Best-in-Class Workforce Management Software from Industry Experts
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Whether you are a food and beverage manufacturer, a wholesale, distributor, or a retailer, you face a unique set of challenges that are specific to your industry.

Not only do you have tough labour law requirements, but you also operate in an industry with tight margins and, where time is of the essence. You have to deal with payroll and other import costs, employee productivity, and wastage.

ATS Food Manufacturing application is designed to grow your food and beverage business, and help you enhance your back-of-house operations, so you can deliver better business performance and exceptional customer experiences.

With ATS Food Manufacturing application, your company gets access to; Workforce Planning, Employee Self-Service, Overtime Equalization, HR, Analytics, Time and Attendance, Workforce Absence and a proven technology platform that delivers- visibility and control and demand-driven solutions.

With ATS Food Manufacturing for Food and Beverage, you can simplify, scale and achieve:

Business Insight-24/7, 365 Days: ATS Food Manufacturing enables your people to access and act on workforce data anywhere, anytime with any mobile device.The application,allows you unprecedented insight into your business providing you with real-time visibility of what is important to you. It also allows you to track key performance indicators (KPIs), identify which parts of your business is generating the best returns and-address issues before they become business-affecting.

Machine Learning: ATS Food Manufacturing advances the aggregation of more and better data with broad capabilities, and deeper flexibility with forecasting algorithms.

Regulatory Compliance: The application enables you to take legislative compliance; whether its international, federal, provincial, state, and local labour laws in your stride- making it an integrated and automated part of your processes.

Improve Process and Efficiencies: With ATS Food Manufacturing solutions, you can drive efficiencies by integrating processes across the entire supply chain. We connect payroll, HR, finance, production, packaging and distribution to improve process. By aligning supply and demand, we streamline payroll costs, thus increasing workforce productivity.

Elasticity: That reduces the complexity, while providing comprehensive business insights and addressing those operational issues that restrict growth.

Proven Technology with Industry Specialization:  The applicationsupports multifaceted data exchanges with best-of-breed technology and architecture and addresses industry-specific requirements with vertically specialized modules.

Budgeting, Forecasting, Labour Planning and Demand: Take advantage of intuitive, industry specialized software for budgeting, planning, and forecasting. And with machine learning capabilities—you have access to a self learning algorithm that allows for analyzing of historical data, and the calculation of required labour hours to meet critical business objectives

To learn more or to fast track your evaluation of ATS Food Manufacturing, you can go to our website. You can also have call you back by submitting your request here.

Today’s workforce is evolving, how and where people work, even the skills you need continue to shift. So how do you adapt to what the future brings? Meet ATS Human Capital Management (HCM) mobile solutions. It enables ready-to-use data and places secure and convenient tools right in your hands, for simple, anytime access across devices.

ATS HCM cloud for mobile includes:

Automation to decrease workload

  • Update, submit and approve timesheets
  • ATS HCM cloud for mobile robust algorithm that populates; schedules, holiday calendars, and rotating, split, or dynamic shifts.
  • Get up-to-the-minute information on employee clock in/out data
  • Submit and approve time off requests
  • Review time-off requests and access employees’ worker profiles from anytime, anywhere

Game-changing HR technology

  • Easily find employee data such as phone number, title, work location and more
  • Review employee time off balances
  • Easily create and maintain manager and employee self-reviews to help guide and grow employees
  • Attract and manage applicants for careers within your company, and improve the employee experience by onboarding new hires with ease
  • Avoid data latency and ensure data integrity with unification across HR processes

Employee Benefit Accruals

  • Complete employee benefits enrollment
  • Access existing and future benefits elections
  • Make managing performance goals flexible and approachable for your people
  • View information by category of benefit, plan type and coverage level
  • Select detailed views such as effective date, deduction per pay period and employer contribution

Workforce Planning

  • Reduce costs by tracking absence trends and areas of low productivity with data analytics for optimization
  • Prevent costly violations with alerts that bring issues to the scheduling manager’s attention, such as overstaffing scenarios or being out of alignment with labor demand
  • Create labour forecasts using a combination of historical data, customer recent trends, and seasonal predictions
  • Enable real-time visibility with ATS HCM cloud mobile solutions
  • Meet operational goals while staying on budget by setting safeguards for Key performance indicators (KPIs) thresholds to limit fluctuations

Analytics and HR Dashboard

  • With ATS HCM cloud mobile dashboards, HR practitioners can dig deeper into your data with drill-down capabilities and analysis on every view
  • HR leaders can access
  • This easy-to-use application, consists of; core HR, talent optimization, learning management, payroll and workforce management capabilities- with a unique set of behavioral science tools, that apply predictive analytics
  • ATS HCM cloud mobile solution replaces complex processes, workflows, and systems with a sophisticated, yet intuitive technology
  • Allows HR connectivity across departments, regions, provinces, states and/or different countries and works on any mobile device in seconds

ATS HCM cloud for mobile is a powerful set of cloud-based human capital management (HCM) software solutions that empower your people to deliver streamlined processes with remarkable experiences. And, with an implement team that has deep industry experience, you can be assured of a seamless implementation process that delivers a standardized, consistent experience built around your organization’s data.

To learn more about ATS HCM cloud mobile, go to our website, while there, you can also register for one of our webinars. To reach an account executive by phone, call; 866.294.2467.

The particular stressors brought on by COVID-19 can exacerbate the chronic stress many employees are already experiencing. And, most company executives recognize that addressing workplace stress, the direct and indirect cause of many health problems- must be part of any strategy to improve employee health and reduce health care cost.

Study after study has revealed that employees sometimes take on the character traits of their leaders, be they positive or negative.  In an article by Suzanne Lucas titled, How Wellness Enhances Your Emotional Intelligence: When you’re in a good place, you’re a better manager.

Here are some excerpts from this article which offers 3 tips for managers:

  1. “You’re a better leader when you’re not tired

More than a third of American employees aren’t getting enough sleep. Tiredness can cause a whole host of problems, including long-term physical health problems. But it also makes us less capable of thinking about what others need.

Some of the symptoms of tiredness are

  • Slowed reflexes and responses
  • Impaired decision-making and judgment
  • Moodiness, such as irritability
  • Reduced ability to pay attention to the situation at hand
  • Low motivation

You can see how tiredness makes it difficult to control your emotions, navigate relationships with others, and be a good example to your employees. Cabanero says make sleep a priority if you want to be a good leader.

2. If you’re unhappy with yourself, you’re unhappy with others

Wellness includes focusing on what you need–often called self-care. This is not selfishness, but rather recognizing that you have needs. That may be through exercise, meditation, or eating a healthy diet. Giving yourself what you need to feel centered helps you be happy with yourself.

People who are happy and content with themselves will be more open to the needs of their employees, according to Cabanero. This makes perfect sense. If you’re frustrated with your own life, can you take the time to think about others’ needs?

People make mistakes all the time. Responding to them with patience and understanding is a sign of emotional intelligence. Taking mistakes personally is a huge problem and undermines your leadership. 

3.Wellness programs only work when leaders set the example

As a health coach, Cabanero wants to see everyone healthy and on the right path, but companies have only limited influence on their employees. Having a leader demonstrate the need to take care of oneself can make a huge difference. HR expert Brenda Neckvatal, author of Best Practices in Human Resources: How to Claw Your Way From Want-to-Be to VP, agrees. “You can’t have a proper wellness program if the leadership doesn’t participate,” she says.

Having leadership actually demonstrate wellness in their own lives also demonstrates emotional intelligence. You can’t lead people if you’re unwilling to walk on the same path. That means focusing on your own health as well as theirs. If your goal in investing in a business wellness program is only to lower health insurance costs, your employees will see through it. If, on the other hand, you engage yourself, your employees will see the results as you become a better manager. That’s a winning wellness plan”.

Bottomline: Taking care of ourselves and each other—including our loved ones, friends, and coworkers—should be the first order of business right now. As leaders look to both near-term and long-term solutions to support their workforce during the COVID-19 outbreak, well-being should remain a focal point. leaders who are proactive, considerate, and flexible will be better positioned to weather this storm and to emerge post-pandemic with a resilient workforce.

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.

Apex Time Solutions (ATS) is the global leader in delivering workforce management solutions in the cloud. Thousands of organizations that spans Canada, South America, US and Europe— including Fortune 500® — companies use ATS TimeWork OnDemand to control payroll costs, minimize compliance risk, and improve productivity.

To learn more, call 866.294.2467 or go to our website to download a demonstration or register for one of our webinars.

Before COVID-19 the way we work have been defined by predictable patterns involving who is doing the work, where it occurs and when it happens. And, while technological advancements, have impacted some of these norms, the pandemic upended it altogether and, accelerated the arrival of new ways of working. Many employees who initially felt anxiety about working from home, have come to embrace it after 15 months of lockdown.

Today, as many employers start to unveil their post-pandemic plans for a return-to the office, they are getting pushback from some employees, who are keen to retain their work from home privileges. But is this indicative of a more widespread resistance among workers who do not want to revert to pre-pandemic patterns or is it something else? It is possible, that employees, after working remotely for so many months, feel they can be productive at home – and that the reasons their employers want them back in-office does not add up.

While there are several factors at play, as to why, some employees, are pushing back about returning to the office — below are 3 reasons for the possible hesitancy by some workers.

  1. Lockdown fatigue is real- COVID-19 has been debilitating for all of us and we’re tired of lockdowns. The constant anxiety of living and working through a pandemic has left many of us feeling low in energy, and the thought of driving and working in an office alongside others-in and of itself, is exhausting.
  2. Office work doesn’t allow for a healthy work-life-balance-Lockdown has been isolating and although we have craved the company of coworkers, we have also been able to separate work and leisure time. We have been able to exercise, read and spend time with our loved ones without feeling guilty because we were late getting home for dinner, after the commute from the office.
  3. Going back to pre-pandemic work is the cause of our anxiety- In addition to wearing face masks, we would be following social distancing guidelines and staring at stickers telling us how to behave correctly and politely, while on the subway or standing in a crowded elevator.  This is an added layer of anxiety to an already stressful time, that not everyone is looking forward to.

Bottomline: It’s still early to say what the post-pandemic work environment will look like, and not all employers are scheduling employees back to the office. In fact, some are doing it in stages, while others are delaying a return to the office for some staff. Many employers are still being lenient with policies as the virus lingers, vaccinations continue to roll out and childcare situations remain erratic.

You might like:

Are Companies Going to Embrace A Hybrid Workforce Post COVID-19?

5 Tips To Stay Fit And Retain Your Sanity While Working From Home

Are HR Leaders Ready For The Future Of Work?

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.

Working from home full-time for some during these trying times of COVID-19 has throw a wrench into the concept of work-life balance. And, while some of us are slowly returning to the office, others have continued to work from home.

Wheter you have an arrangement with your manager to telecommute a couple days a week or if you are working from home full-time, here are 3 tips for taking care of your eyes from an article written by Sarah D. Young

  1. Adjust your environment: Sit about two feet away from your computer screen to reduce eyestrain. Position the screen so that your eyes are looking slightly downward, not straight ahead or up. Adjust the screen brightness and contrast until it feels comfortable, and consider using a larger font if you’re working hard to see letters. 
  2. Take regular eye breaks: Seldomridge advises following the “20-20-20” rule, by looking 20 feet away from the screen every 20 minutes for 20 seconds. Alternatively, you can close your eyes for 20 seconds every 20 minutes. 
  3. Use artificial tears: Because staring at screens reduces blinking and increases dryness, the use of eye drops (“artificial tears”) can help keep your eyes moist and alleviate dry eye discomfort. Seldomridge said a humidifier can also help add moisture to the air and help prevent eye dryness. 

Bottomline: These tips can help reduce eye strain when we are forced to look at screens all day. Some experts suggest that we create technology-free zones in certain areas of ours homes, like the bedroom or bathroom. Just imagine spending the entire day working on the computer, getting in bed and scrolling through social media?  We should instead, truly unplug by reading a book or spend some quality time with family members without our phones.

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.

To learn more, call: 866.294.2467 and to download a demo go to our website.

As demand for working from home and other flexible work arrangements continues to grow with the post-COVID-19 workforce, HR leaders need to adapt and connect with employees – who are physically disconnected from the office – to foster collaboration and at the same time, ensure they can stay productive to help keep business operations run smoothly.

ATSTimeWorkOnDemand is a cloud computing HCM solution that helps foster collaboration and provide businesses with the following tools:

Automate Time Tracking
Eliminate the hassle of tracking hours by hand or guessing when employees arrive at work. ATSTimeWorkOnDemand automates the entire process through the cloud so you do not have to rely on spreadsheets or an antiquated time and attendance solution that’s not working the way you want it to.

Employee Self-Service
Do employees rely on HR to track time off and hours worked? With ATSTimeWorkOnDemand, employees can now request time-off from their phones, desktop or home computers.  ATSTimeWorkOnDemand allow you to track hours worked, manage requests and stay on top of labour distribution and job costing with automated, accurate timekeeping.

Accrual Benefits Administration
Want to see your HR manager do a happy dance? Tell them ATSTimeWorkOnDemand HCM application automates common workflows, removing the need for rekeying data with our unified database and allowing you to go paperless with 21st century artificial intelligence (AI) and data analytics. Your HR and payroll manager and, yes even your CFO- will likely be doing backflips once they learn about this feature.

Compliance Risk
ATSTimeWorkOnDemand Workforce Analytics enables you to gain deeper insights into important data like employee turnover, headcount and pay equity-thus reducing compliance risk. Your organization can also gain a holistic understanding by extracting and compiling important data points across your finance, HR and payroll departments.

Employee Engagement
ATSTimeWorkOnDemand application helps make the process of adding a new hire seamless. HR will see a significant reduction in manual administrative onboarding processes, saving time so you can focus on more important things — building engagement and introducing your company culture before new hires step foot in the door.

There is no denying that working from home has become the new reality for many employees and, while, this is also posing new compliance challenges for HR leaders, it does not have to.  Using ATSTimeWorkOnDemand to accurately capture data in real-time with proactive alerts that notify administrators of any errors or discrepancies is one of the best ways to streamline costs and increase workforce productivity.

To view a demonstration, go to our website and to reach an account representative by phone, call: 866.294.2467.

Ageism is the practice of discriminating against someone because of their age. While some companies have made strides toward more transparency, accountability, and inclusivity there is still a lot more that can be done.

It is also not uncommon to hear that many companies post jobs with subtle and not so subtle phrases, reminding older workers that they need not apply. One explanation is that some companies, believe naively, that older workers; lack energy, are uneducated or unintelligent because of their age.

According to an article by Society for Human Resources Management (SHRM) Hiring in the Age of Ageism while HR professionals and talent recruiters might not intend to exclude older workers, the words used on their jobs postings say otherwise. The tech industry (while not the only one) have been accused of posting job ads designed to exclude older workers.

Below is a list of 7 common phrases (from the SHRM article) used, in some job postings that screams out; older workers, please don’t apply:

  1. Digital Native: May discourage qualified applicants who didn’t come of age with digital and mobile tech—even some as young as their 30s.
  2. High-Energy: Often a euphemism for young.
  3. Ninja/Guru: These trendy buzzwords are likely unfamiliar—or unappealing—to older candidates.
  4. GPA of 3.5 or higher: Sends the message that you’re looking for employees at a life stage where these assessments remain relevant.
  5. Overqualified: Since experience often correlates with age, this term can be used to mask age bias.
  6. Meals included: Implies an expectation that workers don’t have a family waiting for them to come home for dinner.
  7. Bad cultural fit: Can be problematic if your culture is overtly youth-oriented.

Ageism often begins with the hiring process. Every company has certain criteria when it comes to hiring, and HR and talent recruiters tend to hire people with certain traits. And, while that may not necessarily be a bad thing hiring managers should be aware of the value and benefits of a diverse workforce.

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.

Essential workers including; warehousing and distribution, grocery and healthcare to name a few, have been going to their respective workplaces throughout the pandemic. And, while COVID-19 vaccination efforts have picked up, some office workers remain apprehensive about returning to the office. Business leaders on the other hand, are also struggling to chart the new normal.

closeup of a young man in an office holding a briefcase and a surgical mask in his hand

If your company is contemplating a return to the office here are 5 tips from Kate Bullinger and Emily Caruso’s article The Return-to-Work Paradox.

1. Consider the perspectives of your people through deep listening: While many leaders have strong preferences for getting people back into workplaces, the majority of employees do not feel the same way. After a year of alternative work arrangements, our research shows that 85% of employees currently working from home are satisfied with their job. Of those, 82% say that they would like to continue working from home rather than going to their place of work every day. 

More than half of the people we surveyed would go further to request to continue working from home if vaccines aren’t mandated by their employer, with 4% considering leaving their job if they are forced to go back without a company policy that requires vaccination. 

Therefore, actively listen to your people and ensure you are hearing from different populations via surveys, “ask me anything” sessions, and direct outreach.

2.Understand the key drivers of vaccine hesitancy to address them in an inclusive way: On the other end of the spectrum, there are many reasons why people are hesitant to get the vaccine. Understanding these reasons and how they vary among audiences is important for addressing them. 

For example, many people question the safety and efficacy of the vaccines and are concerned about potential side effects. Some are responding to mixed messages from government leaders. And the history of exploitation and neglect that people of color and other minorities have experienced at the hands of the medical establishment cannot be ignored. By understanding the intersection of health and racial equity, you can ensure DE&I is embedded into employee vaccine communications.

3.Seek to meet people where they are, with the information they need:

Except for hardcore “nevers” (approximately 15% of the adult population), most skeptical or hesitant people are open to changing their mind. Accurate information from trusted sources is key to reaching this group. People seek leadership, science, and medical-based opinions. 

More people are turning to friends and family when it comes to making their own health decisions, which highlights the importance of accurate, understandable and shareable information as part of grassroots communication efforts. 

To reach employees with a clear and accurate message, create an employee engagement campaign to educate about the vaccine and promote vaccination. Equip managers — the No. 1 channel for reaching employees — with the information that they need to best support the campaign.

4.Explore alternative ways to promote vaccine adoption: Because of the tensions between those people who would feel more comfortable with a vaccine and those who are more reticent, leaders should focus on incentivizing versus mandating vaccination. While there is a precedent for requiring health screenings across sectors, particularly in those with large populations of front-line workers, requiring employees to get vaccinated, even with the overwhelming evidence about the efficacy of the vaccine, may be seen by some as an overstep of privacy or worse, backfire completely. 

Some incentives include covering administration or transportation costs, providing time off or additional pay, and including vaccines in health resources already offered through employee assistance and/or or workplace wellness programs. 

5.Evaluate what’s driving the need to return to workplaces: Pushing people back to work before they are ready, and before other social systems — like the reopening of schools — are in place could have a significant impact on morale, productivity, and even retention. Instead and when possible, companies are better off remaining flexible with their workplace policies. When not possible, employers should be clear about the criteria that went into the decision, which should at a minimum include observance of local and national public health guidance. 

Bottomline:  While some employees may be itching to get back to the buzz of a busy office environment and mingling with their co-workers, others may be worried about seeing and coming into contact with their colleagues. In the end, these concerns- and others, will likely shape the way business leaders plan to reopen.

To learn more about ATS cloud computing HCM application, go to our website, where you can download a demo. To reach us by phone, call: 866.294.2467.

Pre Covid-19 some companies resisted conversations that included a hybrid model of employees splitting time between the office and home. The coronavirus pandemic has likely changed this way of thinking. In fact, companies, like Google, Twitter and Facebook have extended remote working for their employees. But, as more people are inoculated with their first or second dose of the COVID-19 vaccine what could a post-pandemic working world look like?

Here are 5 tips from an article, by David Finkle titled 5 Job PerksYou Should Provide in a Post-Pandemic Climate:

“Trust: This past year was a stressful one for leaders and employees, and the one thing that most workers seek right now is a transparent and trustworthy leadership team. How and how often you communicate makes a huge difference in employee comfort level, and will allow your team members to do their best work. This is especially important when working with a remote team. Focus on being transparent about the health of your business and, if necessary, any challenges or hurdles. 

Connection: Working remotely can be a challenge for many employees, and they may struggle to feel connected to their co-workers and the team as a whole. Try to get creative by giving them unstructured options to socialize with one another. Virtual pizza parties and scavenger hunts have all been used by business owners to help their team feel more connected during these strange times. 

A better Work-from-home experience: The sudden shift to remote work last year left many workers struggling to find a place to call their own. They may be writing reports from the kitchen table, handling client calls from the garage, and taking Zoom meetings from their bedroom. Their technology may be outdated, and they may struggle to do their best work. One of the best perks you can give your team right now is an upgraded, comfortable workspace. Subsidize equipment. Upgrade computers. Help purchase ergonomic furniture. All of these things can help make an employee’s day more pleasant and make them feel appreciated. 

Healthcare: This is a big perk right now. The pandemic brought health care to the forefront, and many employees found themselves with subpar or no coverage. Having a comprehensive employer-provided health care plan is at the top of the list for many job seekers right now. 

Wellness: Wellness goes a lot further than just employer-provided health care. It encompasses mental and emotional health and for many even financial health. Consider offering therapy benefits and meditation or yoga memberships as a good start. Another perk would be to help your employees with financial wellness. Have a financial planner do a series of webinars for your team members offering guidance on how to manage their money, save for retirement, or create a budget. Have a tax expert help your team choose the right deductions now that they are working from home”.

Bottomline: Not all jobs can be done remotely. Distribution and warehousing, healthcare and grocery store workers are amoung the few who needs to be onsite to perform their duties. Many workers in the tech sector are accustomed to working remotely, as some employers will likely maintain the telecommute arrangements or move to a hybrid model. And finally, jobs that had already been trending toward remote work before the pandemic are the ones, least likely to return to the office. 

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.

Today’s HR leaders have a lot on their plate. In the midst of the coronavirus pandemic, they are constantly re-examining— recruiting, software scalability, emerging skills, the impact of analytics, the employee experience and much more as business disruptions, reset key work trends.

Companies are also undertaking digital business transformations that are changing their operations and internal capabilities. Automation and cost reduction opportunities-without compromising business value, is no easy feat— yet, most HR leaders are tasked with doing just that.  So, how should companies pursue cost optimization without compromising quality, while maintaining service excellence? The answer; ATSTimeWorkOnDemand built in the cloud.

Benefits of ATSTimeWorkOnDemand includes:

Accrual Benefits Administration
From managing remote workers, to complying with regulatory changes, ATSTimeWorkOnDemand HCM accrual benefits strategy adapts to changing times. When coupled with employee self-service module, it allows your organization to make use of time—off plans that match your policies, including eligibility, accrual frequency and carryover. Automatic accruals and reporting allow for proactive planning and approvals with user-friendly self-service workflows.

Automate Performance Management and Shift Differentials
Eliminate the hassle of tracking hours by hand or guessing when employees arrive at work. ATSTimeWorkOnDemand automates the entire process so you don’t have to rely on spreadsheets or timecards. ATSTimeWorkOnDemand empowers managers and HR professionals to automate employee information including: shift differentials, workforce planning, performance bonus, overtime equalization, and data integration, all from a single suite.

Optimize Workforce and Reduce Payroll Errors
Eliminate the hassle of tracking hours by hand or guessing when employees arrive at work. See a rapid return on investment by reducing payroll processing errors and overtime costs- while simplifying the way you manage everyday requests, tasks and updates with ATS automated workflows, reminders and notifications features.

Analytics and the Employee Experience
ATSTimeWorkOnDemand redefines how your people consume and interact with their HR department. Whether your employees need to request time off, change personal information, request a shift change all of this information will be at their fingertips.

Unparallel Support
You’ve invested in ATS HCM software to make your business more efficient, cost-effective and competitive. ATS support helps you get the most out of that investment, by providing the assistance you need, when you need it. ATS Support provides technical assistance and support resources to help you maintain your ATSTimeWorkOnDemand solution.

While COVID-19 has now made working from home the new reality for some employees- it is also posing new compliance challenges for HR leaders. Whether your business operates in one region, province or across Canada, accurately capturing employee data as a complete snapshot of hours worked is essential to gaining deeper insights to current and future business imperatives— and help shape the organization strategy and create competitive advantage.

To download a demo, go to our website. And to reach an account executive by phone, call: 866.294.2467.