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

As parts of Canada and the US begins the process of a slow reopening, social- distancing and workplace hygiene remains top of mind for employers and employees alike.  And, if some of your employees continue to work from home, you can make use of employee self-service and online web punch options, which means, you likely don’t have to think about workplace logistics for this cohort. But what about the employees who have to report to work because of the nature of your industry? Whether its food manufacturing, retail, or grocery, you probably have some way of recording their time. And, if you don’t, here are 3 ways to record employees time while they are on the job, that is both safe and contactless:

RFID/Keyfobs: ATS time clocks supports RFID and Smart Card/key fob reader options.  RFID, Smart cards and key fobs, do not require contact, and chances are some or all your employees already use these types of cards. 

FaceScan and IRIS Recognition Data Collectors: Due, in large part to the ongoing pandemic, more companies are requesting touchless data collectors. And, when combined with ATSTimeWorkOnDemand, innovative time and attendance app, these data collectors — pave the way for a new era of powerful employee time-tracking data that helps control labour costs and improve workforce productivity.

Proximity: ATS Proximity time clocks have an embedded sensor which reads the badge to quickly record employee arrival times, breaks, lunches, overtime and departure times. ATS proximity cards are “contactless” and is read when held within two inches of the time clock sensor. Alternatively, proximity wristbands offer another approach, this wearable method has the potential to ensure almost no contact between employees and time clocks.

Mobile and web time clocks: With ATSTimeWorkOnDemand application, employees can punch in/out from a personal device or terminal thus, eliminating hygiene concerns of a shared time clock. ATS mobile and web time clock options, delivers an engaging experience that drives user adoption across the workforce. Managers can initiate mass approvals, manage exceptions, and get approval alerts on mobile devices from anywhere 24/7.

Magnetic stripe or Barcode: Magnetic and Barcode cards: allow employees to swipe to clock in and out, without directly touching the time clock. ATS State-Of-The-Art Time Clocks are equipped with a large 7” touchscreen with and full color LCD Screen. It delivers a superior user experience and fast user adoption and has a straightforward user interface, that provides self-service view into any employee’s work-related information.

Bottomline: ATS contactless time clocks was designed with you and you and your payroll costs, in mind. ATSTimeWorkOnDemand offers complete automation and full visibility –with innovative and functionality that translates to faster employee deployment, less wasted time, and increased productivity.

To learn more, go to our website, where you can download a demo or brochures. To reach us by phone, call 866.294.2467.

’Tis the season for moving holiday parties online or just cancelling it, due to the COVID-19 pandemic. However, some HR professionals who have the pulse of their company and, has likely made the decision is to go ahead — with a virtual holiday party to show appreciation to your employees after what we’ve all had to endured this year.

If your company is looking for some tips on how to pull off a virtual office holiday during the current pandemic here is an article titled, 5 Creative Ways to Host an Amazing Office Holiday Party on Zoom by Dave Kerpen.

1. Use Cameo for personalized shout-outs and live celebrity entertainment-Cameo is a tool that allows people to book shout-outs from celebrities, ranging from A-list actors like Mandy Moore to rock stars to reality TV has-beens. Is your team based in one city and into sports? Book a local popular professional athlete. Is your team primarily older? Book a TV star from a classic show like The Brady Brunch. Cameo even has a reality-TV star turned author and entrepreneur. And you can now book live appearances from your favorite celebrities–so they can stop by during your holiday party to say hi. There’s truly something for everyone.

2. Host a magic act or improv comedy troupe. 
Zoom is tough for “typical” party entertainment like bands and DJ’s, because people probably aren’t going to want to dance alone at home. But entertainment such as magicians and improv comedy can work really well in a virtual setting, since they’re interactive at their core. Guests won’t just be entertained–they’ll be part of the entertainment! Pro-tip: Give the magician or comedians you book insider info prior to the event to make their acts even funnier. 

3. Host a game show, with prizes!
Bring in an MC (or handpick the most outgoing, charismatic person at your office to MC) for your own version of a game show. You can do Family Feud with two teams competing, Kahoot with everyone answering trivia questions, or your own version of The Newlywed Game, where contestants go to a breakout room to try to predict what their colleagues will say when asked predetermined questions. With prizes for winning contestants and a “host” with a big personality, a game show can be a huge hit. 

4. Use breakout rooms smartly.
At your offline holiday parties of old, 50 people didn’t gather together to have one conversation so they shouldn’t for your online holiday party, either. Instead, use Zoom’s Breakout Rooms feature to set up groups of 10 to 15 people per “room.” One room might be the ugly sweater contest while another is Christmas carol karaoke, a third is a craft activity, a fourth is your Secret Santa gift exchange, and a fifth is casual conversation. Then, rotate rooms every 15 minutes. A company with 200 employees can still have everyone engaged at once in 20 different Zoom breakout rooms! 

5. Try a wine or cocktail tasting.
Shipping alcohol across state lines is next to impossible, but if your employees are mostly based in one state, you can send people wine or scotch samples and host a tasting during your party. You can even have an expert on hand to walk everyone through the story behind each wine. The nice thing is, food and beverage is usually a huge expense for offline holiday parties, so this can be done virtually and still save money. 

Finally, be mindful that your remote employees have family members or roommates in the same or sometimes worst circumstances during the pandemic and as a result, may find it hard— that their significant other, has to be on another virtual call after hours.

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.

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
  • Anywhere 24/7: Browser and mobile access lets you access from anywhere
  • 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.

Whether your company is in food production, healthcare or manufacturingCOVID-19 has forced us all to rethink how we live our everyday lives while keeping ourselves and others safe. Face masks have emerged as a simple and effective strategy for reducing the virus’s threat.  And, for employers, having the right tools to detect whether an employee has a fever and/or is wearing a mask, before the start of a shift, is now the new norm.

We recently introduced the ATS Fever and Mask Detection Time Clock. If your employees have returned to the office and you want to make sure everyone is safe, here are three benefits to using ATS contactless time clocks:

Contactless Punching In/Out
Provides an innovative method of punching in at the clock by allowing employees to identify themselves through facial verification, helping to eliminate buddy punching.

Touch-Free
ATS Face Recognition provides temperature readings without needing additional human interaction and support various read technologies including–barcode, RFID, magstripe, and proximity – and can be connected via Wi-Fi or Power Over Ethernet (POE).

Social Distancing and Contact Tracing
Social distancing and contact tracing are part of the new normal. With ATS Face Mask Detection Time Clock you can give your employees a more modern and visual experience with this innovative device – an alternative to traditional paper-time punch clocks.

With up-to-the-minute results, CFOs, HR and Payroll leaders can create a policy for failed temperature checks through ATSTimeWorkOnDemand. ATS Face Mask and Temperature Detection Time Clock send results to a cloud management portal software so your organization can see on-screen results from any location.

Other features include:

  • High definition camera for contactless facial recognition
  • Infrared sensor for real-time temperature detection
  • Facial detection with or without face masks and alerts if a mask is being worn incorrectly
  • Anonymous thermal scanning and temperature detection for visitors
  • Recognition speed of less than 0.1 seconds per face
  • Ability to manage up to 30,000 facial templates-optional
  • Touch-free clock functionality with voice commands

    To explore our range of workforce management HCM solutions go to our website and download a demo. And to reach one of our account executives, call: 866.294.2467.

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.

A common phrase used by some of today’s sports teams is, “trust the process”. That’s another way of saying that the team has a plan and if everyone embraces (including management) the plan it is, likely to succeed. Of course, plans do go awry sometimes so sports teams should always expect the unexpected. It’s no different with software implementation in business.

In the world of workforce management software, the central feature is that of a shared database that supports multiple functions used by different business units. In practice, this means that employees in different departments or locations, such as; distribution, engineering, HR, payroll and finance can rely on the same information for their business process needs.

Implementation stages
The process that encompasses workforce management software implementation can be simple or complex, based on factors like size of the company, the project’s complexity and expectations.

Workforce management software implementation that takes advantage of the cloud, can skip some of the traditional steps that an on-premises deployment involves. ATS manages the infrastructure, allowing organizations to focus on data migration, process changes and employee training. The added steps of hosting the application is handled by ATS.

Project Team
The project team is responsible for the overall health of the implementation project, overseeing day-to-day initiatives and timelines. And, depending on the size of the company, the project team will look different.

Complex implementations for larger enterprise will likely have a steering committee. The committee might consist of the senior executives and departmental managers, who will establish the strategy, goals and priorities that justify the investment.

The budget
The success or failure of a workforce management software implementation project can sometimes, hinge on a realistic budget. And, one of the reasons that a company might go over budget is the expansion and scope of the project.

Implementation Costs
Initial costs are typically much lower for cloud computing solutions like ATSTimeWorkOnDemand, because you only need to focus on the software requirements and connectivity to the system. And, that’s because ATS hosts and maintains the application, thus minimizing demands on time and IT resources.

Application Design
If your company is migrating to a cloud application from on-premise solution the new solution will need to connect with other platforms, like HR, talent management, CRM or payroll. The ATS programming team will need design and develop the APIs before any data integration is established.

Migration
Data migration is crucial to a successful implementation, but transferring data from one system to another can be cumbersome and present unanticipated roadblocks. The ATS project team can make this process more efficient by coordinating with a company’s project manager to ensure a smooth data and mapping analysis is performed.

Training
It’s important to unlock the benefits of your workforce management solution. In order to do so, you need to ensure your employees, understand how to leverage the new system. ATS training is comprehensive and is available to employees through a combination of online learning opportunities.

Testing
ATS software engineers and other users from your company’s project team test connections and validate data integrity, fine-tuning adjustments so the software solution runs as you would expect, before the final data transfer and go-live date.

And…We’re Off
By now, most of the glitches (if any) have been dealt with, the system has been configured according to specifications, data has been transferred and onboarding activities have occurred, and testing is complete.

Support
Post-implementation support is the final step in the project. Sometimes everything does not go as planned, you can rely on ATS team of industry experts to help you navigate through implementation wrinkles.

No matter the type of organization, implementing a workforce management solution is a critical project that demands careful planning and commitment from the entire organization.

To learn about ATS workforce management software in the cloud, go to our website. To reach an account representative, call: 866.294.2467

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.

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.