Time and Attendance Blog, Workforce Management Software

It is Time to Digitize Your Spreadsheets

Say goodbye to antiquated time tracking and spreadsheets. Thanks to the power of ATSTimeWorkOnDemand, all data points are now at your fingertips, including; HR process, instant workflows, employee dashboards and more.

ATSTimeWorkOnDemand solution provides a suite of capabilities that make HR and payroll departments work easier and more efficient for everyone, across the organization. With a single tool to manage human resources, payroll and data tracking, organizations can eliminate third-party integrations, improve data accuracy, create a more engaging workforce experience, and make better-informed decisions to tightly align workforce performance with business performance.

Here are some of the benefits of ATSTimeWorkOnDemand HR Suite:

Reduce HR Administrative Costs
Empower employees and managers to securely accomplish common HR tasks, like changing addresses, making and/or updating shift schedules or viewing time-off balances, at any time.

Manage Compliance
ATSTimeWorkOnDemand is configured to adhere to collective bargaining agreements, flexible working time models and Canadian, US international holidays. With ATS Time and Attendance suite, you can fast track your workforce strategy by saving your team valuable time. The solution automates tedious tasks that overburden your people, and it will help you, gain greater insights to make more informed business decisions — and put yourself on a clear path to compliance.

Drive Deeper Workforce Engagement
Connect employees to their work with active goal setting. Recognize, review and reward achievements to increase engagement and productivity. By deploying ATSTimeWorkOnDemand, you can be confident that you and your team are making informed time and attendance decisions — in real time — to best meet your business needs.

Automation Time and Attendance Processes
ATSTimeWorkOnDemand will reduce manual — and error-prone — data entry and improve HR and payroll accuracy. Whether you use ATS Time Kiosk, hand geometry, Web Punch (for Android and iPhones) or facial recognition-these data collectors, will increase productivity and boost your business operations.

Reduce the Cost of Running Payroll and Increase Workforce Performance.
Run payroll in minutes without importing or manipulating third-party files, and post to your general ledger in real-time. ATS workflows enables you to access employee performance metrics built on — and updated by — ATS HR Suite.

Want to learn how our HR, payroll, and workforce management solutions can help you achieve a better work experience for all your people? Call; 866-294-2467. To download a demo, go to our website, www.atimesolutions.com

ATS Time Kiosk, Facial Recognition, Hand Geometry, HR, Payroll, Workflows

Why are some employers still struggling to find workers?

Government-issued pandemic cheques and unemployment benefits for workers are pretty much non-existent, yet some companies are still struggling to find talent. But why is it so hard to find workers even, after some companies are offering hiring incentives and, have increased the starting wages?

One of the reasons cited in some surveys is, that some companies are still clinging to the way they hired and treated employees prior to the pandemic. And, if that’s the case, some workers are likely to shop around until they find a company that aligns with the way they want to work post pandemic.

If your company is struggling to find workers, here are 5 tips that might help you navigate the competing talent landscape

Pre-Pandemic and Post-Pandemic Divide
Despite a record number of job openings and shortage of workers, employers are still operating the same way they did prior to the pandemic. Some companies continue to seek out candidates with several years of experience and those who are available to work odd hours and willing to work on-site.

Workers, on the other hand, are seeking higher salaries, more flexibility, hybrid and/or remote work options. This mismatch in priorities has created a post-pandemic hiring challenge, highlighting that some employers have not adapted.

Low salary/wage
One of the reasons businesses struggle to fill open jobs is that wages and are too low. And, while some companies have made a concerted effort to increase starting wages, many are unwilling to adjust their ways and expectations, refusing to raise wages to competitive levels and placing additional demands on employees.

A work culture that embraces equity, diversity and inclusion
Equity, diversion and inclusion (ED&I) are not buzz words. They are real and many of today’s workers, grew up, in an environment that embodies ED&I and expects their workplace to reflect those values. Today’s workers want to work for organizations that value diversity and make it a priority in the workplace.

The Great Resignation and Quiet Quitting
The Great Resignation, took off in 2020 and has not abated. And now, quiet quitting a form of rebellion against oppressive workplace norms —fueled in part, by GenZ and thanks to their avid use of technology-will likely change the work-landscape.

There is no universal reason why someone may quiet-quit. Maybe they’re experiencing burnout — which hit a lot of people during the pandemic. Employers should remain engaged (and get buy-in) with their workforce on how best to achieve their team’s and their personal goals while, at the same time, allowing everyone space for their lives outside of work.

Retaining Top Performers
At a time when hiring has become so difficult, companies should focus a bit more on retaining their good employees. This requires a thorough examination of your company’s corporate culture, compensation packages, perks and company policies to determine if you are doing everything you can to retain talent.

Bottomline:
Adapting to the post-pandemic world of work and understanding what job candidates are seeking can help you win over the talent you need. What employees need and want in terms of incentives, and what you need to offer to drive employee retention, have changed. Updating your approach and investing in supporting systems can give you a key advantage in retaining and attracting key talent.

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. ATS cloud services offer rapid deployment, support services, software updates, and enhancements; and consulting and training services.

ATSTimeWork OnDemand, Cloud Services, Employee Scheduling, HR, Pandemic, Payroll, Quiet quitting, Time and Attendance, Workforce Planning

HR And Payroll Departments Have Finally Embraced Cloud HCM

HCM cloud software is dynamic, and in ever-changing industry, with expectations and demands from customers changing at a fast pace. HR and payroll departments are no different, they have had to deal with legacy software solutions for many years. And, while some have been slow to migrate to the cloud, most have because of covid-19 — and remote work— due in part, to a new generation of workers, who value work differently than their parents.

The adoption of Human Capital Management (HCM) solutions has had a significant impact on HR and business processes. Modern technologies and software platforms, like ATSTimeWorkOnDemand HCM have allowed HR and payroll professionals to simplify employee lifecycle management and focus on organizational goals rather than administrative tasks.

ATSTimeWorkOnDemand is a 100% TrueCloud based HCM platform, that offers a suite of modules and functionalities, under one roof. And since it’s Cloud-based, ATS offers unlimited scalability of operations, without any major infrastructure costs involved.

Here are some other reasons why companies are embracing ATSTimeWorkOnDemand HCM:

Time Collection for Accurate Data
COVID-19 has increased work from home options and, as more companies, become dispersed and mobile than ever, a traditional time clock many not be a viable solution. ATS offers a variety of options for employees to clock in including: kiosk, web, tablets and mobile phones. And, with embedded geofencing you can ensure employees only punch in from certain locations, when reporting to or signing out from work.

Improve HR Service Delivery
ATSTimeWorkOnDemand HCM provides a suite of capabilities that make HR service delivery easier and more efficient for everyone, across the organization. With a single tool to manage employee time, accrual benefits, payroll and financials, organizations can eliminate third-party integrations, improve data accuracy, create a more engaging workforce experience and make better-informed decisions to tightly align workforce performance with business performance.

Intuitive Analytical Tools
ATSTimeWorkOnDemand HCM is equipped with Machine learning (ML) a subset of AI that is narrowly focused on the learning and inherent interpretation of data. ATS artificial intelligence tool, recognizes patterns and make predictions through data collection— thus, removing manual entry and guess-work out of the equation.

Reduce the Cost of Running Payroll
With ATSTimeWorkOnDemand HCM, you run payroll in minutes and post to your general ledger in real-time, while at the same time gaining access to workforce analytics. Within the application, the process for, employees to request time off and managers to approve requests, is automated. Time-off balances are automatically updated once requests are approved, and companies can set controls to enforce policies so employees aren’t taking too much time off. ATSTimeWorkOnDemand HCM performance metrics, empower managers— and employees to update their profiles, manage their teams — and securely view their own HR-related information.

ATS HCM Suite
ATSTimeWorkOnDemand suite has been adopted by global leaders in manufacturing, retail & hospitality, government entities, healthcare and engineering and construction to optimize their workforce, maintain compliance risks, and improve employee engagement. ATSTimeWorkOnDemand HCM connects HR and payroll data, project planning, talent management, budgeting and forecasting and procurement processes, that empower your executive and operational teams to make smarter and faster business decisions.

ATS has packaged the experience gained from thousands of deployments across the continent into a set of leading practices. These practices pave a clear path to success and are proven to deliver rapid return on investment (ROI) and get you live on ATS cloud applications in a predictable timeframe. Intelligent, stepped implementations begin with sales and span the entire customer lifecycle, so there’s continuity from sales to services to support.

To learn more, go to our website and download a demonstration. If you are interested in attending one of our bi-monthly webinars, register here. And, to speak to an account executive, call 866.294.2467.

Budgeting and Forecasting, HCM, HR, Machine Learning, Payroll, Project Planning, Talent Management, Time and Attendance, Workforce Analytics

An All-In-One Solution For Your HR Manager

What is ATSTimeWorkOnDemand human capital management solution (HCM) solution? An all in-one that provides a suite of capabilities to your company’s make HR service delivery easier and more efficient for everyone, across the organization. With a single tool to manage HR, payroll and financials, companies can eliminate third-party integrations, improve data accuracy, create a more engaging workforce experience and make better-informed decisions to tightly align workforce performance with business performance.

If your company is contemplating an HCM solution, here are three powerful processes that’s included with ATSTimeWorkOnDemand, that will make your decision easier.

Make use of Best-In-Class HCM While Bringing Together HR and Financial Data
Drive people-focused results and transform your business with a truly connected global workforce experience — delivered through resilient and mindful HR technology. Empower employees and managers to securely accomplish common HR tasks, like changing addresses or viewing time-off requests and balances, at any time with any connected device.

Reduce the Cost of Running Payroll and Drive Employee Engagement
Run payroll in minutes with seamless API integration third-party files, and post to your general ledger in real-time. With ATSTimeWorkOnDemand, you can manage the entire employee journey from a single solution — giving you the power of HR, talent, payroll, and workforce management to deliver a personalized, people-centered experience.

Increase Workforce Performance and Achieve Faster Time to Value.
With workforce management information shared across ATSTimeWorkOnDemand HCM Suite, HR leaders can automate processes to reduce administrative time spent on common tasks and easily route information across the entire organization. Intuitive dashboards and workflows enable human resources stakeholders to monitor key KPIs and become more strategic business partners — while, at the same time, delivering an exceptional workforce experience.

Want to learn how our ATSTimeWorkOnDemand HCM suite can help you achieve a better work experience for your people? Go to our website and download a demonstration. You can reach a sales representative at (866) 294-2467.

ATSTimeWorkOnDemand, HR, Human Capital Management (HCM), Payroll, Time-Off Requests

3 Ways Companies Can Ease Employees Transition Back To The Office

Governments across many jurisdictions have released pandemic health restrictions, including the wearing of masks. And, many companies, are also making plans for a return to the office. However, leaders should not expect an immediate return to the same old workstations, ping-pong tables and water coolers. Case in point, when a CEO of an organization said recently, that there would a “a strong incentive” to demote employees who chose not return to the office, the backlash was swift.

Employees across every industry has cited concerns about safety, including a reduction in their productivity with having to commute again, among others. The best way to the handle the return to the office is through engagement between companies and their employees. And, while, there will be employees clamouring to return to the office others, will be seeking a slow return and/or hybrid approach. Business leaders, therefore, would be wise to consult with their employees and not use the hammer to force them back to the office. There is a reason why the ‘great resignation’ took several companies by surprise, and — why so many employees feel differently about the future of work, compared to some business leaders.

In her blog for the online publication Talent Culture, Business Needs vs. Employee Needs: Finding the Happy Medium Dawn Mitchell, lays out some advice that employers can use to achieve their goals of a return to the office for employees. It reads, in part:

Listening to Employees
“Work-from-home employees are not shy about their preferences and pain points around remote work. Coworkers commonly talk amongst themselves about how much they like not having to dress in full business attire or commute. They also expressed frustrations around digital communications and how, since they’re online, the workday can stretch beyond regular hours.

Before putting forth a return-to-office plan, businesses must listen to what employees truly want. To avoid turnover, some employers plan to skip a return-to-office life altogether, especially since a lack of remote work options is a deal-breaker for many employees and may send them searching for a job elsewhere. Many employees have already made that step, citing lack of remote work options as the main reason for seeking other opportunities. Notably, according to a survey by ResumeBuilder, 15% of workers are planning to leave their jobs before December.

Balancing Employee Needs With Business Needs
While keeping employee needs top of mind is essential, HR professionals must also evaluate how best to serve the company. If remote work begins to negatively impact employee and company performance, that can’t be ignored. Conversely, if an organization consistently meets KPIs, is growing, and employees are engaged, there’s no need to return to the office five days a week.

Instead of assuming performances and company operations will improve in an office setting, HR teams should strive to find balance. There’s no need for extremes. Companies don’t need to decide to keep operations fully remote or shift them entirely back to the office.

Looking to the Future
Before implementing a return-to-office plan, HR teams must equally weigh the needs of the business against those of their employees. Therefore, it may be tempting to develop this kind of plan quickly. However, HR teams must take time to listen to employees and measure their needs alongside business goals. This will create a happier and more effective workplace for everyone”.

Bottomline: Creating a plan to return to the office is not that hard. Where it can go awry is when leaders decide to not engage their employees in the plan. And, a return to the office plan should not imply that remote or hybrid workers don’t do real work. If you infuse, your plan with thoughtfulness and a commitment to minimizing inequities., you are likely to get buy-in from most, if not all of your employees.

Future Of Work, HR, Work from Home

How To Save On Labour Costs And Transform HR Compliance

Managing HR-related compliance risks is one of many critical roles performed by HR departments. Often, several mundane tasks associated with compliance management turn skilled HR personnel into manual labourers. The total cost of payroll is the sum of labour, outsourcing, system, overhead, and other costs involved with the maintenance of payroll records; the calculation of salaries, wages, and deductions; and the distribution of paycheques.

Now let’s take closer look at areas for improvement, that will allow your company to streamline the process, and at the same time, save money.

Make use of HR compliance
HR operations, including payroll, time and attendance and recruitment that typically requires attention to compliance management-include a range of manual tasks and procedures that are accepted as part of the process. However, those inefficiencies of these operations are often accepted as a cost of doing business. But many processes can potentially introduce avoidable errors and compliance risk that go beyond the cost of inefficiency.

Think of the Big Picture
Routine, high-volume tasks like time and attendance and payroll processing would be well served, when these tasks are automated. For example, ATS Human Capital Management (HCM) flexible inherent rules-based solution can reduce errors and exceptions while significantly lowering costs.

Focus on a Return on Investment (ROI)
If HR is spending an inordinate amount of time on tracking shift differentials, labour allocation and host of other manual tasks-that’s not the best use of the HR department’s time. If the goal is to obtain HR compliance, then the decision to automate can become a relatively straight-forward decision based on the return on investment from labour savings alone.

Bottomline: ATS HCM gives you a proven solution to process payroll, schedule and track employee hours worked, including paid time off. You can satisfy wage and hour reporting requirements quickly and easily by being able to better operate in an increasingly demanding regulatory environment and accommodate a global workforce.

To learn more, download a demonstration on our website. And, to reach an account executive, call; 866.294.2467.

HR, Human Capital Management (HCM), Payroll, Return on Investment (ROI), Shift Differential

5 Tips Companies Can Use To Win Over The Current Talent Shortage

Societal changes were taking place before the global health crisis became a reality. And, today’s current talent shortage is no fluke, it had been bubbling beneath the surface and got exacerbated by the pandemic.

Hiring employees is part science, part art and companies and their recruiters, should follow the Golden Rule, treat candidates the way they would like to be treated. Sometimes, the recruiting process is less than stellar. It only takes some planning and effort to make it warm and personal — while, being sensitive to prospective candidate’s needs and anxieties, whether there’s a labour shortage or not. Prospective candidates talk to others and the stories they tell can either help build up, or destroy, your brand. Don’t lose the opportunity to make sure the story they tell about your company is a positive one, even if you do not hire them.

5 Tips Companies Can Use To Win Over The Current Talent Shortage

Here are 5 tips you can use to help you overcome the current talent shortage:

1.There are no Perfect Candidates
Some companies hold out for that ‘perfect’ candidate who has the right skills, experiences and degrees. While some companies persist in looking for that one perfect candidate, (that does not exist) don’t be surprised, if the one you just rejected, got hired by your biggest competitor— and now, their new hire, is targeting your customers. A lot of companies are labouring under the misconception that we’re in the midst of the 2007/2008 recession and that people are clamoring to get a job. It’s 2022 and there are a lot of companies vying for the same candidates you are considering.

2. Diversity of Talent
Some of the most successful companies have diverse workforces. In a broader sense, diversity encompasses; employees with different life experiences, backgrounds, education level, age, social status, race and gender. Organizations should take into account the highly competitive labour market, relax some of their assessment criteria and be ever-more vigilant about their hiring practices. Today’s candidates, place a greater emphasis on the type of employees that are within a company before agreeing to a second or third interview. Why? Because a majority of candidates will evaluate the make-up of your workforce (including the C-Suite) before they apply.

3. Re-evaluate Recruiting Practices
Not every prospective candidate will have their resume uploaded to LinkedIn and that’s ok. You should not hold it against a candidate if their resume can’t be found on the latest online job platform or they don’t have a website that houses their CV. Hiring is not just about ticking boxes or following a step-by-step guide. At its core, it is about publishing a job ad, screening resumes and providing a shortlist of good candidates – but overall, hiring is closer to a business function that is critical for the entire organization’s success and health. In other words, think a little outside the AI-driven HR recruitment software.

4.Pay and Rewards
Within the first 5 minutes of an interview, ATS recruiters will take time to go over a candidate’s salary expectations versus what the company offers. Compensation is important to prospective candidates so don’t gloss over it. Candidates will no longer appreciate a recruiter who says “The salary will be discussed at the second round of interviews or with the CEO”. Be upfront about what your company is willing to pay for the role. No company wants to hire a candidate who accepts the salary that’s being offered, only to quit a couple of months later because they found a company who’s willing to pay their desired salary.

5.Hybrid and Work-from-Home Options are Here to Stay
Hybrid work and work-from-home (WFH) are “well-accepted business practices”, with many companies accepting ‘work from anywhere’ as the wave of the future. And, while not every job is conducive to work-from-home (WFH), increasingly —employees are expressing their interest in such arrangements. And, although some leaders still prefer their teams back in the office— Companies will have to weigh ‘The old idea that working at home is synonymous with goofing off’ versus embracing the future of work. In the end, it will come down to trust.

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.

AI, HR, Hybrid, Management Software, Work-from-Home (WFH)

AI Continues To Change The HR Landscape

As proponents of artificial intelligence (AI), at ATS, we see how the technology can transform (when used the way its intended) HR departments and not to make them redundant. Essentially, many HR and other c-Suite executives already use the technology in some form or another, in their personal lives; whether it’s Siri, Alexa, or Cortana or a range of others on AI-based devices. In the workplace, AI is evolving into an intelligent assistant to help us work smarter. The technology also offers the potential to revolutionize key HR responsibilities, such as human capital management (HCM), talent management, benefits accruals, absence management, employee self-service, performance evaluation and onboarding for HR professionals.

A recent Gartner worldwide artificial intelligence forecast suggest that a whopping $62.5 billon in revenue is expected in 2022. And, a recently published article, by The HR Director, outlined 3 important ways that AI is being used in the world of talent management. They include:

“Sourcing-AI is used to find and connect with talent more quickly, with the overall results of the sourcing being of better quality than before.
Screening-with the help of AI screening tools, deriving important information is more efficient than ever – instead of going through and opening each and every resume, the tools will give you needed results in minutes.
Interviewing –AI can be used for analyzing facial expressions of candidates during video interviews, giving the employer a better look into their personality traits, as well as using chatbots or pre-recorded videos to be more precise with checking the skillsets of candidates.”

Bottomline: Artificial Intelligence (AI) integration into human capital (HCM) management and human resources (HR) applications will make organizations better because these applications can analyze, forecast, capture data and diagnose to help HR teams make better decisions. Today, more than eve, more organizations are turning to power of AI and machine learning to streamline costs and improve productivity.

To learn about ATS Machine learning and AI software solutions, go to our website. To reach an account executive by phone call: 866.294.2467

Absence Management, AI, Alexa, Benefits Accruals, Cortana, Employee Self-Service, Gartner, HR, Human Capital Management (HCM), Machine Learning, Onboarding, Recruitment, Siri, Talent Management

Is ‘Culture Fit’ Still Part Of Today’s Corporate Lexicon Or Is It Changing?

When one of the requirements in online job ads states, that candidates will be hired based on ‘cultural fit’, this tends to favour the status quo in the company, whether that relates to socioeconomic, gender, age or one’s ability to join work colleagues at the local bar every Friday night. And, when this happens, it makes it harder for anyone who doesn’t ‘fit the mould’ to get into sectors where they are currently under-represented. One of the problems with the words ‘culture fit’ is that its process, is both opaque and rife with biases – while keeping qualified candidates from roles they deserve.

In her article on the pros and cons of ‘Culture Fit’ Carla Bell of HR Dive solicited feedback from 3 experts in the field of HR and talent management. Here is a excerpt:

Jason Geer: What is culture fit?
“I literally laughed out loud when I thought about the number of conversations, I’ve had with HR professionals and managers who described someone as not being a good “culture fit” for their respective organizations. They were saying, without actually saying, that “employee X” didn’t fit their narrow definition of how they should look and act.

Culture fit is all about creating a culture centered around the “in group” philosophy of people who look, act and sound alike. It could be an organization’s interest and pursuit of candidates who will look, speak, act and work just like existing managers and employees. This is why so many companies are overwhelmingly white, and have similar academic backgrounds. It’s also the reason why diversity efforts in companies and organizations generally miss the mark. In an ideal working world, culture fit would be determined by that person’s ability to do the job.”

Lily Zheng: What is culture fit?
“Culture fit” is often used by HR professionals to describe the extent to which a candidate or employee has traits or characteristics in line with those promoted by the existing company culture. When those using this term lack awareness regarding their company culture, they may intentionally or unintentionally prioritize “fit” with extraneous criteria — e.g. the racial or gender composition of their company, the connection to prestigious schools or prior workplaces, friendship with existing leadership, etc. — and thus be engaging in discrimination.”

Andrew MacAskill: What is culture fit?
“When HR and other leaders talk about culture fit, they are talking about inviting people to work on their planet that won’t upset their ecosystem. They want people who can demonstrate that they align with the values and collective behaviors within the business as well as meeting the hard skills requirements of the role. This is a solid approach, but I feel as a business community we are now moving away from culture fit and evolving towards “culture add.” This is exciting because this is how we actively seek to recruit diverse individuals who will add something to the team through fresh thinking and perspectives, and that is where innovation and progress comes from.”

Bottomline: Of course, its important to make sure new hires abide by the policies and other day to day rules that govern a company. However, maintaining ‘cultural fit’, at all costs, means a company is not open to differing views — which in the end, means you are not maximising the potential of your talent and business.

Culture Fit, HR, Talent Management

Why Should Our Company Use An ATS Thermal Check Facial Recognition Time Clock?

Well, for starters, it is the most innovative facial recognition time clock on the market, that identifies or verifies the human face through a digital image or a video frame. And, when combined with ATS HCM feature-rich cloud computing software, you know you are going to get a huge bang for your buck.

Across Canada, and that includes the federal government, municipalities, provinces and many US states, have all mandated that their employees must vaccinated to enter their place of employment or partake in daily temperature checks. Many organizations, across different industries have instituted similar policies. Centres for Disease and Control Prevention (CDC) recommends that temperature screenings should be conducted daily at all workplaces. And, while some companies use manual-based screening, automating this process will help with social distancing, increase health and safety and boost efficiency.

Here are some of the most advanced technology features, that will make you want to deploy ATS facial recognition time clock:

HR Functionality: Employees can key-in job numbers or perform department transfers, view previous punches, review current week and following week’s schedule, view accrual hours (time-off requests etc.) and enter $ or hours and quantity of hours at the time clock. With up-to-the-minute analytic reporting HR, payroll and finance leaders can ensure a safe environment and consistent experience for all employees at the point of entry to the work-space.

Thermal Temperature: Social distancing and contact tracing are both crucial elements of the new normal. Being aware of how your employees move through the workplace can be a tremendous help in mitigating risk and maintaining health and safety protocols. ATS facial recognition has the ability to check employees’ temperature before they clock in for their shift. The embedded thermal accurately measures employee temperatures and, if an employee is found to have a high temperature the reader will not allow them to punch in for the shift- and will grant a manager the option to handle this at their discretion. This cutting-edge biometric technology helps you maintain spacing and pinpoint problem areas if health issues do arise.

For your IT Personnel: ATS Thermal Check Facial Recognition defaults to port80 but, is also designed for LAN and Cloud Computing environments. Other port installs include; dynamic DNS or static IP address. Network options: PoE support, Gigabit Ethernet, Blue Tooth, Wi-Fi enablement and more.

Human Voice Technology: ATS Thermal Check Facial Recognition includes a touch-free temperature readings without the need for additional human interaction and can be used as a single-function equipment that creates an accurate, multi-point temperature readings that helps keep your workplace safe. ATS Thermal Check Facial Recognition allows employees to fully interact with all essential clock functions with voice recognition, thus avoiding any physical contact and prevent the spread of disease.

Mask Detection: With ATS facial recognition time clocks provides masks confirmation when employee punch in/out at the reader. The unit can instantly detect if a mask is being worn at the time of the punch with reliability, precision and exceptional matching speed. The advanced algorithm will still know who the employee is even with the mask on.

To learn how your company can rent or purchase an ATS Thermal Check Facial Recognition Time Clock, go to our website.

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.

ATS Thermal Check Facial Recognition, Canada, Cloud Computing, HCM, HR, IT, LAN, Power Over Ethernet (POE), Time-Off Requests

It is Time to Digitize Your Spreadsheets

HR And Payroll Departments Have Finally Embraced Cloud HCM

An All-In-One Solution For Your HR Manager

3 Ways Companies Can Ease Employees Transition Back To The Office

How To Save On Labour Costs And Transform HR Compliance

5 Tips Companies Can Use To Win Over The Current Talent Shortage

AI Continues To Change The HR Landscape

Is ‘Culture Fit’ Still Part Of Today’s Corporate Lexicon Or Is It Changing?

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