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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.

Working from home during COVID-19 pandemic can make seem like you are working all the time. Know how to set boundaries between your work and personal life, as well as avoid professional isolation. And, if your office is closed due to the corona virus pandemic, you might be working from home for the first time.

If you are working from home for the first time and/or just can’t seem to stay focused with the knowledge that your TV and fridge is nearby, consider these tips for maintaining work-life balance and avoiding professional isolation. These tips are from an article by Elizabeth Grace Saunders in Harvard Business Review titled, How to Stay Focused When You’re Working from Home

  1. Establish working hours- It may sound silly, but if you want to have a focused day of work, pretend you’re not working from home. Before I became a time management coach, my schedule was chaotic. I didn’t have a set time that I would be at my computer, and I would often schedule personal appointments or run errands during the day. And since my personal life didn’t have boundaries, my work life didn’t either. When I was home, I would feel guilty for not checking business email at all hours of the day and night. I never felt that I could truly rest.
  2. Structure your day for success- Maximize the effectiveness of your time at home by structuring it differently than a typical workday. For example, if you work from home only one day a week or on occasion, make it a meeting-free day. If you can’t entirely avoid meetings, reserve at least half a day for focused work. Choose a time that works best for you, based on any required meetings and your energy levels.
  3. Set boundaries with others- To make your efforts stick, be clear with the people who might see your work-at-home days as simply days you’re at home. Explain to friends, family, and other acquaintances that the days you’re working remotely aren’t opportunities for non-work-related activities. For example, if you’re home with your spouse, tell them, “I’m planning on being on my computer from 8 AM to 5 PM today. I’m happy to chat at lunch, but other than that I’ll be occupied.” Typically, when you set expectations and stick to them (say, really stopping at 5 PM), people understand your limits instead of assuming you’ll be available. (I also recommend having a place where you’re away from anyone else who might be home, such as an office or bedroom where you can shut the door and be out of sight.)

Bottomline: While some employees have been working remotely for many years and will likely keep their same routine, managers should remember that not every employee actually wants to work from home, a shift that can be stressful for some. However, as organizations increasingly mandate that many employees work from home during this pandemic outbreak, it’s becomes even more important that managers, communicate with their employees as some might be struggling with the change.

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.

To learn more about ATS, go to our website. To download a demo of our time and attendance app or reach us by phone call; 866.294.2467.

Hiring employees is no easy task, just ask any HR or hiring manager and they will you. Some of them probably have their own lists of questions that they have compiled and use, during their years of experience.

Here are 4 Interview Questions to Avoid Hiring Toxic Employees according to Dianna Booher’s blog, in TLNT: Talent & HR online publication.

  1. Who are 3-5 people in the public arena or your personal or social life whom you admire and why? Responses here will reveal several things: How informed are they on local happenings, current affairs, politics, or pop culture? Does their response suggest they can’t think of anyone, or simply that they can’t narrow their choices? Were all choices from public life rather than personal or social circles? That may suggest few mentors or role models in their life. Why? If all choices are personal acquaintances, that may suggest non-involvement in the community or activities outside the home. Why? At least, their answers will reveal their values.
  • Can you recall ever seeing or hearing about someone mistreated in the workplace? How did you handle or react to the situation? Their answers will reveal values and ethics. You’re also judging their capacity to feel empathy and compassion. Further, the action they took in this situation tells you about their ability to persuade others to stop the mistreatment or otherwise correct the situation. Their response also tells you about their tolerance for risk (if they had to act alone to stop the mistreatment). Did they risk their own reputation or even their own job to do the right thing?
  • Would you tell me about a particularly bad day you’ve had this past year or two — a day when nothing was routine and almost everything went wrong? How did you deal with all the stress and calamity? Their response gives you some perspective on what happenings they consider “routine” versus “calamity” and “particularly bad.” But what you’re really looking for is their coping mechanisms — both emotional stability and resourcefulness. Listen carefully to the retelling for words like “so upset,” “so angry,” “had a major meltdown,” “went ballistic,” “frantic,” “just beside myself with worry.”
  • Explain a new idea to me. For example, take a complex term, product, service, or project in a past job and explain it to me so well that I could teach a session on it tomorrow. I’ve yet to meet the job applicant who admits to having weak communication skills. In my three decades of reviewing résumés and making hire decisions, job candidates routinely claim some version of “excellent oral and written communication skills.” This exercise aims to test that boast. As the applicant explains the concept, interrupt with questions along the way to see how they react.

Bottomline: To ensure the success of your business, you need to hire the best job candidates and provide them with the support they need to grow in their jobs. And in these strange COVID-19 times, you are likely to conduct your interviews virtually, which in and of itself, can present a different set of challenges.

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.

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.

While governments are taking action to prevent the spread of COVID-19, working remotely, will be the new normal for tens of thousands of office workers across Canada, the US and around the world. In short, this means, many office-based employees are now predominantly, if not 100% will be working remotely for the foreseeable future due to the COVID-19 pandemic.

It will therefore, be up to the companies – and in particular, their HR departments – to ensure that employees feel supported through this unprecedented situation. And, while the transition of working remotely, might be easy for some (especially those who may have been working from home, pre-COVID-19) employees – for others, it can be particularly daunting.

Here are 5 steps, business leaders and their HR teams can use to ensure the effectiveness of their remote workforce:

1.Be open to flexible work policies: Employee value flexible work schedules. Some of them may have their children at home and are balancing helping their kids with online learning while also working. If employees have the flexibility to take a reasonable amount of time to look after their kids, when it’s convenient, could mean that your employees will be happier, less stressed and more productive.

Resist the urge to install keystroke tracking devices on the laptop of employees. This will only create mistrust and resentment from your workforce. Instead deploy a flexible online timesheet that employees can use to input their time and request time-off. And, if an employee is not able to start promptly at 9:00am, because of some unforeseen circumstances at home show some empathy. The manager and the employee, can perhaps arrange another day when the employee can make up the time.

2.Figure out the best way to boost productivity for employees: Sometimes daily calls and emails while good, might not always work. Change it up, by encouraging employees to look up some free online learning courses.  For example, LinkedIn, has a list of online courses designed to boost productivity while working from home.

3.Establish regular manager check-ins: The daily call-ins, could take the form of a series of one-on-one calls, or a team call to instill collaborative team effort. Make sure that the calls are regular and predictable, and that they are a forum in which employees know that they can consult with you, and that their concerns and questions will be heard.

4. Create Social Interaction Channels: As a species, we are social beings and enjoy fellow human interaction.  Managers, should therefore, structure ways, for employees to interact socially on a variety of topics. In other words, ‘water-cooler’ type of conversations. An example, might be to devote some time at the beginning of team calls to discuss non work-related items (e.g., ‘How was your weekend’? And, ‘are you watching any new shows on Netflix’?

5. Share wellness tips, offer encouragement and emotional support: Encourage employees to take their full lunch break and perhaps go outside for a walk. Some employees may not take a lunch break, fearful of what their manager might think.

In the wake of Covid-19, many employees have gone from working in an office to being 100% remote-and that, in and of itself, could raise employees’ anxieties and concerns. Managers should offer encouragement during one and one or team chats to employees. With remote workers not getting any face-to-face communication with their teams, mental health wellness becomes even more important.

COVID-19 is arguably one of the biggest changes, the modern world of work has had to navigate through so, this has been a challenge for many business leaders and their HR teams across the world.

To learn more about ATS you can register for one of our bi-monthly webinars. To download a demo of our work from home time and attendance application, go to our website. And, to reach us by phone call; 866.294.2467.

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This current pandemic has forced many employees to work from home. And, for those employees who are not used to working from home, they could get easily get distracted, feel lonely and unproductive. Moreover, this might be especially true for employees who crave the social interaction of their colleagues and also feel exiled from the office environment.

If you happen to be one of these employees who, like many of us, are having a hard time juggling working from home and managing house-hold chores while helping your school-age kids with online learning, here are few tips from an article titled, Four Self-Care Practices You Can Do at Your Desk by Mandy Gilbert for Inc.com

Wind down with a five-minute meditation: I probably don’t have to remind you of all the studies that have been done that link daily meditation to improved mental and physical health. We all know meditation is good for us. However, finding the ability to pull away from your pressing tasks and give into a quick mindfulness session can seem downright selfish when dealing with all the urgent matters stacking up on your plate. 

Turn off your digital devices and focus on the tangible: Screen fatigue is a huge problem and can become a very real hindrance on your mental health. As many of us transition to working from home, the problem is only becoming amplified. I know, personally, I cringe a little every time I hear the ping of my weekly screen report. 

Practice workplace gratitude and celebrate your accomplishments: Tell me if this sounds familiar to you. You’re working away on a big project, caught up in the day-to-day hustle, when a colleague congratulates you on a recent achievement that you almost entirely forgot about. 

Throw out the rules and text your family and friends: Our family and friends are our greatest support systems, so it can be hard keeping them at arm’s length throughout the day when you are going through a particularly difficult time. 

That’s why it’s time to throw away the rule made up in the boardrooms of yesteryear that you shouldn’t be on your personal phone during work hours. Speaking from firsthand experience, it can be so rejuvenating to take a moment and check in with your loved ones once or twice a day. It lifts your spirits, satisfies your need for socialization, and can even make you more productive. 

Bottomline: No one knows with absolute certainty, when many employees might return to offices. However, several tech companies including Salesforce, Twitter, IBM, Oracle and Google to name a few, has already said employees can work at home for the rest of the year, even after they have reopened their offices.

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.

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.

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How To Maintain Employee Engagement During COVID-19

While many provinces in Canada and states, in the US are making plans to reopen, many of its citizens, don’t feel quite ready to go back — to work or business. As employers make plans to return to the workplace, they will need to carefully gauge how employees feel and what would make them comfortable.

Here are 7 steps to take to protect employees and your business:

1.Encourage employees to stay home if they’re sick and don’t ask them to produce a doctor’s note. Doctors have got their hands full, trying to deal with COVID-19. They don’t have time to write a sick note to confirm that an employee is sick. Also, avoid pressuring sick employees to return to work too soon, instead, encourage them to utilize your company’s leave policies or paid sick time.

2. Check the updates from government and health officials. Provinces, municipalities, Government of Canada the World Health Organization and the Centers for Disease Control and Prevention (CDC), have added useful information regarding COVID-19 on their respective websites.

3.Communicate with your customers. No one is immune to this crisis so, be transparent to customers about your business operations. Perhaps, hours of operation have changed or product offerings are now exclusively online.

4. Offer a remote work option. It wasn’t too long ago that some companies would balk at the suggestion of having employees telecommute for a day or two a week. Today, COVID-19 has made working from home the new normal. Offering employees an opportunity to work from home, even if its for a few days a week—can help prevent the spread of the illness, without exposing themselves or others to the virus.

5. Reduce onsite meetings and travel and instead, hold them virtually. If an employee gets sick because of business travel, you could see a spike in requests for time-off and low employee morale.

6. Institute and communicate workplace policies. Develop hygiene policies that are aligned with public health recommendations and that of your local, regional and federal laws. Post information for employees with on how viruses are transmitted and help employees practice healthy habits by providing tissues, no-touch trash cans, hand soap and sanitizer, and disposable towels. These practices will show employees that their employer cares about their well-being.

7. Maintain employee privacy. Treat all medical-related information about an employee’s illness with the strict confidence. If you plan on informing your workforce about a possible case of the virus in their midst, do not reveal the name of the employee.

There will be some uneasiness with the employees who return to work and for employees, while it is great that they are returning to a job, you can expect them to feel uneasy for some time. These employees will likely be keen see what health and safety practices are being employed to ease their fears.

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To learn more about ATS you can register for one of our bi-monthly webinars, download a demo of our time and attendance app or reach us by phone at; 866.294.2467.

The world is different today than it was a few weeks ago. COVID-19 is sweeping across the world. Uncertainty, without question, is at an all-time high, as we experience an utter disruption in our workplaces and homes. And, above all, there’s no quick fix. The best thing employers can do is take time to listen to their employees. This means, being proactive with your employees by way of showing empathy towards their concerns, communicating frequently, while also being flexible and supportive of their needs.

According to the Centres for Disease Control and Prevention (CDC), the outbreak of COVID-19 may be stressful for people. Fear and anxiety about a disease can be overwhelming and cause strong emotions in adults and children.

Stress during outbreak can include:

  • Fear and worry about your own health and the health of your loved ones
  • Changes in sleep or eating patterns
  • Difficulty sleeping or concentrating
  • Worsening of chronic health problems
  • Worsening of mental health conditions
  • Increased use of alcohol, tobacco, or other drugs

This current pandemic has many employees working remotely, and as a result, it has made it next to impossible, for companies to maintain an engaged workforce. However, it does not have to be that way.

Here are three ways, companies can maintain employee engagement during this COVID-19 pandemic:

  1. We are social creatures, and whether it’s talking about our favourite hockey team, the latest movie with a work colleague, getting together for birthday celebrations or just casual conversations around the office-these activities include some of the reasons why we enjoy our jobs. All of a sudden, covid-19 has put a stop to all of this. So, as an employer, when checking in with your staff, something as simple as; how was your weekend? can make all the difference to them.
  2. Several provinces and states across Canada and the US are slowly opening up parts of the economy. But does this mean all employees should be asked to start driving to the office? A better approach might be to extend flexible work arrangements, such as telecommuting, and staggered schedules that can help prevent the spread of the illness by allowing employees to work without exposing themselves or others to the virus. Greater use of teleconferences and e-mail versus face-to-face meetings are additional social distancing strategies that can help prevent the spread of illness.
  3. When checking in with their employees, managers should remind them how important their work is. Whether your industry is in telecommunications, manufacturing, insurance, or the front-lines providing healthcare or in the supply chain keeping the economy going, every company’s work is important. Your employee should be told that the work they perform is important and they should be made to feel that way not only now, but beyond COVID-19.

Bottomline: Your employees are anxious. Not only are they worried about getting sick and having enough food and supplies during the COVID-19 pandemic, but they are also weathering financial uncertainty, canceled social plans, and a completely new way of working.

To learn more about ATS, go to our website to download a demonstration of software or you can also register for one of our bi-monthly webinars.

The COVID-19 pandemic, led many businesses to make challenging decisions most of which, necessitated the evaluation of staffing needs after provinces and states across Canada and the United States issued various orders aimed at curbing the spread of the coronavirus. And, in some instances, these decisions have resulted in businesses reducing employee hours or laying-off employees. 

As officials slowly evaluate easing restrictions, some businesses are considering rehiring laid-off employees or returning furloughed employees to their previously held positions. And, for some of these businesses that have hourly employees who previously punched in/out at a time clock, the question becomes, how can this done in a way that does not expose employees to contracting the coronavirus.

ATS offers a variety of employee time clocks that your staff does not need to make direct contact with, to record their hours.

Backed by ATSTimeWorkOnDemand, cloud computing solution, here are a few options to choose to choose from:

MIFARE cards: With a MIFARE Card employees simply put the card up to time clock and it automatically records their time. The time clock will emit an audible beep to confirm that the employee successfully punched in or out. MIFARE cards encryption keys prevent data from being emitted until the MIFARE card and card reader mutually authenticate each other.

Face Recognition Terminals: With these terminals, employees only have to put their point their face towards the unit and it automatically records their start and end time. ATS Face Recognition contactless biometrics supports three modes of identification, including Face, card or face and card and– simply authenticates digital identity through facial recognition, thereby worker health and safety. ATS Face Recognition time clocks have proven to be one of the best biometrics because employees time can be recorded without touching or interacting with the unit.

Proximity cards, RFID cards and Keyfobs: Similar to MIFARE,proximity cards, RFID cards and keyfobs feature also feature encrypted, embedded metallic antenna coil that stores cardholder data. Data stored on a proximity card, key fob or tag can be detected by an ATS time clock, when the proximity card is passed within range.

As businesses slowly bring employees back to their offices with new health and safety measures, in place and whether you are in healthcare, manufacturing or grocery– ATS contactless biometric technologies can help you introduce a hygienic and safe time tracking experience.

To download a demonstration, or to learn more, go to our website. And, to reach an account representative, call 866.294.2467.