Best-in-Class Workforce Management Software from Industry Experts
Header

There was a time when biometrics was seen as futuristic and, too intrusive to ever be accepted by the general public. Many of today’s smart phones, tablets and laptops are equipped with biometrics. As part of its security protocols airports around the world, have installed fingerprint readers and voice recognition technologies and Disney World have installed biometrics that enables its visitors to gain access to theme parks.

Biometric Technology Is Shaping The Future Of Time And Attendance

If your company is an early adopter of biometric time and attendance, you are likely the beneficiary of a productive workforce, and at the same time are saving hundreds of dollars on payroll costs.

If you are considering a biometric time and attendance system to enhance your company’s HR process and workflows, here are three types of the most common biometric technologies for recording and tracking employee time.

Hand Geometry: Hand recognition is the most common employee biometric time clock technology. The method uses 3D analysis of the hand for tracking and identification purposes. An individual places their hand (palm down) onto a special plate. A camera takes a picture of it and analyzes the length, width, thickness and surface area of the hand. This recorded biostatistics information is then stored for future use. Companies have used this type of biometrics for attendance tracking and accessing secure entrances.

Facial Recognition: ATS FaceScan Time Clocks, uses algorithms to analyze features. These include the position/size/shape of the eyes, nose, cheekbones and jaw line. Initially, this process was known as 2D facial recognition. The 2D images were typically taken from security cameras that have integrated facial recognition technology. For the best results, face images needed to be looking directly at the camera with enough lighting. After analysis, they could be compared to other face images for identification purposes. Employee Time clocks that use facial recognition are growing in popularity— it’s as simple as snapping a photo; the time clocks are equipped with HD cameras. This type of technology is now readily available on ATS TimeWork OnDemand mobile time tracking apps as well.

Fingerprint Identification:This type of biometrics compares either one or two fingerprints (depending on the type of time clock selected) to determine identification. It analyzes the ridges and valleys patterns on the fingertip for differences. The process involves measuring and comparing employee fingerprints against data stored in the time and attendance system. It is fast and easy to use— the employee simply presses a fingertip against the time clock screen for a moment as part of the clock in/out process. Some laptop computers and smart phones, utilize fingerprint biometrics for authorizations purposes such as logging in and entering website passwords.

Other biometrics include voice authentication, which is the analysis of vocal behavior by matching it to a voice model template (that was previously recorded). Since every voice is unique, the physical characteristics of the speaker’s voice can be measured. Retinal and iris scanning is employed by different industries.

Bottom-line:

Companies deploy biometric time and attendance systems to ensure the person/s clocking in, are who they say they are. Biometric time clocks helps prevent employee time theft, ensures workforce compliance, and helps employers collect accurate time and attendance information. In short, it makes life easier for payroll and HR practitioners.

To arrange a demonstration of ATS TimeWork OnDemand and our array of biometric time clocks, go to our website or call, 866.294.2467.

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.

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.

Here is the drill: Daylight saving time (DST) ended on Sunday, Nov. 5, 2017 at 2 a.m. ET. Most north Americans would have set their clocks back an hour. This makes for darker days, and for some people, it will take a few days to get used to, while for some others, it might take them a week or two to adjust to the time change.

The spring brings the arrival of daylight saving time in March 2018 and requires clocks to be moved forward one hour at 2 a.m. Employees who are shift workers and who are on duty at that time and who normally work an eight-hour shift will actually work only seven hours, unless of course, your company is using an automated time and attendance system that automatically adjusts with daylights savings time.

ATS TimeWork OnDemand Is Designed To Handle Daylight Savings Time

A blog titled As the clocks turn back this weekend, don’t forget FLSA rules authored by Pamela Deloacth for HRDive offers the following advice for companies:

“That extra hour of work can present several unanticipated challenges, in addition to an unpaid hour:

Overtime: If that additional hour puts an employee at more than 40 hours during that workweek, the Fair Labor Standards Act requires the employee be paid overtime. Employees who fall under the “8 and 80” system — or in states that require daily overtime — may be eligible for overtime for that day.

Collective Bargaining Agreements: Employers should ensure that they are following any provisions in a collective bargaining agreement that addresses wage and hour provisions for time change”.

If your company has in excess of 30 employees handling daylight savings time (DST) manually can be a challenge. Automating your time tracking system, instead of doing it manually, will make your payroll and HR managers happy and more productive, especially if they have to deal with sleep deprived employees, still adjusting to the daylight savings time.  ATS TimeWork OnDemand is a cloud-based time and attendance designed for; Payroll, Accrual Benefits, Enterprise Resource Planning (ERP), Talent Management, and Analytics integration. ATS TimeWork OnDemand provides organizations with access to real-time data of Workforce Management (WFM) capabilities, across all domains.

To learn more about ATS TimeWork OnDemand or to attend a bi-monthly webinar, go to our website where you  can also download a demonstration from our website or contact us by phone at: 866.294.2467 to discuss your business requirements.

Today’s HR practitioners have a symbiotic relationship with technology. And why shouldn’t they? When you consider the old ways of calculating and managing employee time and attendance was relegated to paper time sheets. In other words, a time-consuming task, that resulted in numerous errors, it’s no wonder many in HR are giving a warm embrace to technology.

Technology Has Become A Great Resource For HR Departments

A brief summary of an article titled World-class HR departments do more but spend less, thanks to technology written by Valerie Bolden-Barrett, for HR Dive reads, in part:

  • World-class HR organizations spend 25% less than average HR organizations and function with 30% less staff, but are more effective, according to a report from The Hackett Group. The consulting firm’s benchmark analysis​ also found that, should an average company with $10 billion in revenue gain world-class HR status, it could save up to $15 million a year. The Hackett Group defines world-class HR operations as those which maintain a level of performance in the top quartile in effectiveness and efficiency.
  • The analysis also showed that world-class HR operations spend more of their budgets on cloud-based technology and selective outsourcing compared to other HR staffs. Top-ranked departments have also reduced the amount of staff performing transactional tasks with error rates for those tasks two to fives times lower that of traditional HR operations.
  • The Hackett Group’s research also found that, through digital technology, HR organizations can improve their efficiency and effectiveness in delivering services, boost customer experience, place additional resources on high-value activities and use sophisticated analytics for better decision-making.

Bottom line: Technology has created remarkable new opportunities to eliminate administrative overhead and, at the same time, give HR departments access to advanced technology tools like, workforce analytics, real-time employee dashboard review, employee self-self service and hosts of other workforce management tools available 24/7 365 days a year.

Do you think your HR department will want to turn their backs on tools that helps them streamline payroll costs and improve productivity? We are guessing the answer is no.

To learn about ATS Workforce Management Solutions go to our website. You can also register for a bi-monthly webinar or call us at 866.294.2467 to arrange a demonstration.

Market Intelligence leader International Data Corporation (IDC) is on the forefront of the cloud and the digital revolution and their evidence-based predictions and analytic reports are much sought-after items. Here are some predictions based on the ever increasing use of mobile devices, the cloud and the non-stop pace of the digital revolution that shaking and shaping today’s business landscape.

Growth of mobile connectivity and today’s workforce

“The U.S. mobile worker population will grow at a steady rate over the next five years, increasing from 96.2 million in 2015 to 105.4 million mobile workers in 2020. By the end of the forecast period, IDC expects mobile workers will account for nearly three quarters (72.3%) of the total U.S. workforce.

Embrace The Cloud And The Digital Revolution Or Go Home

Key drivers behind the growth in the U.S. mobile worker population include the increasing affordability of smartphones and tablets combined with the growing acceptance of corporate bring your own device (BYOD) programs. In addition, innovations in mobile technology such as biometric readers, wearables, voice control, near-field communications (NFC), and augmented reality are enabling workers in completely new ways, increasing productivity by enhancing communications and business workflows. In a recent IDC survey, 69.1% of enterprise mobility stakeholders polled saw a reduction in opex or capex costs as a result of implementing BYOD programs.”

There are many reasons why smart business leaders are adopting cloud-based solutions to propel their organizations. Many of them believe in the future of the cloud computing technology. And,the report by Eileen Smith of IDC reads, in part;

“Fueled by 3rd Platform technologies like mobile, social business, cloud, and Big Data and analytics (BDA), a new era is upon us where technologies and processes that businesses deploy are so tightly linked to their customers and markets that the boundary between the internal operations of the enterprise and its external ecosystem is rapidly disappearing. Business leaders are challenged to move their enterprises to the next level, that of digital business transformation, employing digital technologies like IoT, robotics, and artificial intelligence to create new ways of operating and growing businesses. IDC’s Worldwide Semiannual Digital Transformation Spending Guide sizes the technology and business dollars related to this transformation of business processes. Delivered via IDC’s Customer Insights query tool, users can easily extract meaningful information about technology markets and industries”.

Are you still in doubt about the power of the cloud? Go to our website and download free white papers on the benefit of adopting a cloud time and attendance solution. You can also read customer testimonials on the site and, to reach an account executive by phone call; 866.294.2467.

 

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:

The acceptance of the cloud has been growing steadily and that’s in large part to its many benefits, including; flexibility, low financial outlay and scalability. Some companies dip their toe in the water by simply moving core elements of their time and attendance into the cloud, while others are choosing the middle ground of a hybrid cloud environment, which keeps core time and attendance functions on-premise while also utilizing a variety of multi-tenant public cloud systems to manage certain parts of their business.

Some C-suite executives including finance and HR, at times, need convincing when it comes to the cloud, and if their past experiences with a cloud solution, have been less than stellar — asking them to give a cloud-base solution another chance might be an uphill battle.

In a published article for CFO.com titled The Cloud: A Better Expense Model Roy Golding, does a masterful job in espousing the virtues of the cloud and its inherent benefits.

“Cloud asks businesses and their finance leaders to reevaluate some long-held approaches to IT and how it is accounted for. Traditionally, any time an organization wanted to make a significant technology change, the CFO needed to ensure the long-term business model supported the investment. Making heavy capex investments up front — think expensive data-center hardware — always brought with it the risk that the hardware wouldn’t be fully utilized down the road.

The Benefits Of The Cloud Is Undeniable So, Don’t Get Left Behind

In contrast, cloud offers the flexibility to move technology resources and to not be tied into one big investment at the beginning of a new project or business. Software-as-a-service (SaaS), for example, removes the need for businesses to install and run software and applications on their own hardware within their own physical infrastructure, which also removes the associated expenses. In this operating expense model, instead of taking a large cash hit on the P&L statement right away, the company can pay for the service over time as it gradually grows the investment.

In the past, if IT teams needed additional hardware, software, or connectivity resources at certain times of the year — for seasonal reasons, perhaps — the investment to cover that requirement may have resulted in over-provisioning after the busy period ended. And a double hit resulted — the company subsequently owned depreciating technology assets that weren’t being used most of the time. This approach has never been popular with CFOs, but before the arrival of the cloud there was little alternative.”

If your organization is still on the fence about the cloud, you can always start small and grow with it. For example, with ATS TimeWork OnDemand Software-As-A-Service (SaaS) you can easily increase or decrease capacity to cost-effectively handle peak demand.  And, because the configuration with ATS TimeWork OnDemand configuration is less complex, you don’t high-value implementation team members thus– helping keep deployment costs down.

The power of the cloud is undeniable so, don’t leave your organization behind. Still not convinced? Find out how ATS TimeWork OnDemand Enterprise Cloud Solutions can deliver the speed and resources necessary to quickly validate and realize solid ROI.

To learn more go to our website. You can register and join the ATS Workforce Analytics team for this week’s webinar, How Businesses Can Use Analytics To Achieve Profitability. And, to speak to an account executive, call: 866.294.2467.

Keep current with ATS:

So what exactly is predictive scheduling? Here is a brief synopsis from a blog written by Diane Saunders, titled; Predictive Scheduling: A Primer for Retail and Hospitality Employers. “Predictive Scheduling requires that employers pay employees for cancelled on call shifts, provide notice to employees of their biweekly schedules, give new workers good faith written estimates of their expected hours and schedules, and uphold the requirement that employers offer extra hours to current part-time employees before hiring new employees or using staffing agency employees.”

So why has this become such a headache for some organizations in healthcare, retail and the food service industry? Some labour groups have bemoaned the fact that since the recession of 2008 there has been a steady increase in the number of low-wage and part jobs in those sectors. Labour advocates have also lamented that unpredictable, back-to-back shifts and last minute changes to employee schedules have made it difficult for these employees and their families to cope. In other words, when employee schedules are constantly changing and/or if they are being called in at the last minute, for a shift that makes it difficult for these workers, especially the ones who are parents, to take their kids to school, or to a doctor’s appointment.

Can Predictive Scheduling And A Workforce That’s Based On Demand Co exist?

Recently some states have begun to enact laws designed to protect workers rights, regarding scheduling. A recent article by Kate Torone, for HR Dive titled Oregon becomes first state to require predictive scheduling reads, in part;

  • Oregon’s governor signed a predictive scheduling bill into law on Aug. 8 that applies to employers in the retail, hospitality and food service industries that have at least 500 employees.
  • The law, which took effect immediately, requires that employers provide workers with a “good-faith” estimate of their work schedule when they’re hired and, after that, written schedules seven days in advance. Beginning July 1, 2020, that increases to 14 days. Employers also must pay workers a fee when their schedules change on short notice.
  • While some cities have adopted predictive scheduling laws, too, Oregon appears to be the first state to do so.

But what if your business is in a province or state where this does not impact you? Because it is not your region today, does not necessarily mean it won’t be enacted by government officials a year or two from now. The minimum wage hike debate for example, appeared to be going nowhere at first, until, government officials starting feeling pressure from their local constituents, and was forced to do something about it for fear of either alienating their base or accused of being on the wrong side of history. The tide began to shift in the workers favour and then slowly, at first, some states and provinces began enacting laws to hike the minimum wage. At the very least, you should be proactive and take the time to review a workforce management solution that has predictive scheduling capabilities, and is also able to calculate and manage employee hours so, you don’t have to.

With ATS Time and Attendance Workforce Scheduling Application you can:

  • Get historical and real-time data are leveraged to generate schedules.
  • Avoid schedule conflicts with up-to-date staff availability information and immediately see and correct any conflicts due to overlapping shifts and overtime.
  • Schedule employees based on business demand, and avoid shift overlaps and conflicts.
  • Incorporate collective bargaining agreements, user qualifications, seniority, skill level and shift preference.
  • Manage employee-related attendance excuses and send instant alerts to team members

To learn about ATS Time and Attendance Workforce Scheduling, go to our website, and to reach an account executive call: 866.294.2467. You can also download a demonstration or register to attend one our bi-monthly webinars as well.

So, you’ve finally decided that it’s time get rid of the outdated time and attendance system you have been using for the last 15 plus years. Whether that system is a combination of spreadsheets and paper time cards, the people that are commonly involved in managing it tends to be payroll, HR and, some in cases, the finance. More often than not, some companies see this as a IT project and so, the very people who are involved in the everyday process of adding up time cards (if your process is manual) are left out entirely or get introduced to system after IT has seen a demonstration or your company has selected its vendor of choice. Make no mistake IT is critically important to the deployment of a time and attendance solution-but to leave out the very people (stakeholders) who will be managing the system on a day to day basis is a recipe for disaster. In short, all stakeholders should be involved when deploying a solution that is designed to automate and enhanced business process.

Going To Deploy A Time And Attendance Solution? Don’t Forget HR And Payroll

Scott Span penned an article for TLNT titled 7 Steps to Successful Technology Adoption. It’s a good guide for any company who is going to deploy a cloud or onpremise time and attendance, talent management, CRM, ERP or HR application. Here is a condensed version of the article which reads, in part:

  1. Align technology and strategy

The purpose of introducing new technology to a business is to improve performance. Start with the goals you want to achieve, and then plan backwards, finding a technology that best supports improved performance. People are more likely to adopt new technology if they can see how it helps them to achieve their goals and objectives.

  1. Communicate for buy-in and engagement

Achieving user adoption for new technology requires communicating with stakeholders early and often. Before you can communicate with stakeholders you need to have all your stakeholder groups identified. The way each currently performs their work, processes, should be documented. The impacts the new technology will have on them needs to be identified and communicated. Ways in which your organization will mitigate any negative impacts for stakeholders also needs to be communicated.

  1. Perform a current systems analysis

Technology upgrades or introducing new technologies carries a huge compatibility risk – what if the new systems turn out not to be compatible with those you already have or integration requires more build time than was anticipated.

  1. Develop training approach early

One of the biggest risks to user adoption is lack of sufficient and customized training. Many vendors offer training options as part of your technology purchase, however, most of this training is standardized off the shelf and not specific to your business processes or culture. Training should not just be screenshots and PowerPoint. People need to see and play in the system, prior to go-live, in the context of their specific work processes.

  1. Integrate technology deployment with change management

Many organizations are so focused on deployment and conversion, schedules and criteria, that they fail to deploy and integrate a change management process for helping stakeholders adapt and adopt to technology. This is often one of the biggest reasons for rocky deployments, low adoption, and project failure. Technology only achieves desired goals if the people adopt it, if they don’t, technology is just wasted money.

  1. Create an effective governance structure

Many technology deployments fail to establish an effective governance structure to lead and manage the deployment. Often project management and technology resources are assigned to govern the implementation, but the voice of impacted stakeholders and even customers, is not represented. Effective governance can’t exist in a silo or a vacuum.

  1. Monitor and course correct

Introducing new technology is likely to cause a major disruption to workflow. Monitor your deployment and consider whether the implementation schedule may need to be revised into smaller more manageable stages. Provide stakeholders opportunities to offer feedback. New technology impacts everyone, so listening to stakeholder opinions and concerns and adjusting your deployment as needed, is important for achieving adoption.”

Deploying a time and attendance should not be a difficult undertaking. Once you have checked all the boxes of the above mentioned steps, the next important step is to assign a project manager. While that person does not (although this would be nice) need deep implementation expertise, they need to have the authority and capability to bring all parties together at any given time to ensure the success of your deployment.

Finding a time and attendance solution that meets your business goals and can be deployed on time and on budget can be overwhelming and frustrating exercise. But it doesn’t have to be. And, that’s why ATS created a helpful guide, based on the real-life experience of our customers who, like you, converted from manual and out-dated business practices and spreadsheets to a best-class time and attendance solution.

How do we do it? First, we cut through the hype select the solution that meets your business goals fits your needs of your operation.  It all begins with scoping interviews, where we get an in-depth view of what you need from the ATS Time and Attendance Solution. Once this is complete, we can start to plan for implementation, testing, training, and support. From there, we initiate the ATS Time and Attendance as an integrated solution

To download an ATS Time and Attendance Implementation Guide, go to our website. You can also review a demonstration of ATS TimeWork OnDemand or attend a bi-weekly webinar, while browsing through our site. And, to reach one of our solution consultants by phone, call 866.294.2467.