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

Tips for Working and Succeeding Under Pressure

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

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

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

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

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

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

About ATS
ATS offers a broad portfolio of time and attendance solutions that streamlines the collection, calculation, and reporting of employee hours for workforce management and eliminates the manual tasks of payroll preparation, increasing efficiency and reducing errors in corporate payroll departments.

Thousands of organizations across North, Central and South America and Europe- including more than half of the Fortune 500 – use ATS TimeWork OnDemand, Workforce Planning, Employee Scheduling HR and payroll solutions to manage their workforce.

In addition, ATS provides modular analytic solutions that includes; workforce planning, benefits management, employee self-service, business intelligence, human resources, payroll, and advanced analytics based on a robust cloud computing platform for information and data needs. It also offers design, rapid deployment, support services, software updates, and enhancements; and consulting and training services.

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.

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

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

With ATSTimeWorkOnDemand, employees and supervisors can:

Employee Self-Service Portal

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

Supervisor Portal

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

Notifications

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

Vacation and leave management Balances

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

Available Benefit Accrual Balance

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

ATSTimeWorkOnDemand Payroll Ready

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

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

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

You can also read:

Time and Attendance to Manage Your Remote Workforce

Here are a few Contactless Punching Options for your Organization

How To Maintain Employee Engagement During COVID-19

As coronavirus pervades every aspect of life, many companies (big and small) are grappling with how to support their employees during this time when there are many unknowns. And in many of these organizations, employees look to their leaders, in particular, HR for guidance as they navigate through the unknown territory of this pandemic.

Nathan Christensen wrote an insightful guide for HR managers on TLNT.com titled

7 Tips for SMBs to Manage Their HR in the Time of COVID-19 

These tips include:

  1. “Communicate honestly and openly with employees. It can be tempting to shelter employees from fears and risks, especially since high stress has been shown to destroy trust and inhibit empathy. But it’s likely your employees are already thinking about the issues keeping you up at night.
  2. Invite employees into the challenge. Surviving during a crisis requires creative and innovative thinking, as well as a willingness on the part of everyone to rise to the occasion. Focus your team on the purpose of your company’s work and the challenges ahead, and invite employees to seek new ways to contribute to the mission of the company, deliver its values, and achieve its strategic objectives. If your employees are invested in your culture, company, and mission, they will respond.
  3. Practice “open-source HR.” One of the unique aspects of the COVID-19 crisis is how broadly it has affected employers. Reach out (virtually) to other business and HR leaders in the community, perhaps through social media groups or by hosting virtual chats.
  4. Pay close attention to the new legislation that is being passed in response to COVID-19. Laws like the Families First Coronavirus Response Act, New York’s paid sick leave for COVID-19, and Colorado’s emergency rules for paid sick leave are important efforts to help employees who have lost pay and work, but they also bring new compliance requirements to employers.
  5. Protect against any semblance of discrimination. During periods of significant change, it’s important to make sure that any actions taken with respect to employees do not discriminate or appear to discriminate based on an employee’s protected class. There are legitimate business reasons for treating groups of employees differently.
  6. Manage your employees holistically.Employees working from home may have additional distractions or disruptions they’re not used to managing during the workday. It’s also possible that employees or their family members are experiencing distressing financial or health-related circumstances. Prioritize the health of not only your employees, but also their support network. If an employee is sick, give them time to get well and forego asking for a doctor’s note (health care professionals are already overwhelmed). Employers shouldn’t lower their standards for employee performance — that can also have a negative impact. But a little flexibility can have a big impact on employee wellbeing, commitment, and contribution.
  7. Understand limitations on privacy. If you need to have a difficult conversation with an employee, such as to notify them of a layoff or furlough, keep in mind that if they are working from home, the conversation may not be a private one. There may be a child, spouse, or roommate in the room with them, which can make it challenging for the employee to process the information and communicate openly.”

Covid-19 pandemic has wreaked havoc on businesses across every industry and, to the global economy as a whole. Organizations in the immediate term, need to ensure that the health and safety of their employees above all else, come first. In the short and long term, covid-19 will change the way businesses operate and compete.

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, go to www.https://www.atimesolutions.com