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Since the early days of COVID­-19 pandemic several industries like grocery and retail jobs were deemed essential services while some others were furloughed or moved online. As some businesses slowly reopen it can be nerve-racking to head back into the office, while a global pandemic is still looming over everyone’s head.

Here are some useful tips, companies can take to help their employees adjust to the new conditions, and also ease their fears, as they slowly reopen:

Temperature Check Time Clocks
Some of ATS customers have migrated to a contactless and temperature check biometric time clocks. These data collectors offer an automatic, touch-free tool for accurate employee temperature screening. And, with real-time results, Payroll and HR leaders can create a policy for failed temperature checks to ensure a safe environment and a consistent experience for all employees at the point of entry to the workspace. 

Pandemic Pay/Shift Differential
The high volume of shutdowns caused by the global corona virus pandemic has triggered organizations to consider salary continuance options to help employees through this difficult time and to retain their talent. While some industries, like grocery, healthcare and retail chains have eliminated pandemic pay, others have added shift differential to bolster employees pay. Whichever option you choose, ATSTimeWorkOnDemand will ease the burden for HR by seamlessly applying these pay codes through our software configuration.

Working from Home and Managing Childcare
The shut down of schools in response to the COVID-19 outbreak, had many parents working from home with their children-managing professional priorities, while helping their kids with school work. Some of ATS customers have made use of online timesheets and project tracking solutions for these remote workers.

Leave Management
While some parents are able to stay home with their kids, others are not so fortunate, and without access to childcare, like some of their colleagues, will likely find themselves in a stressful situation. HR can encourage these parents to request time-off by making use of existing vacation time they have accrued. This simple act, could alleviate some of the stress, these employees are trying to manage. And, don’t forget the employees who do not have children, they could also benefit from taking time-off, to deal with the stress of COVID-19.

ATS Workforce Planning
With COVID-19 showing no signs of abating, companies can make use of ATS Workforce Planning for employees who want some flexible options as they manage work and at life at home. ATS Workforce Planning gives managers a real-time schedule that changes with the organization’s needs. With ATS Workforce Planning managers gain immediate insight into how many staff members to schedule at any given time and optimizes planning breaks, setting vacations, adding time for training and addressing unplanned absences.

Bottomline; maintaining compliance, keeping track of employment agreements, and internal policies during these trying times can feel overwhelming, but it doesn’t have to be.  ATSTimeWorkOnDemand HCM suite is a comprehensive workforce management application with a— future-ready platform that addresses the unique requirements of a company. In short, we have got your covered.

To learn more, you can download a demonstration of our product or to reach us by phone, call: 866.294.2467.

COVID-19 has forced many employees to work from home. And, if you happen to be one of the many employees, who are working from home for the first time, it is likely a daunting task. And if you happen to be a parent with kids-chances are, you are helping them with online learning, preparing meals for the family, and to top it off, you are also trying to complete work projects and remain productive.

Recent research has shown that the pandemic has made the average workday 48 minutes longer. A recent article by titled Time Off From Work Is Critical During The Pandemic by Ashira Prossack, contributor for ForbesWomen, offers some useful tips and, reads, in part:

Truly disconnect.
The only way to take full advantage of a vacation is if you fully disconnect from work. Close out all of your browser tabs and open windows, put an out of office message on your email, and tidy up your workspace. Turn off notifications, alarms, and anything else that will tempt you to look at your work during vacation. This helps you mentally transition out of work mode and into vacation mode.

Prepare for your time off.
There’s nothing worse than coming back to a mountain of emails and playing catch up to with work that wasn’t done while you were away. Before your vacation, take a look at your workload. Figure out what can be done ahead of time and what can wait until you get back. If you’re in a leadership position be sure to delegate, but be mindful when assigning tasks to ensure that you aren’t overwhelming your team with too much work.

Set boundaries.
While a truly phone and email free vacation is the ultimate goal, the reality is sometimes you can only disconnect 90% of the time. Clearly communicate with your team about how and when you’ll be available, and try to keep communication to a minimum. If you know that you’ll need to check in on a project or respond to issues, be very conscious of limiting your time. Set a specific timeframe for when you’ll work and try your hardest not to exceed that time.

Bottomline: Working from home does not mean you should not take time off, because, for many employees, there is no separating between home and office, and as a result, they can risk burning out. In fact, researchthat taking time-off is an important predictor of our well-being and satisfaction with life- including our health. So, if you have some accrued paid sick or vacation days, this might be a good time to approach your boss and request that time-off.

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.

Tips for Working and Succeeding Under Pressure

August 27th, 2020 | Posted by ATS in ATS TimeWork OnDemand | Employee Self Service | HR | Payroll | Recruitment | Time and Attendance Blog, Workforce Management Software - (Comments Off on Tips for Working and Succeeding Under Pressure)

Can you work well under pressure? That’s an age-old question that has been asked by many HR and recruiting managers at job interviews. However, every job, in every industry, comes with its own pressure. And, when you add the current coronavirus to the mix its unlikely you will find any job today where employees are not experiencing high levels of stress and anxiety.

A recently published article by Young Entrepreneur Council for Inc.com titled 8 Leaders Share Their Secrets to Succeeding Under Pressure includes tips on how to handle pressure.

We changed the order of the list to reflect, what we see as the most important:

  1. Take care of your health first: The secret to succeeding under pressure and scrutiny? Taking care of your physical and mental health.  “The most organized person will crumble without sufficient sleep,” says Rachel Beider, CEO of PRESS Modern Massage. “Make sure you’re prioritizing a healthy lifestyle and habits to establish a strong foundation for success.”
  2. Focus on one task at a time: Trying to tackle a huge project on a tight deadline is often a source of stress. Instead of looking at the total stress, Andrew Schrage, co-owner of Money Crashers Personal Finance, recommends focusing on each specific task you must complete before moving onto the next. “Forget about the overall result until you’re almost finished,” says Schrage. “And since you’ve probably had these moments before, think back to one or two where you particularly shined and use that for inspiration.”
  3. Learn to ignore the negativity: A thick skin is a must when you’re facing professional scrutiny, says Angela Ruth, customer experience rep for Calendar. “You need to learn to ignore certain things like negative behaviors or comments because letting them impact you will only stop you from succeeding,” Ruth says. “Do not emotionally react to what others are trying to stir up. Keep focused on what you need to get done. You’ll succeed and shut them up in the process.”
  4. Keep your eye on the prize: Tunnel vision is sometimes considered a bad thing, but it’s absolutely essential when you’re trying to get work done under pressure. “Stress and anxiety are often a result of thinking about the unknown in the future,” says Matthew Podolsky, managing attorney at Florida Law Advisers, P.A. “Remove this by moving one moment and one breath at a time. Keep your eyes on the prize regardless of how you feel or the pressure that surrounds you. Any attention paid to stress will be attention taken from the goal.”
  5. Prioritize what’s important, not what’s urgent: We’ve all had to choose between “urgent” and “important” tasks on our to-do lists. According to Solomon Thimothy, co-founder and president of OneIMS, the “urgent” tasks shouldn’t consume you. It’s best to optimize your workflow and prioritize the important things on your list. “If you don’t want to spend the rest of your career fighting fires, take time to prevent them from happening in the future,” Thimothy adds.
  6. Ask for help: When you’re feeling pressured to deliver results on a timeline, it helps to remember that there are others around you who can help, including your team. Piyush Jain, CEO of SIMpalm, says he is often able to get help from his team when needed, because he makes a point to help them too. “Planning your activities is important, but if you get support from team members, you can deliver more and do it efficiently,” says Jain.
  7. Remember your past successes: One thing that works for Stephanie Wells, founder of Formidable Forms, when she’s stressed is reflecting on past successes. “When you feel stressed or under pressure, remember all that you’ve already overcome,” Wells says. “If you got through that, then surely you can get through and achieve anything.”
  8. Treat it like a game: Working under extreme pressure can sometimes feel like life or death. Before he reaches this point, Zach Binder, co-founder and president of Bell + Ivy, stops to adjust his perspective and treats the pressure like a game. “I challenge myself to get through the time having as much fun as possible while doing it,” Binder explains. “If you can find the fun in the situation, all pressure will be gone.”

Bottomline: We all deal with pressure in our jobs and how we deal with it, will determine its outcome. To achieve a better outcome, we can either change our work environment or find a coping a mechanism that works for us.

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.

Human Capital Management or (HCM) has become the new buzzword for an all-encompassing solution that does it all: time and attendance, customer relationship management (CRM), payroll, HR and talent management or recruiting software.  So, if you are looking to implement a solution that’s modular and flexible, look no further than ATSTimeWorkOnDemand HCM. This best-of-breed application is a fully integrated HCM platform that has everything you need to manage your workforce – all in one system, and yes it will allow you to streamline payroll costs. And who does not want to streamline costs?

Here are 3 benefits to using ATSTimeWorkOnDemand HCM that will knock your socks off:

Seamless Workflow: Create one employee record, once, and it flows through our unified suite. This solution is in the cloud and gives you access 24/7 365. While in the cloud, you can move to shift differential pay…to employee self-service…to payroll…time and attendance…benefits accrual and more. The solution is capable of handling complete collective bargaining agreement, while at the same time adhering to provincial, state and federal labour laws across Canada and the U.S.

Easy-To-Access HR Modules

ATSTimeWorkOnDemand HCM comes complete with a bevy of analytic reporting. This fully integrated solution will ease the burden on your finance, payroll and HR staff so they can get back to focusing on your core business. Our human capital management (HCM) suite, will help you work your way with embedded analytics, that provide real-time visibility— for actionable insights when it matters most.

The Best Employee Time Tracking: ATSTimeWorkOnDemand is a robust and powerful time tracking solution that checks all the boxes. ATSTimeWorkOnDemand is designed for the modern workforce — with a powerful technology infrastructure, seamlessly integrated with foundational applications, and extensible with open APIs — to easily adapt as your business evolves.

Now, would you like to see it in action? Of course would, so here’s how you can make this happen, download a demo or go to our website to see a range of our data collectors or call us at 866.294.2467.

The impact of COVID-19 has been felt by companies, of all sizes around the world. Today, many of these companies have pivoted to remote work, while we, all wait to see what will happen with the pandemic as time goes on. If your company, was using a physical time clock before COVID-19 where employees punched in/out at the start and end of their shift, and your workforce is now remote, don’t be disheartened. ATS has a range of solutions, that include; employee self-service, online timesheets and contactless time clocks that are designed for the remote workforce.

Here are excerpts from article by Elizabeth Arnold and Chester Hanvey titled Mitigating the Compliance Risks of a Remote Workforce . The excerpts espouse a list of solutions that companies can adopt as some of their employees are now working remotely.

  1. Provide Clear Guidance to Employees: Supervisors play a critical role in guiding and enforcing employee time-management policies. The presence of sound internal policies can play an important role, as well. However, organizational researchers have found that policies alone are often insufficient mechanisms to ensure compliance. Direct involvement by supervisors can help achieve the organization’s compliance goals.
  2. Explore Technological Solutions: A variety of tech options are available to help promote accurate time reporting. For example, you may want to create a mechanism that allows employees to quickly and easily record time spent on compensable activities outside of the work shift. The greater amount of effort required for employees to report time in these situations will likely contribute to employees underreporting time.
    Another approach to maximize accuracy in tracking work time is to implement software that has a “timer function.” Employees can activate and stop the timer as they perform different activities. To increase detail and efficiency, “activity codes” can be created to reflect the activity the employee is performing. Tracking work at this level of detail and frequency can improve the accuracy of information recorded. 
  3. Scheduling Employees: Another strategy for driving compliance in some contexts is to create detailed schedules with specific time segments allocated to different activities, including meal and rest breaks. Schedules can be distributed through a shared calendar program, such as Outlook or Google, and can help to eliminate ambiguity about expectations concerning remote work.
  4. Conduct Audits of Reported Time: Perhaps the best way to ensure that an employee is reporting time accurately is to perform an audit. Organizational researchers have concluded that monitoring of employees and administering visible consequences for noncompliance are often necessary for policies to be effective. Auditing time records provides a mechanism to evaluate compliance directly. It allows you to make corrections to reported time, which not only ensures that you pay employees properly for their work but also minimizes your organization’s legal exposure. 
  5. Driving Compliance Proactively: The rapid increase in the size of a remote workforce creates challenges related to compliance with labor laws. A variety of approaches exist to ensure that all work time is compensated for hourly employees and that the nature of the work is appropriate for exempt employees. The most effective strategy will depend on a number of factors, but you should be mindful and proactive about driving compliance. 

While no one knows with absolute certainty what tomorrow might bring, we do know that change is sure to come. In order to truly pivot to a more digital organization, companies must be ready to adopt agile solutions that can easily shift gears, while adapting to new technology, and take on what’s yet to come.

You can explore ATS range of modern HCM solutions that include: ATSTimeWorkOnDemand, Payroll, HR, Employee Self-Service, Online Timesheets, ERP and analytics to help you drive productivity now and into the future.

To reach an account executive by phone; call 866.294.2467. You can also download a demonstration or a pre-recorded webinar from our website.

Hiring employees is no easy task, just ask any HR or hiring manager and they will you. Some of them probably have their own lists of questions that they have compiled and use, during their years of experience.

Here are 4 Interview Questions to Avoid Hiring Toxic Employees according to Dianna Booher’s blog, in TLNT: Talent & HR online publication.

  1. Who are 3-5 people in the public arena or your personal or social life whom you admire and why? Responses here will reveal several things: How informed are they on local happenings, current affairs, politics, or pop culture? Does their response suggest they can’t think of anyone, or simply that they can’t narrow their choices? Were all choices from public life rather than personal or social circles? That may suggest few mentors or role models in their life. Why? If all choices are personal acquaintances, that may suggest non-involvement in the community or activities outside the home. Why? At least, their answers will reveal their values.
  • Can you recall ever seeing or hearing about someone mistreated in the workplace? How did you handle or react to the situation? Their answers will reveal values and ethics. You’re also judging their capacity to feel empathy and compassion. Further, the action they took in this situation tells you about their ability to persuade others to stop the mistreatment or otherwise correct the situation. Their response also tells you about their tolerance for risk (if they had to act alone to stop the mistreatment). Did they risk their own reputation or even their own job to do the right thing?
  • Would you tell me about a particularly bad day you’ve had this past year or two — a day when nothing was routine and almost everything went wrong? How did you deal with all the stress and calamity? Their response gives you some perspective on what happenings they consider “routine” versus “calamity” and “particularly bad.” But what you’re really looking for is their coping mechanisms — both emotional stability and resourcefulness. Listen carefully to the retelling for words like “so upset,” “so angry,” “had a major meltdown,” “went ballistic,” “frantic,” “just beside myself with worry.”
  • Explain a new idea to me. For example, take a complex term, product, service, or project in a past job and explain it to me so well that I could teach a session on it tomorrow. I’ve yet to meet the job applicant who admits to having weak communication skills. In my three decades of reviewing résumés and making hire decisions, job candidates routinely claim some version of “excellent oral and written communication skills.” This exercise aims to test that boast. As the applicant explains the concept, interrupt with questions along the way to see how they react.

Bottomline: To ensure the success of your business, you need to hire the best job candidates and provide them with the support they need to grow in their jobs. And in these strange COVID-19 times, you are likely to conduct your interviews virtually, which in and of itself, can present a different set of challenges.

To learn more about ATS you can register for our next webinar. To download a demo of our time and attendance app or reach us by phone call; 866.294.2467.

It’s a risky proposition yet, companies far and wide, are struggling with the decision of how, to bring employees back while making sure their health and safety remains intact. The economic fallout from COVID-19 have an economic blow to many businesses-and, unlike, other disasters (natural or otherwise,) such as IT outage or an extreme weather event, this global pandemic does not have a definitive end in sight.

If, like many businesses, you are in the processing of bringing some or all of your employees back to the office, here are some tips from an article titled Ready to Bring Employees Back to the Workplace? Here Are 12 Things to Consider from Sharlyn Lauby of HR Bartender

Before employees return
Organizations will want to consider these activities before the first employee comes back to the work environment. It’s possible that some of them are already in motion, especially if you’ve had employees occasionally visiting the office space while most employees are working remotely.

  • Put together an “opening team.The team’s first task should be to understand what the requirements are for your geographic area and industry in terms of safety requirements (i.e. numbers of employees allowed onsite, customer capacity, distancing requirements, etc.)
  • Look at the work layout. Discuss what should be done with workspaces to permit proper distancing. This includes individual desks, conference rooms, employee break areas, as well as customer areas.
  • Talk with legal and risk management. Find out the answers to questions about bringing back employees from furlough or terminated status. Be prepared to address onsite testing as well as contact tracing policies and procedures.
  • Ask managers to begin talking with employees about returning to work. Find out if managers have any questions that will need to be addressed. Consider giving employees who are apprehensive about returning some additional time working remotely. 

During the employees’ return
I’m sure there will be a phase-in period where employees start showing up to the office. It’s also possible that employees might work in a transition phase where they spend a couple of days working remotely and then a couple of days in the office. Workplaces will have to be flexible during this time.

  • Establish a monitoring committee. This group will have a different task from the opening team and could be in place longer. This committee will be responsible for monitoring local updates and communicating to employees any changes in protocols
  • Create a welcome letter. This correspondence can be done via email or video and it’s designed to tell employees what to expect in the new office environment. In fact, it could make sense to have a general message from the CEO and another one from the employee’s direct manager. 
  • Give managers flexibility. Speaking of managers, it might be helpful to give them more flexibility than usual in offering employees staggered shifts, flexible work hours, and the ability to approve remote work. 
  • Put a procedure in place for employees to express their concerns. No one wants employees to choose between their safety and their job. Let employees know if they see something that makes them uncomfortable, how they should address it. The goal here isn’t to get people into trouble. It’s to keep everyone safe

After most employees have returned
As more employees return to the office, the organization will want to figure out how to get back to “normal”. Frankly, employees will be looking for that as well. It helps everyone stay focused and productive. 

  • At this point, organizations might be thinking about business travel. It might be necessary to redefine what’s considered essential and non-essential business travel. Some of this might tie into a revised budget.
  • Evaluate technology needs. Hopefully, we won’t face another pandemic, but employees might need better technology that gives them the ability to be productive while working remotely. Make sure they have the right technology to support their work.
  • Conduct a debrief. Organizations will hear that the government is permitting them to do something but that “something” may/may not be best for the organizations’ business model and employees. Companies will have to start deciding how – as restrictions are relaxed – they will make decisions.
  • Finally, put together an emergency plan for next time. Again, hopefully you’ll never have to use it. While all of these thoughts are fresh in everyone’s mind, put a plan on paper.

Bottomline: The COVID-19 pandemic “new normal” has forced business leaders and their HR departments into some of the most challenging times on record-whether its adapting to new workforce demands, managing dispersed teams or maintaining employee engagement in a time of volatility.

To learn more about ATS you can register for our next webinar. To download a demo of our time and attendance app or reach us by phone call; 866.294.2467.

During this ever-evolving challenging time, organizations should be prepared for additional leave requests from their employees. Federal, provincial and local governments, are quickly amending or passing laws in response to COVID-19 outbreak, to protect workers who need time off. And, as this pandemic drags on, with no end in sight, organizations can expect, from workers —additional stress, feelings of fear and uncertainty.

If you are using paper and pen to track your employee time-off requests, during this pandemic, there is a better way.

With ATSTimeWorkOnDemand, employees and supervisors can:

Employee Self-Service Portal

  • Employees can request time-off, view hours worked for the week or period.
  • Find out if their request for time-off was granted or denied by their supervisors
  • Key in their start and end time from any computer or mobile device

Supervisor Portal

  • HR, supervisors and operational managers can review time-off requests in real-time and respond accordingly.
  • Supervisors can enter time-off for themselves directly, without an approval process. However, if you want supervisors to submit their time-off, for approval, to the managers they report to, you can simply change their access rights.

Notifications

Supervisors, managers and super-users can push notifications from the dashboard to their mobile device. They can also select their preferred notification from their ATSTimeWorkOnDemand Dashboard.

Vacation and leave management Balances

  • Leave management balance are hours from existing edit time card that have been deducted.
  • Future benefit accruals have notbeen added.
  • Time-off hours in the edit time card that have not been deducted.

Available Benefit Accrual Balance

  • Time-off hours accrued between now and when the time-off occurs have been added. 
  • All future time-off hours that have been deducted. 
  • Any hours from existing time-off dashboard that have been deducted.

ATSTimeWorkOnDemand Payroll Ready

  • With ATSTimeWorkOnDemandHR ESS, you can integrate, automate, and streamline your entire payroll process while providing in-depth reporting options and ensuring accuracy.
  • Integrated payroll engine interface that simplifies your entire payroll process while providing in-depth reporting options.
  • Access and make amendments to compensation and Benefit Accruals

Companies that implement ATSTimeWorkOnDemandHR will be positioned to maximize efficiency and cost savings by —streamlining processes and freeing up the HR department from manually tracking and managing employee requests. The Employee Self-Service features of an ATSTimeWorkOnDemandHR can positively impact employee engagement by actively involving them in their own vacation planning, overtime requests and benefits decisions.

To learn more about ATS you can register for our next webinar Embracing The Future of Artificial Intelligence & Machine Learning. To download a demo of our time and attendance app or reach us by phone call; 866.294.2467.

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How To Maintain Employee Engagement During COVID-19

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.

With stay-at-home orders reshaping the business landscape, the workforce has become fluid and remote. To manage in this new world of work, you need new strategies. Your employees can use ATS TimeWorkOnDemand HR application on their laptops or mobile devices to sign in for work and avoid congregating in the area where they usually clock in and out.

Here are 3 benefits to ATS Time and Attendance and HR App for the remote workforce:

Attendance Management: Labour costs is one of the largest expenses for a business. ATSTimeWorkOnDemand gives you instant insight into time and attendance across your local, regional and global workforce, helping to ensure you maintain control and drive productivity. Employees can log in/out of their timesheets and use the on-demand dashboards to keep track of all payroll, compensation and benefits data

Manager and Employee Self-Service Portal: Employees can navigate the dashboard to; view hours worked, request time-off, view their scheduled shifts, vacation balance and see their leave requests was approved. Managers gets an instant notification for requests that meet pre-defined standards, and real-time visibility into pay calculations and also see employees who are approaching overtime pay.

HR Management and People Analytics: With ATS HR, you get instant and complete visibility of your remote workforce from a single source of truth. Keep your leaders informed with up-to-the-minute insights and make informed decisions with smarter analytics. You have access to on-demand reports, dashboards and analytics to keep track of all payroll, compensation and benefits data. And, instead of using paper-issued approvals, you can leave the busy work behind and focus on important issues like employee engagement, all through the interactive ATS TimeWorkOnDemand.

So, there you have it. No more trying to figure out what time your employee started working, what project they are working on or using manual time-off requests written on paper. You can do all that in ATSTimeWorkOnDemand HR with a few clicks.

At ATS we know the value of your HR data. Built and hosted by ATS this powerful cloud computing app, offers unparalleled reliability, secure access, privacy and availability 24/7, 365 days a year.

To take a test drive of ATSTimeWorkOnDemand HR go to our website. To reach an account executive, call; 866.294.2467.