The COVID-19 pandemic, led many businesses to make challenging decisions most of which, necessitated the evaluation of staffing needs after provinces and states across Canada and the United States issued various orders aimed at curbing the spread of the coronavirus. And, in some instances, these decisions have resulted in businesses reducing employee hours or laying-off employees.
As officials slowly evaluate easing restrictions, some businesses are considering rehiring laid-off employees or returning furloughed employees to their previously held positions. And, for some of these businesses that have hourly employees who previously punched in/out at a time clock, the question becomes, how can this done in a way that does not expose employees to contracting the coronavirus.
ATS offers a variety of employee time clocks that your staff does not need to make direct contact with, to record their hours.
Backed by ATSTimeWorkOnDemand, cloud computing solution, here are a few options to choose to choose from:
MIFARE cards: With a MIFARE Card employees simply put the card up to time clock and it automatically records their time. The time clock will emit an audible beep to confirm that the employee successfully punched in or out. MIFARE cards encryption keys prevent data from being emitted until the MIFARE card and card reader mutually authenticate each other.
Face Recognition Terminals: With these terminals, employees only have to put their point their face towards the unit and it automatically records their start and end time. ATS Face Recognition contactless biometrics supports three modes of identification, including Face, card or face and card and– simply authenticates digital identity through facial recognition, thereby worker health and safety. ATS Face Recognition time clocks have proven to be one of the best biometrics because employees time can be recorded without touching or interacting with the unit.
Proximity cards, RFID cards and Keyfobs: Similar to MIFARE,proximity cards, RFID cards and keyfobs feature also feature encrypted, embedded metallic antenna coil that stores cardholder data. Data stored on a proximity card, key fob or tag can be detected by an ATS time clock, when the proximity card is passed within range.
As businesses slowly bring employees back to their offices with new health and safety measures, in place and whether you are in healthcare,manufacturing or grocery– ATS contactless biometric technologies can help you introduce a hygienic and safe time tracking experience.
To download a demonstration, or to learn more, go to our website. And, to reach an account representative, call 866.294.2467.
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.
Accurate reporting is vital to a company’s success. ATS HCM Workforce Analytics delivers a
complete solution for analyzing and visually exploring your data to understand
the correlation between people performance and business performance.
ATS HCM Workforce
Analytics application can help you make on-the-spot decisions by providing a
wealth of invaluable information and insights, using up-to-the-minute HR
analytics tools and customizable dashboards.
HR and other departmental managers have access to multiple pre-built global reports and dashboards with relevant Key Performance Indicators (KPIs) Indicators
You can connect and blend data from HCM, Time and Attendance, Payroll and other third-party applications for deeper insight into your workforce-thus, helping you, to make informed decisions.
ATS intuitive cloud platform gives you flexibility. You can create stunning visualizations and share the data with colleagues—online and/or on mobile devices.
Anticipate workforce needs with predictive analytics, while working with others, within your organization,to determine the right skills that support your strategic plan.
Anticipate workforce needs with predictive analytics, while working with others, within your organization, to determine the right skills that support your strategic plan.
Payroll and HR Compliance
business is operating in one or several cities, provinces or states, your data
should be standardized but, should also comply to the local laws in the jurisdictions
where you operate.
Workforce Analytics, you can:
Equip C-level executives with real-time contextual information and ad hoc analysis. This powerful dashboard leverages business data and other applications to provide a single source of truth for the company.
Seamlessly update profiles and permissions features to enable executives, managers, supervisors and employees to support both themselves and their teams, while ensuring that sensitive HR data is visible only to those who need to see it
Enhance business decisions with best-of-breed intelligence – using our cloud-based analytics software. Download employee data through a variety of employee time clocks and enhance, and performance challenges
Business with Real-Time Insights
Analytics connects business and IT to help you close the gap between your
digital transformation strategy and execution. From designing and value
discovery to accelerated innovation to productive usage for tangible business
Enable managers to subscribe to reports
notifying them of exceptions or conditional circumstances such as high absence
Spot potential business problems before
they occur with early warning systems reporting
This robust cloud-based application
supports strategic workforce planning, budgeting and forecasting and helps you
analyze trends in workforce gaps and accurately model labour composition
Enable rapid identification of trends using
charts, tables, and other graphics with easy-to-use data visualization tools
You now have more than enough information to make the most skeptic C-suite executive excited. And, if you are asked for more information, you can start the journey by downloading a demonstration or registering for one of our bi-monthly webinars.
To arrange an onsite visit or an
ATS Workforce Analytics demonstration specific to your organizational requirements,
Employees using their face to record their hours of work is becoming quite common in time and attendance world. And, now it appears that the use of this technology, albeit slowing, is also being adopted at some airports according to a recent article, by Stuart Emmrich titled Will Your Face Be Enough to Get You on a Plane? for The New York Times, and reads in part;
“Earlier this week, the Transportation Security Administration released a 23-page report outlining changes it is proposing on how passengers are screened before boarding their flights. Key among those changes is the proposal that passports and other forms of identification will eventually be replaced by biometric technology.
Early this year, the agency began testing facial recognition technology for international travelers at Los Angeles International Airport. The biometric technology matches facial images to photos in government databases, such as photos obtained from passports or visa applications.
And in 2017, the T.S.A. tested fingerprint technology at the T.S.A. PreCheck lanes at the Atlanta and Denver airports. The technology matches passenger fingerprints provided at the checkpoint to those provided to the T.S.A. by travelers who have enrolled in the PreCheck program.
Biometric technology is also being evaluated by individual airlines. Delta Air Lines announced in September that it is building a dedicated biometric terminal at Hartsfield-Jackson Atlanta International Airport. The technology, to be installed at Terminal F, would allow passengers to check-in at the self-service kiosks, drop off their checked baggage at the counter and then be used as identification at the terminal’s T.S.A. checkpoint”.
If you are unfamiliar with ATS biometric time clocks, these data collectors includes the latest in technology and works, in tandem with our time and attendance application, to deliver exceptional value – helping organizations control labour costs, minimize compliance risk, and improve workforce productivity.
Using ATS biometric technology, your organization can expect:
Options A variety of biometric data collectors to choose from that include: fingerprint, hand geometric face recognition and a variety of biometric features, and mobile capabilities. ATS biometric data collectors, offers enhanced technology, thus allowing employees to easily and more accurately enroll on the time clock’s controlled finger, hand geometry or face recognition template– which reduces, read error rates for a more accurate biometric enrollment, and protect employees’ personal information and eliminate costly buddy punching.
Peace of Mind Backup battery protects employee information against power outages and flash memory backs up data. And, with open standards, field upgradeability and keypad functions, these time and attendance biometric time clocks are —ideal blend of performance, function, style, and affordability designed for essential workforce management functionality.
Accuracy and Productivity No more manual data entry which is always prone to errors and, instead can look forward to a best-of-breed application that will enforce pay and attendance policies at the time of an employee recorded hours. An application that will improve workforce productivity by giving employees intuitive self-service access to scheduled hours and time-off balances from any device, from anywhere.
ATS advance biometric time clocks are designed for today’s advanced cloud computing workforce and provides state-of-art, touch-screen functionality and accurate, up-to-the-minute analytics data your company can rely on.
To learn more, register for one of our weekly webinars, or download brochures or a pre-recorded demonstration go to our website. And, to speak to an account executive, call 866.294.2468.
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:
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.
“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.
Speak to any HR manager about the list of challenges they face each day and, hiring and retaining talent is likely to top that list. As an HR manager, have you thought of about introducing fingerprint technology as a tool to help with the recruiting process?
If your organization is interested in deploying a fingerprint solution to streamline the process of hiring, here are some suggestions from an article titled New Fingerprinting Tech Gives Hiring a Hand by Meghan M. Biro of Talent Culture:
“Check the requirements for your field. Depending on industry and state, you may be required to fingerprint your new hires. This includes a number of licenses, public, and private agencies.
For instance, fingerprints are required for those working with pari-mutuel betting and racing. Indian tribal governments may require fingerprinting for anyone who is going to have regular contact or control over Indian children. Private security officers, criminal transporters, adoption or foster-parent evaluators, and school employees may all be subject to fingerprinting. (Fingerprints are processed for a reduced fee for a number of organizations or firms whose employees will work with children.) Other common industries that may require fingerprinting include healthcare, insurance and financial services. Other dependencies include whether or not applicants are located in or out of state.
Don’t expect fingerprinting to do all the heavy lifting. If you think one fingerprint can magically produce everything you need to know about an applicant, think again. For example, a fingerprint may disclose an arrest record, but not a conviction. According to the U.S. Equal Employment Opportunity Commission (EEOC), it’s ill-advised to deny someone a position solely on the grounds of an arrest record. A summary of the EEOC’s guidance with regard to conviction record screening policies is provided in HireRight’s white paper, Checking in on Employment Background Checks: Are You in Compliance with the EEOC, FCRA, Federal and Local Requirements?
Keep in mind, the FBI database may not receive a record of all outcomes of all arrests, and in some cases, a state may have chosen not to fingerprint. Certain issues may not even appear on the database, which could cause problems later — including possible litigation.
Use fingerprinting to confirm the identity of your hire. Fingerprinting is the best way to confirm identity. It’s been called the gold standard of identity confirmation — and for a background check, this is the straight line between your potential hire and the FBI database. In terms of employee experience, there are plenty of complications involved in the hiring process already. You can eliminate one by making sure your new hires understand the purpose of fingerprinting. Now that identity confirmation is becoming a new normal, and technologies like biometrics are commonplace, you may be pleasantly surprised by younger generations who are comfortable with fingerprinting — many already protect their smartphones with their fingerprints, for example.”
Fingerprint technologies have been around for a while and are used across many industries to track and report on employee time and attendance. That being said, no two fingerprint technologies are the same-for example, biometric fingerprint technology used to track employee time is different from the ones used by law enforcement.
If you decide you want to use fingerprint technology for hiring employees, make sure you are using a reputable company. And, if your company is unionized, also be prepared to get challenged by either your shop steward or the local President of the union. When selecting a vendor, make sure you choose one that has deep industry expertise, and who is able to clearly espouse the virtues of fingerprint technology, discuss the pros and cons and ally the fears of all stakeholders.
Ask this question to executives in the manufacturing sector and you are bound to get several different answers, albeit there will be similarities in those answers. It’s no secret that the manufacturing industry has had to adapt and evolve to the rapid changes around them in order, to survive-while dealing with some naysayers who had left them for dead after one of this century’s worst financial crisis.
But who would know the inner workers of the manufacturing industry and its resilience and ability to adapt than anyone else? How about the President and Chief Executive Officer, Manufacturers Alliance for Productivity and Innovation who penned a poignant article titled “Three Megatrends Transforming Manufacturing”. We tool the liberty of extrapolating some of paragraphs (in no particular order) which reads in part;
“We’re entering a new industrial age driven by digitalization, customization, and miniaturization that is transforming the nature of work in manufacturing. Since the turn of the millennium, the sector has evolved faster and more thoroughly than at any other time in history.”
The rise of the digital era has impacted all industries especially manufacturing. The article states that “The ability to collect and analyze large volumes of data in economic transactions has revolutionized customer care in the retail and finance sectors. In manufacturing, Big Data will accelerate the integration of IT, manufacturing and operational systems on the shop floor and lead to better forecasting and understanding of plant performance. Caterpillar is taking this a step farther, tracking the performance of its products in the field after purchase and offering maintenance and repair services based on real-time assessments.”
If you are still wondering whether the industry can adapt here is a final paragraph from the article; “Of course, manufacturers’ labor needs are changing as well: companies now rely on more automation and require fewer employees, and those they hire must demonstrate higher science, technological and math skills. Fortunately, the millennial generation—as large as the baby boomer generation—is more technologically sophisticated. And, as the manufacturing workforce has diversified over time, manufacturers are working to continually foster more inclusive environments.”
The title of this blog asked? “What’s Fuelling The Growth In Today’s Manufacturing”? The answer is simple-it’s the ability of the industry to adapt and evolve with the times. Many of today’s manufacturers face constant pressure to produce a top quality product on time, every time. And, the economic fluctuations, shortage of skilled labor and market governance, and adherence to workforce compliance mandates adds to the complexities that manufacturers face every day. To meet these challenges many of these manufacturing companies have adopted Workforce Management Solutions to help them keep pace with the digital era, streamline costs and improve productivity at all levels of their operations.
To download a free demonstration of ATS Workforce Management for Manufacturing, go to our website. And, to attend one of our monthly webinars, you can register online.
It wasn’t too long ago that the thought of using biometric FaceScan and Fingerprint for time and attendance and payroll data integration seemed too futuristic for some organizations. However, many of today’s businesses and consumers are gravitating towards the digital era in droves, adopting cloud-based solutions, big data, and what used to appear as “Star Wars” is becoming the norm.
A recent article titled ‘MasterCard launching selfie payments’ by Alanna Petroff for CNN Business states in part;
“The company announced it is launching new mobile technologies that will allow customers to authenticate their online purchases using selfies or fingerprints.” Now, that’s very futuristic and smart marketing on MasterCard’s part, and is sure to get millennial excited. After all, they are the ones who invented the “Selfie”.
The article goes on to say; “Customers who want to try selfie authentication will have to download a special MasterCard app that will allow them to take a photo each time they make an online purchase. Their face (or fingerprint) will be scanned to prove that they — not hackers or thieves — are making a purchase.”
Sometimes getting companies to open up about the current system they are using can prove difficult. And, that’s because senior managers know what they are using is not working, but fear that discussing it at length, might open up the proverbial “Pandora’s Box”. In other words, discussing their current challenges means they will have to devote some time and resources to the implementation a new solution, thus, creating a reason to stick with what’s not working. But just imagine the actual pain of using a time and attendance solution that is not meeting your needs? We understand that replacing your current system can feel like a chore, but if implemented correctly, you will feel a whole lot better.
If you decide it’s time to replace your current time and attendance solution, here are five tips that will your company transition to a new time and attendance solution:
Assign a Steering Committee or Project Leader
Depending on the size of your organization, an individual or a steering committee (with three to five stakeholders) should be named Project Leader and put in charge of the business requirements and selection process. And, because the people most familiar with pay and work rule compliance are typically from the HR or payroll department, you should assign one or both to the project.
Flush-Out the Challenges
Identify the nagging problems and bottlenecks that your current system posses and solicit feedback from people who use it on a daily basis. For example; are employees having issues with the time clock when attempting to punch in/out? Does your CFO have access to the right analytics to complete month-end? In short, get feedback from all levels of personnel that interact with the time and attendance solution, or generate reports based on employee data. This type of feedback should include all stakeholders, and will lead to cooperation, buy-in, and inevitably, to a successful implementation.
Does your current vendor have or can provide a time and attendance solution with the agility that supports your vision of business today, and in the future? Do they understand the unique demands of your business? Can they explain and demonstrate technology in a manner your employees will understand? And above all, is the solution easy-to-use? If the answer is no to all of these questions, find a company that can meet your needs.
There is no denying that cloud-based time and attendance have now become the preferred option for many small, mid and large organizations. Why? Because it’s easy to deploy, provides a rapid return on investment, and you don’t need to own an expensive Server on which to host the application. And, while some companies may opt for an on-premise workforce management solution because they have the resources and IT infrastructure to manage it, the cloud provides benefits that are second to none.
Where do you envision your company in the next 5-10 years? Understandably, the shaking economy over the last several years have given c-level executives pause. However, if you are going to invest in a solution with the intent to increase productivity and streamline payroll costs, its important to deploy a solution that will evolve with your company’s needs.
In conclusion, some companies continue to use outdated time tracking solutions that automate only part of their business operations, rather than an entire interconnected business processes, and as a result, demand extra resources intensive workarounds. So, don’t be afraid to open up your company’s current time and attendance, “Pandora’s box”. You might be pleasantly surprised to find out that you can actually save valuable resources, increase productivity and streamline the cost of payroll.
To download the white paper on ‘To Replace Or Not Replace Your Current Time and Attendance System’ go to our website. To attend a live webcast or to download a demonstration, go to our resource page or call one of our account executives at 866.294.2467.
The argument about whether cloud-based solutions will stand the test of time is slowly diminishing in some circles. If you are a subscriber to; Facebook, Google, and NetFlix you are part of the many millions who are using a cloud-based solution on a daily basis.
A recent study by Gartner for worldwide use of the Internet of Things (IOT) states, in part; “The Internet of Things (IoT), which excludes PCs, tablets and smartphones, will grow to 26 billion units installed in 2020 representing an almost 30-fold increase from 0.9 billion in 2009, according to Gartner, Inc. Gartner said that IoT product and service suppliers will generate incremental revenue exceeding $300 billion, mostly in services, in 2020. It will result in $1.9 trillion in global economic value-add through sales into diverse end markets.
The Internet of Things is the network of physical objects that contain embedded technology to communicate and sense or interact with their internal states or the external environment.”
If your company is still embracing old aged technology to extrapolate attendance data, chances are, you could be left behind. Cloud-based time and attendance is here to stay.
The study further Gartner contends; “Emerging areas will witness rapid growth of connected things. This will lead to improved safety, security and loss prevention in the insurance industry. IoT will also facilitate new business models, such as usage-based insurance calculated based on real-time driving data. The banking and securities industry will continue to innovate around mobile and micropayment technology using convenient point-of-sale (POS) terminals and will invest in improved physical security systems. IoT will also support a large range of health and fitness devices and services, combined with medical advances, leading to significant benefit to the healthcare sector. Emerging connected sensor technology will lead to value creation in utilities, transportation and agriculture. Most industries will also benefit from the generic technologies, in that their facilities will operate more efficiently through the use of smart building technology.”
To learn more about the Internet of Things (IoT) and ATS Attendance On-Demand Time and Attendance go to our website to arrange a personalized demo.