Your company is all about growth and, the time and attendance software you choose to deploy, should be too. With ATS, your company will scale effortlessly on a product that’s delivered proven results for Canadian companies over a decade and counting.
ATS Time & Attendance, is the choice for many midsize businesses to run and integrate their payroll, HR and ERP applications in the cloud. Companies turn to ATS Time & Attendance to help cut their IT costs, reduce payroll costs and improve productivity.
So, why should you run your business in the cloud with ATS Time & Attendance?
Up-to-date: Automated upgrades deliver the latest innovations
Integrated: Payroll, HR, CRM, ERP, CRM and HCM suite cuts cycle times and errors
Visibility: Real-time dashboards and analytics that eradicates spreadsheets
Global: Multi-site intelligence scales as you grow
Efficient: Up-to-the-minute cloud delivery eliminates on-premise IT costs
Scalable: Configure to your company’s requirements with confidence
ATS Time and Attendance in the cloud utilizes emerging technologies and powerful predictive analytics to control costs and risks- manage increasingly complex transactions, and make better business decisions. When you deploy ATS Time & Attendance in the cloud you will:
Save time ATS Time & Attendance is intuitive on-screen tips help you complete your payroll and HR tasks quickly and accurately.
Achieve piece of mind ATS Time & Attendance complies with complex, ever-changing payroll regulations, collective bargaining agreements, municipal state and federal regulations.
Gain access to the software from anywhere You can drive innovation, profitability, and growth, while making accurate, data-driven decisions. And, with anywhere access to your software you can run payroll at the office or on-the-road.
To learn more, go to our website and download a demonstration. To reach an account executive, call; 866.294.2467.
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
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
“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
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.”
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
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.
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.
is not an easy task, especially if your company is using manual time cards and
spreadsheets — an archaic practice at best, although,
several companies still track employee hours,
overtime and leave policies using these tools
“Simplify complex policies: Review your overtime policy, reading it through the
eyes of the employees. You may find that by simplifying your policy, you could
actually minimize the amount of work that you need to do to approve each
were actually at the root of a recent class action in California. At some company facilities,
there was a flat “no overtime” policy. At others, the policy stated that prior
approval for overtime must be given by two relevant managers; something that
the employees stated was an “impossible task” when they were under pressure to
get the job done. Ultimately, the company agreed to settle the case for $20 million.
shows just how many complex stages can often be involved in overtime policies,
and begs the question: Could making policies more straightforward – and
consistent — not only help businesses to achieve their goals, but also help to
make HR and manager workloads more manageable?
Focus on organization: To manage overtime like a boss, we need to
focus on overtime specifically, right? Well, maybe not. To properly manage
overtime, it’s important to look at the bigger picture.
There was a very interesting study undertaken by the US Postal Service across the Northeastern states which found that managers who failed to effectively manage unscheduled leave ended up having to deal with more overtime. According to the report, “management did not effectively manage unscheduled leave, which contributed to overtime hours.” Makes sense, doesn’t it?
employee hours: It
doesn’t matter whether you’ve been working in HR for years or you’re just
starting out in your career, you know, or will quickly discover, that employees
are bad — very bad — at tracking their
time. With so many other tasks that need to be prioritized, filling in
timesheets often ends up at the bottom of the list.
And the problem
doesn’t end there. Even when employees do try to track their time, they’re
often doing it days later, which means the hours they’re putting down probably
aren’t all that accurate. According to studies of memory, people quickly forget what they learn. What did you have
for lunch three days ago?
Analyze: One of the most vital aspects of good
overtime management is what it can tell us about workforce practices. As an HR
professional, you’re not only responsible for supporting employees, but also
for supporting the business, and for raising concerns that can help it improve.
One of the
other advantages that an automated tracking system offers is the ability to analyze time and
attendance. You can do this with paper timesheets, but it’s much harder.
course, the absolute best way to manage overtime is to have less of it. Ha!
Easier said than done right? Well, being able to reduce overtime isn’t
something that’s guaranteed, but there are a few methods that can minimize the
need for extra hours.
are any number of reasons for overtime, when it becomes endemic that’s often a
sign there are not enough resources to complete the necessary tasks within the
how to better manage overtime is a significant part of handling the big changes
that are taking place within the HR industry right now. With HR professionals expected to
receive more requests for overtime payments than ever before under the new
rules, now is the perfect time to look at improving internal processes and
honing management skills for efficient and effective working”.
So, to summarize; proactively
managing your employees’ overtime, avoiding surprises and preparing for the
future can reduce your expense, protect your organization from unwanted legal
action, and improve morale across the company.
ATS TimeWorkOnDemand is a best-of-best 21st century human capital management (HCM) software provides an end-to-end employee lifecycle management solution. ATS TimeWorkOnDemand Workforce Management solutions help meet your workforce needs regardless of your industry or where you do business.
Tracking employee time with biometrics
is nothing new. In fact, it has becoming ubiquitous with many companies
adopting the technology as a way to streamline payroll costs and increase workforce
productive. And since biometric technology, can be used for different purposes,
Amazon will soon add it to their Whole Foods grocery chain as a way for customers
In a recent article by Courtney Linder for Popular Mechanics titled Why Amazon Wants to Scan Your Hands’. Here is an excerpt from the article:
is testing out a new payment method at its New York offices: hand scanning.
how it works: Users hold their hands over a special scanner that uses computer
vision and depth geometry to identify each hand’s unique shape and size, per
the report. Amazon Prime customers must go into stores for their hands to be
captured and linked to their account before they can begin using the payment
The new payment method will also help to process
transactions more quickly. While a typical card transaction takes three or four
seconds, Amazon’s new tech can process the charge in less than 300
milliseconds, says the report.
It’s not a new concept by any means. Hand geometry, as
the biometric is called, was used to protect access to the residential Olympic
Village at the 1996
The concept of hand geometry was developed and
patented in 1985, according to the U.S. Federal Bureau of Investigation. The
first commercial product using the tech came out the following year, but it
wasn’t widely adopted. However, many companies do use hand geometry for time
and attendance purposes. Walt Disney World has used “finger geometry”
for years to expedite entrance to parks, for example.
Systems that measure hand geometry use a digital camera and light to take a scan. When you use one, you simply place your hand on a flat surface and line your fingers up for an accurate reading. A camera takes several photos of your hand and the shadows that it casts. That data is used to determine the length, width, thickness, and curvature of your fingers and hand. Then, it’s translated into a numerical template through an algorithm.”
biometric clocks are used in a variety of companies and industries from
healthcare to food manufacturing, grocery retail, shipping & logistics,
government entities and construction. With ATS biometric time clocks,
employees can clock in with a quick scan of their hand, and are instantly
verified for accuracy. And, with biometric identification capabilities, “buddy
punching” can be prevented to help control labour costs associated with
a demonstration of ATS biometric time clocks or cloud computing
time and attendance application, go to our website.
It wasn’t too long
ago that asking your boss to work
from home would likely stunt your career aspirations. And, while some
companies still frown on the idea of employees working from home, there is no
stopping this shift towards working remotely, a shift that has been taking
place for the last several years.
Eighty-six percent of IT developers work remotely, with almost one-third working from home full time, according to a study by DigitalOcean, a cloud-based platform. Of the more than 4,500 respondents to the study, Currents: A Seasonal Report on Developer Trends in the Cloud: Remote Work Edition, 43% said that the ability to work remotely is “a must-have” when considering a job offer.
Contrary to the belief that remote workers are isolated and disengaged from the workforce, 71% of respondents who work remotely said they feel connected to their organization’s community. However, the 29% of remote workers who feel isolated said they’re disengaged from their company’s culture and excluded from offline conversations with team members when working offsite. Seventy-six percent of respondents expected remote work to offer more work-life balance, but many reported working longer hours and that their work-life balance was only slightly better than their onsite colleagues.
Although remote work is considered the norm for developers, a plurality (47%) started working offsite between one and four years ago. The study also found that on a scale of 1-5, a flexible work schedule was “very important” to many of the respondents (44%).
Despite the above-mentioned
stats that shows an upward trajectory, that more companies are adopting a remote
workforce mentality-you will have to build a compelling case on the benefits of
remote work if your employer does not believe it in.
additional stats from the article; “Remote work has swiftly become a norm, especially in a tight labor market
with more specialized jobs. Since 2005, the number of U.S. employees who
work from home at least half the time has more than doubled, according to the
U.S. Bureau of Labor Statistics. But employers have been comparably slow in
outlining how such arrangements work for their companies; a majority of
employers surveyed in a 2018 Upwork study lacked any official remote work
are certain jobs like payroll
and HR and in some industries
that require employees to be in the
office or on a job site. On the other hand, other jobs like software programing
or sales can be done remotely. In the
end, if you have presented a strong business case on the reasons why you should
work remotely, and it does not match with your employers’ corporate culture, it
might be best, in the end, to start looking elsewhere.
Your company made it through another year together,and it’s time to let your employees relax, have some fun and enjoy themselves.And, when it’s done right, the annual Christmas party can be great opportunity for managers to get to know their employees on a personal level.
Don’t encourage binge drinking To avoid behavioural issues, don’t encourage mass consumption of alcohol intake and don’t offer employees a free bar. This will decrease the chances of accidents, fights or issues that usually happen as a result of drinking. If needed, be prepared to tell individuals to stop drinking if they start to appear too drunk or rowdy.
Social media is a powerful tool, used for many different aspects of both personal and business life. However, it is important to remember that when your employees are posting selfies and other various photos at the office party, they are still representing your company, so brand awareness is vital.
Ensure employees use social media in a positive way It could be a good idea to have one person act as a photographer for the night and only take appropriate photos. The next working day, everyone can choose certain photos they prefer and you could even choose a couple for company social media.
It is highly recommended that you create a general social media policy in your workplace. Informing staff of this new disciplinary policy will make them aware of the rules and hopefully avoid any possible problems.
Be considerate to all employees Be sensitive to the fact that some employees may not celebrate the Christmas holiday. There are some religions that don’t consume alcohol, so it’s very important to make sure there are options to cater to them. This will show your awareness and consideration of your employees, making them feel valued.
Don’t make any promises that you can’t keep and avoid discussions about salary, promotions etc at the party. The reason for this isthat words of encouragement are sometimes misinterpreted and may cause issues in the workplace.
For most, unless the party is on a Friday night, the working week will continue the next day as normal. Despite guidance on what is considered acceptable and what is not, unfortunate events may occur or certain things may be said. In such situations, it’s important that any information given to you by employees stay anonymous, unless said otherwise.
The rise of the minimum wage, new employment laws and predictive scheduling are just a few of the most recent workplace compliance that many of today’s organizations are struggling to manage. An effective time and attendance solution can be significant a time saver, while also allowing operational managers to access data in
real-time—thus, providing them with a complete picture of employee overtime and hours worked at their fingertips. Here is a quick synopsis of what you can expect from an ATS Time and Attendance solution.
Robust and Purpose-Built At the core of ATS Time and Attendance is a database engine that designed to handle the business requirements of every industry. With ATS time and attendance solution, employee can perform different job tasks, review overtime and shifts from by accessing the employee self-service or through one of the ATS data collectors. The Workforce Analytics dashboard is a treasure trove of data that — when mined carefully — reveals important information on forecasting and actual versus hours scheduled. It’s the difference between making decisions on gut feeling and making them based on facts.
Improved Productivity scheduling and personal time-off requests are an important part of retaining a productive workforce. The companies that offer employees flexible work hours and also accommodate time-off requests for personal and professional needs are generally desired companies to work for.
Workforce Compliance Does your company or industry have to deal with collective bargaining agreements, have different locations across several jurisdictions with separate labour laws? For example, unionized employees may have a maximum number of hours that they are allowed work per week or month. In other cases, corporate policy may dictate that employees cannot work more than a maximum number of hours per pay period. Whatever exceptions that are unique to your organization, ATS time and attendance solution can be configured to meet those requirements and ensure that you are in compliance. The system will accurately calculate premium hours, statutory holidays and job tracking and manage overtime.
If you are looking for ways to improve productivity in the face of rising labour costs, tight margins and competition, tracking employee time and attendance by paper, will drive costs up, not the other way around.
To learn more about ATS Time and Attendance, go to our website. You can also register for one of our bi-monthly webinars or download a demonstration. To reach ATS by phone, call 866.294.2467.
Whether you are in retail, hospitality, healthcare or an industry, generating a weekly or bi-schedule with Excel spreadsheets, it can be time consuming. This becomes even more difficult when it comes to tracking employee hours, including overtime. And, while Excel spreadsheets can be useful in some areas of business, using it for the purpose of scheduling employees especially in companies with complex and rotation shifts can be headache for supervisors.
One of the better investments an organization can make is to deploy an ATS Workforce Scheduling Solution that will help with better workforce planning, and improve overall employee productivity, and satisfaction.
ATS Workforce Scheduling Solution is purpose-built for the managers and supervisors alike, and utilizes employee working patterns and shift preferences —as a best fit, with statutory holidays and absences automatically applied. The manager is immediately notified through an alert, of schedule gaps caused by absences, holidays or workload demand, so that the appropriate action can be taken.
Minimize compliance risk with consistent rules and policies
Accurately anticipate demand to help reduce under-staffing
Employees are allocated to a shift based on preference and seniority
Statutory holidays and absences are automatically applied
Actual vs. budget schedule report can be generated thus, reducing the possibility of over-staffing
Minimize compliance risks, while adhering to local, regional and cross continental rules and policies
Accurately anticipate demand based on forecast, to help reduce under-staffing
Now, can your Excel spreadsheet do all that? Trying to guess the right number of employees you need to cover a shift or the best worker to fill an open one, commonly causes errors and complications. With Workforce Scheduling the guesswork and manual scheduling is taken out of the equation.
The Christmas Holiday season is here, which often means, your employees are fully engaged in preparing and maybe dreading for their family and other social events with friends. This is also the time of year when many companies take time to assess their sales figures of the past year and also prepare their budgets and financial goals for the New Year.
While employers expect their employees to be fully engaged at work, this can be difficult during the Holiday season since many are likely lost in the business of their lives outside of work, and will perhaps, lack proper motivation and energy to perform their best work. This is a natural and happens in many other organizations and thus, should not, however, be cause for alarm but rather seen as a way to keep your employees motivated.
Here are 3 tips to help you keep your employees motivated during the holiday season:
Create a wow factor in the office– Bring some Holiday cheer to the office! Once a week during the holiday season, setup a table in the company’s cafeteria with free hot beverages and some light snacks. Everyone loves cookies and other holiday treats this time of the year. Hang up some garlands around the office and tune your radio/stereo system to a station that plays holiday music. In short, create a festive environment that your employees will look forward to each day.
Don’t be a scrooge- This is a time to embody compassion. Be cognizant that your employees will understandably be stressed during the holiday season and, for various reasons. To that end, make your employees schedules a bit friendlier, by offering flextime or and giving them an opportunity to work from home for a couple of days during the week. You will be viewed a wonderful boss and your company will reap the benefits of a happier workforce place and productive employees.
Highlight your company’s year-end results and New Years goals- Did your company meet or exceed its financial goals of the past twelve months? If so, share the news with the employees whether your met those goals or not. Do not use this time to point out under-performers at your company. If you have an underachieving sales person, have a private conversation with them. You should however, focus on what the company’s goals were for the past year and where you fell short if, in fact, you did. Conversely share the good news if you beat expectations and discuss the targets for the New Year.
Bottom-line- This holiday, aim to create an atmosphere of acceptance, camaraderie and unity, and you can bet your employees will feel more motivated to complete their work. Remember, your employees are your greatest asset and no company can be viable without a happy and productive workforce.
We’ve heard it all before, today’s young people are idealistic, and don’t like listening to their elders, well, the same was said of generations of past. How quickly the older generations tend to forget, that they too, were young not too long ago. Today’s millennial group is by far the most diverse, highly educated and well informed demographic to come of age. You have likely heard how they are disrupting everything that comes in their path with technology and plan on eradicating the once coveted industrial revolution with its corporate culture and rules with their advanced and collaborative approach. And, for those who love clinging to everything of yesteryear, they won’t stand a chance, if they do not embrace these changes. In other words, it is going to happen whether we like them it not.
An excerpt from an article written by Chad Brooks for Business News Daily titled ‘Work-Life Balance, Not Income, Defines Success for Millennial Entrepreneurs’ reads, in part;
“Young business owners don’t define success by how much money they make. Instead, 79 percent of millennial small business owners measure the success of their business on whether they have a flexible work environment and a healthy balance between their personal and professional worlds, found a study from Xero.
Additionally, 67 percent of those surveyed said being able to maintain a schedule that allows them to travel and pursue personal interests is the second most important benchmark of a successful business.
Being in charge of their careers is why most young entrepreneurs wanted to become business owners. More than half of millennials surveyed said being their own boss was one of the biggest motivators for starting their own business.”
Yes, it’s true many millennials have their own set of challenges like everyone else. For example, mounting university debts are forcing these cohorts to come up with innovative ways to address their challenges. And, starting their own business, while immensely stressful, affords them an opportunity to tap into their creative juices and work, how and when they want to.
The article continues “the research shows that millennial small business owners are taking the lead on using the cloud and social media to run their operation. More than one-third of millennial entrepreneurs run the majority of their business functions in the cloud, compared with only one-fifth of baby boomers.”
According to Pew research more than one-in-three American workers today are Millennials (adults ages 18 to 34 in 2015), and this year they surpassed Generation X to become the largest share of the American workforce, according to new Pew Research Center analysis of U.S. Census Bureau data.
So what do with millennials? They have given notice to the world that, among other things, they not going to work for hours on end without purpose, like some baby boomers and are determined to chart their own course in an unconventional fashion. And, why not? they are the future leaders.