of alcohol, tobacco, or other drugs

This current pandemic has many employees working remotely, and as a result, it has made it next to impossible, for companies to maintain an engaged workforce. However, it does not have to be that way.

Here are three ways, companies can maintain employee engagement during this COVID-19 pandemic:

  1. We are social creatures, and whether it’s talking about our favourite hockey team, the latest movie with a work colleague, getting together for birthday celebrations or just casual conversations around the office-these activities include some of the reasons why we enjoy our jobs. All of a sudden, covid-19 has put a stop to all of this. So, as an employer, when checking in with your staff, something as simple as; how was your weekend? can make all the difference to them.
  2. Several provinces and states across Canada and the US are slowly opening up parts of the economy. But does this mean all employees should be asked to start driving to the office? A better approach might be to extend flexible work arrangements, such as telecommuting, and staggered schedules that can help prevent the spread of the illness by allowing employees to work without exposing themselves or others to the virus. Greater use of teleconferences and e-mail versus face-to-face meetings are additional social distancing strategies that can help prevent the spread of illness.
  3. When checking in with their employees, managers should remind them how important their work is. Whether your industry is in telecommunications, manufacturing, insurance, or the front-lines providing healthcare or in the supply chain keeping the economy going, every company’s work is important. Your employee should be told that the work they perform is important and they should be made to feel that way not only now, but beyond COVID-19.

Bottomline: Your employees are anxious. Not only are they worried about getting sick and having enough food and supplies during the COVID-19 pandemic, but they are also weathering financial uncertainty, canceled social plans, and a completely new way of working.

To learn more about ATS, go to our website to download a demonstration of software or you can also register for one of our bi-monthly webinars.

The COVID-19 pandemic, led many businesses to make challenging decisions most of which, necessitated the evaluation of staffing needs after provinces and states across Canada and the United States issued various orders aimed at curbing the spread of the coronavirus. And, in some instances, these decisions have resulted in businesses reducing employee hours or laying-off employees. 

As officials slowly evaluate easing restrictions, some businesses are considering rehiring laid-off employees or returning furloughed employees to their previously held positions. And, for some of these businesses that have hourly employees who previously punched in/out at a time clock, the question becomes, how can this done in a way that does not expose employees to contracting the coronavirus.

ATS offers a variety of employee time clocks that your staff does not need to make direct contact with, to record their hours.

Backed by ATSTimeWorkOnDemand, cloud computing solution, here are a few options to choose to choose from:

MIFARE cards: With a MIFARE Card employees simply put the card up to time clock and it automatically records their time. The time clock will emit an audible beep to confirm that the employee successfully punched in or out. MIFARE cards encryption keys prevent data from being emitted until the MIFARE card and card reader mutually authenticate each other.

Face Recognition Terminals: With these terminals, employees only have to put their point their face towards the unit and it automatically records their start and end time. ATS Face Recognition contactless biometrics supports three modes of identification, including Face, card or face and card and– simply authenticates digital identity through facial recognition, thereby worker health and safety. ATS Face Recognition time clocks have proven to be one of the best biometrics because employees time can be recorded without touching or interacting with the unit.

Proximity cards, RFID cards and Keyfobs: Similar to MIFARE,proximity cards, RFID cards and keyfobs feature also feature encrypted, embedded metallic antenna coil that stores cardholder data. Data stored on a proximity card, key fob or tag can be detected by an ATS time clock, when the proximity card is passed within range.

As businesses slowly bring employees back to their offices with new health and safety measures, in place and whether you are in healthcare, manufacturing or grocery– ATS contactless biometric technologies can help you introduce a hygienic and safe time tracking experience.

To download a demonstration, or to learn more, go to our website. And, to reach an account representative, call 866.294.2467.

As coronavirus pervades every aspect of life, many companies (big and small) are grappling with how to support their employees during this time when there are many unknowns. And in many of these organizations, employees look to their leaders, in particular, HR for guidance as they navigate through the unknown territory of this pandemic.

Nathan Christensen wrote an insightful guide for HR managers on TLNT.com titled

7 Tips for SMBs to Manage Their HR in the Time of COVID-19 

These tips include:

  1. “Communicate honestly and openly with employees. It can be tempting to shelter employees from fears and risks, especially since high stress has been shown to destroy trust and inhibit empathy. But it’s likely your employees are already thinking about the issues keeping you up at night.
  2. Invite employees into the challenge. Surviving during a crisis requires creative and innovative thinking, as well as a willingness on the part of everyone to rise to the occasion. Focus your team on the purpose of your company’s work and the challenges ahead, and invite employees to seek new ways to contribute to the mission of the company, deliver its values, and achieve its strategic objectives. If your employees are invested in your culture, company, and mission, they will respond.
  3. Practice “open-source HR.” One of the unique aspects of the COVID-19 crisis is how broadly it has affected employers. Reach out (virtually) to other business and HR leaders in the community, perhaps through social media groups or by hosting virtual chats.
  4. Pay close attention to the new legislation that is being passed in response to COVID-19. Laws like the Families First Coronavirus Response Act, New York’s paid sick leave for COVID-19, and Colorado’s emergency rules for paid sick leave are important efforts to help employees who have lost pay and work, but they also bring new compliance requirements to employers.
  5. Protect against any semblance of discrimination. During periods of significant change, it’s important to make sure that any actions taken with respect to employees do not discriminate or appear to discriminate based on an employee’s protected class. There are legitimate business reasons for treating groups of employees differently.
  6. Manage your employees holistically.Employees working from home may have additional distractions or disruptions they’re not used to managing during the workday. It’s also possible that employees or their family members are experiencing distressing financial or health-related circumstances. Prioritize the health of not only your employees, but also their support network. If an employee is sick, give them time to get well and forego asking for a doctor’s note (health care professionals are already overwhelmed). Employers shouldn’t lower their standards for employee performance — that can also have a negative impact. But a little flexibility can have a big impact on employee wellbeing, commitment, and contribution.
  7. Understand limitations on privacy. If you need to have a difficult conversation with an employee, such as to notify them of a layoff or furlough, keep in mind that if they are working from home, the conversation may not be a private one. There may be a child, spouse, or roommate in the room with them, which can make it challenging for the employee to process the information and communicate openly.”

Covid-19 pandemic has wreaked havoc on businesses across every industry and, to the global economy as a whole. Organizations in the immediate term, need to ensure that the health and safety of their employees above all else, come first. In the short and long term, covid-19 will change the way businesses operate and compete.

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 and eliminates the manual tasks of payroll preparation, increasing efficiency and reducing errors in corporate payroll departments.

Thousands of organizations across North, Central and South America and Europe- including more than half of the Fortune 500 – use ATS TimeWork OnDemand, Workforce Planning, Employee Scheduling HR and payroll solutions to manage their workforce.

In addition, ATS provides modular analytic solutions that includes; workforce planning, benefits management, employee self-service, business intelligence, human resources, payroll, and advanced analytics based on a robust cloud computing platform for information and data needs. It also offers design, rapid deployment, support services, software updates, and enhancements; and consulting and training services.

To learn more, go to www.https://www.atimesolutions.com

Enhancing the profitability of your organizational challenges gets more difficult every year—thanks in part to aging legacy applications and manual time tracking solutions that can’t keep up with today’s technology. Case in point, disconnected systems can hinder decision-making and lead to wasted resources and high payroll costs.

ATSTimeWorkOnDemand automates time tracking for hourly and salaried workforce and provides senior management with on-the-spot analytic reporting. With ATSTimeWorkOnDemand you can run your entire business in a single system of record, including: Talent Management, Time and Attendance, Payroll, ERP and HR and— receive updates on, production control, supply chain management, and more so you can be more competitive, efficient, and responsive to your customers’ needs.

Here are 5 reasons to deploy ATSTimeWorkOnDemand:

Scalable- Your organization will not have to worry again about database capacity, user license needs, adding another location, or how much storage or computing power you will need as your employee capacity and/or the size of your company increases. ATSTimeWorkOnDemand Cloud Computing application is infinitely scalable — expanding as needed.

Cost-ATSTimeWorkOnDemand lowers your cost of installing, maintaining and supporting your Human Capital Management (HCM) system – year after year. ATSTimeWorkOnDemand significantly cuts the cost of installing, maintaining, supporting and upgrading your system not just in year one, but throughout the lifetime of your relationship with ATS.

Secure-With ATSTimeWorkOnDemand, you get enterprise-class security at a low, predictable cost. You can trust that your data is safe—from ironclad firewalls and automated security sniffers to concrete walls and biometric control systems, ATSTimeWorkOnDemand solution is designed to provide the highest level of security.

State-Of-The-Art Technology-ATSTimeWorkOnDemand is built from the ground up with HR, finance and payroll practitioners in mind, and takes maximum advantage of cloud computing.  ATSTimeWorkOnDemand is designed for a “single instance, multi-tenant” implementation or across multiple sites across Canada, the US, Latin America or Europe. And, while the platform is shared among users and sites, security controls provide each tenant with sole access to its own data, in real-time, as well as full control over user and security administration.

Always-On-ATSTimeWorkOnDemand is available 24/7, 365 days a year— and promises to exceed the service levels and response time. Afterall, today’s businesses, simply cannot afford unscheduled downtime.

Tired of struggling with outdated and disparate software solutions?  Discover the many benefits of ATSTimeWorkOnDemand by downloading a demonstration of the application and you can see how this cloud application delivers a single solution that streamlines payroll costs, improve productivity and efficiently runs your business.

To learn more, you can contact us by phone at 866.294.2467 and/or also register for one of our bi-monthly webinars.

Machine learning is a form of artificial intelligence (AI) that enables a system to learn from data rather than through explicit programming. Artificial intelligence is a broad term that refers to systems or machines that mimic human intelligence. Machine learning and artificial intelligence (AI) are often discussed and used interchangeably, but they don’t mean the same thing. An important distinction is that although all machine learning is AI, not all AI is machine learning.

Today, machine learning is at work all around us. When we bank and shop online, or use social media platforms, the algorithms of machine learning comes into play to make the user experience efficient, seamless and secure. Machine learning and the technology around it are developing rapidly, and thus, we are only beginning to scratch the surface of its broad-based capabilities.

ATS TimeWorkOnDemand HCM suite is robust, intuitive and built with future-forward simplicity of machine learning, allowing your organization to work smarter and work seamlessly in the modern cloud. ATS TimeWorkOnDemand HCM suite experience empowers your employees to perform at their full potential and work inspired, helping them accomplish daily tasks — anything from requesting time-off and benefits enrollment to scheduling and managing time and attendance. ATS TimeWorkOnDemand machine learning capabilities, employs rich analytics to predict what will happen — to help organizations make forward-looking, proactive decisions instead of relying on past data.

Here are 3 ways ATS TimeWorkOnDemand HCM technology suite can help your business thrive:

Work in today’s modern cloud
With ATS TimeWorkOnDemand you can automate the employee life cycle and streamline workforce compliance including collective bargaining agreements (CBA) so your people can focus on strategic initiatives that support business goals.

Streamline payroll and other operational costs
ATS TimeWorkOnDemand HCM suite allows your company to streamline tasks and empower your people to get things done in the fewest steps possible — from any place and on any device 24/7, 365 days a year. ATS TimeWorkOnDemand HCM suite automates, employee self-service, time and attendance, benefit accruals, employee scheduling and integration with enterprise resource planning (ERP), human resources information system (HRIS), payroll and talent management.

Instant data-driven insights
Gather key metrics, visualize insights, and predict workforce trends with HR-based people analytics embedded right into your ATS TimeWorkOnDemand HCM suite experience.

To learn more, about ATS TimeWorkOnDemand HCM suite go to our website and download a demonstration. To reach an account executive, you can request more information by going online or contact us by phone at 866.294.2467.

‘Vacation shaming’ is nothing new. In fact, some company leaders make it a practise of not taking time-off and work long hours as a way of hinting that employees should do the same.

Encouraging workers to take time-off to reset, especially vacation, is a good way to make sure time off is used—and this, will bode well for the company’s bottom line. But frankly, any employer that expects you to work on your vacation or worst, not take vacation, isn’t one worth working for.

‘Vacation Shaming’ employees can have a negative impact on productivity, and also make it hard to retain talent. Paul Michael’s article 7 Reasons You Shouldn’t “Vacation Shame” Your Coworkers sums up why it’s bad to engage in this practice.

We selected find 5 of these ‘Vacation Shaming’ reasons from the article. They include:

1.Vacation is vital for good health: You wouldn’t want to make your coworkers physically ill, but by guilting them out of their vacation time, you could be contributing to some very serious health risks. The Framingham Heart Study, the world’s longest running study of heart disease, has some frightening statistics on vacation and health. The biggest — that men who failed to take a vacation for two years or more were 30 percent more likely to experience a heart attack than peers who took regular time off.

2. Vacation refreshes the mind and body: Research has proved it; when you take a vacation, you are improving your mind and your overall health. And if you work with people who need to be great at their jobs in order to make you and the company thrive, then you should encourage vacation time.

3. Vacation keeps good employees at the company: An unhappy employee is one that is looking for another job. A 2015 Talent Trends survey found that one out of every three employees is actively looking for a new job. That’s almost a third of the people at your company, right now, that wants out.

4. Vacation boosts organizational morale: Who wants to work in a company filled with miserable, exhausted, irritable employees? That’s what you get if you work in an environment that vacation-shames people.

5. Vacation leads to better performance reviews and higher salaries: Put this in the “strange but true” category if you like, but a 2006 study by Ernst & Young found that each additional 10 hours of vacation an employee took led to performance reviews that were 8 percent higher the following year. And, of course, higher performance reviews lead to increased salary bumps, promotions, and greater opportunities within the company.

Bottomline: We live in an always-on era and while it may be hard to unplug, it’s precisely the reason, employers should encourage their employees to take their vacation without making them feeling guilty.

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 and eliminates the manual tasks of payroll preparation, increasing efficiency and reducing errors in corporate payroll departments.

Thousands of organizations across North, Central and South America and Europe- including more than half of the Fortune 500 – use ATS TimeWork OnDemand, Workforce Planning, Employee Scheduling HR and payroll solutions to manage their workforce.

In addition, ATS provides modular analytic solutions that includes; workforce planning, benefits management, employee self-service, business intelligence, human resources, payroll, and advanced analytics based on a robust cloud computing platform for information and data needs. It also offers design, rapid deployment, support services, software updates, and enhancements; and consulting and training services.

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

No two software is created equal. And so, traditional human capital management (HCM) solutions, were not built with the needs of a company, or that of its employees’ in mind. You can transform your organization’s human capital management (HCM) with ATS TimeWorkOnDemand Suite – and deliver experiences that will help your company achieve its business goals.

This new approach to human capital management (HCM) transforms the way companies engage with their workforce – but more importantly, gives you the scalability that you want from an HCM software. Afterall, isn’t this the way it should be?

ATS TimeWorkOnDemand HCM Suite drives real-time, data-rich analytics across every department and includes:

Analytics: ATS Workforce Analytics propels your organization with self-service capabilities to gain insights from data. Different locations and/or departments can access real-time information, including bringing human capital management (HCM) analytics to the forefront to create a high-performance culture.

Budgeting, Forecasting and Workforce Planning: Use data-driven insights in every intuitive dashboard and business process – and improve performance and results – with our ATS Workforce Analytics Budgeting & Forecasting and Workforce Planning tools. 

Talent and Experience Management: With ATS TimeWorkOnDemand Suite, you can deliver solutions for employee engagement, benefits onboarding, performance, compensation and learning.

Finance and HR: Unite the engine of your organization by bringing Finance and HR together. Do a deep dive and learn how up-to-minute financial reporting, payroll costs, workforce analytics, and real-time automated tasks can empower an agile workforce.

Payroll, HR, Talent Management, ERP and CRM: Support an integrated and modern platform, that simplifies complex collective bargaining agreements (CBAs) – that includes Canada, US and other global agreements. The functionality of ATS TimeWorkOnDemand HCM encompasses core Time and Attendance, Benefits Accruals, Workforce Planning, HR, Budgeting & Forecasting, Payroll and Workforce Analytics

Are your ready to transform your HCM experience to one that benefits your organization? Go to our website and register for one of our bi-monthly webinars. You can also download a demo to see this revolutionary application in action and to reach us by phone, call: 866.294.2467.

A recent article for TLNT.com by Joyce Maroney titled, Ease Retail Turnover By Making Scheduling More Flexible for online sheds light on the headaches that retail managers endure. Whether you are in retail, healthcare or hospitality, you will run into obstacles when creating schedules for employees — and if those schedules are manual, you will be plagued, with unnecessary headaches.

Here are 3 ways to create better schedules from the article:

  1. Make taking time off easy — Establish a formal (ideally written) policy regarding time off requests and execute that policy consistently to ensure workers trust that the process is fair. Beyond that, actually provide workers with paid time off — to refresh themselves and to help avoid absence abuses — and encourage workers to take the time they want and need.
  • Create personalized schedules — Collaborate with workers when setting their schedules so that their shift preferences are accommodated as much as possible. Take advantage of automated scheduling and analytics tools to ensure that managers have visibility into worker availability and can plan for shift coverage. And don’t forget to provide workers with accrual information and make it easy for them to check their time, request shift changes, and swap shifts with coworkers — bonus points if they can do so from their own phones.
  • Use technology to staff smartly — Seek insight into how to address staffing coverage during uber-busy periods like Black Friday by looking at historical trends of labor drivers, schedule preferences, and booked vacation time. Doing this requires discipline and analysis, but once the models are in place, managers can easily re-run them with little additional effort to help make intelligent and data-backed staffing decisions in real time.

ATS Workforce Management (WFM) is a comprehensive optimization, planning, and time and attendance software application that manages employee resource demand, streamlines payroll costs, and business analytics. ATS Workforce Management mitigates the risk of potential compliance errors and reduce costs with purpose-built solution capabilities, while encouraging employees to focus on activities that generate more value.

To learn more about ATS (HCM) Workforce Management capabilities, or to download demonstration, go to our website. And, to reach an account executive, call 866.294.2467.

This blog is a follow up to The annual office Christmas party and the headaches it can create for HR managers . Holiday office parties is a time to get to know some of your co-workers like the payroll manager, who you would otherwise never see unless, you have issues with the inaccuracies of your paycheque, from the antiquated time clock-that your company has not updated. And, yes it is not intended as a boozy event,  popularized by the movie Office Christmas Party that would have any HR manager pulling his/her hair out.

 In a recent article, titled The Rules of Etiquette for Your Office Holiday Party by J.R. Duren for GlassDoor it contains 5 tips, that can help you can enjoy the company of your colleagues at the office holiday party-while, at the same time, avoid jeopardizing your career.

Here are the 5 tips from the article:

How to dress: Keep it classy

Experts across the board are united in their opinions about several aspects of office parties, attire included.

Lisa M. Grotts, a San Francisco-based etiquette expert, says your holiday party isn’t your chance to go overboard with gaudy outfits.

“Just because an office function is after work hours doesn’t mean it’s an invitation to dress flashy or wear a revealing outfit,” Grotts said. “Skirts should hit your knee and nothing should be too tight. Skip the cleavage-bearing tops.”

We heard the same sentiment from Jacquelyn Youst, a Pennsylvania-based etiquette consultant.

“Office holiday parties are an extension of the office. This is not the time or place to wear your short skirt and low-cut blouse,” Youst said. “Maintain a professional level of decorum.”

This isn’t your chance to push your “I’m casual so I dress casual” agenda, says Laura Handrick, an HR analyst at Fit Small Business.

How to drink: Keep it at two

This is the section you’ve probably been waiting for; all the good horror stories are usually the handiwork of booze and beer. As humorous as these stories can be, jobs and reputations are on the line when you’re four Sazeracs deep and ready to air your grievances.

Carlota Zimmerman, a career expert based in Los Angeles, says you can give yourself a head start by eating before you arrive.

“Even half a sandwich and a protein smoothie will work,” Zimmerman said. “Just get something inside you so that the first martini won’t have you self-righteously glaring at your boss as you mentally assemble your declaration of independence.”

How to converse: Keep it cordial

Office holiday parties require conversational skills — introvert or not, you’re probably going to be forced to talk with someone you don’t know that well.

The rules for conversation are essentially the same as drinking: moderation wins. Don’t get too deep and don’t come off as too superficial.

“Appropriate conversation is any compliment related to the holiday outfit others have chosen or any topic related to the holidays, family time or time off,” Handrick said. “’Will you get to see your mom this Christmas in upstate New York?’ is fine.”

When to leave: Read the room

Once you’ve had your chance to have a couple of drinks and engage in conversation, you may be ready to head home or to another party.

If the second party is better than the first, don’t mention that to your colleagues, Grenny said. And if you’re worried about leaving too early, gauge the atmosphere.

“When it comes to leaving, take your cue from the majority,” he said. “Leave when most people are leaving.”

Saying thank you: The final step

Whether you loved your holiday party or hated it, many of our experts said that expressing your gratitude about the party is a professional and polite way to acknowledge the time and money they put into the party.

Amber Hunter, an employee experience director at A Plus Benefits, said that you can leave a lasting impression on your bosses if you let them know you enjoyed yourself and appreciated the company’s efforts to plan a holiday party.

Bottomline: You spend more time with our co-workers than your family throughout the week. And, in some respect you probably become close friends or they become an extension of your family. The office holiday is a break from everyday work, where you get to meet your co-workers significant other. Have fun and don’t do anything that will make you look foolish and make everyone else uncomfortable.

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 and eliminates the manual tasks of payroll preparation, increasing efficiency and reducing errors in corporate payroll departments.

Thousands of organizations across North, Central and South America and Europe- including more than half of the Fortune 500 – use ATS TimeWork OnDemand, Workforce Planning, Employee Scheduling HR and payroll solutions to manage their workforce.

In addition, ATS provides modular analytic solutions that includes; workforce planning, benefits management, employee self-service, business intelligence, human resources, payroll, and advanced analytics based on a robust cloud computing platform for information and data needs. It also offers design, rapid deployment, support services, software updates, and enhancements; and consulting and training services.

To download a demonstration of ATS TimeWorkOnDemand, or to register for a bi-monthly webinar, go to our website. And, to reach an account executive, call; 866.294.2467.