Best-in-Class Workforce Management Software from Industry Experts

Spreadsheets serve a good purpose. And several companies use them. In fact, some of ATS financial analysts and even some, in the professional service areas like; software engineers use spreadsheets to measure results. However, this data usually comes in from outside big data tools as oppose to being keyed in manually. The potential to run into errors when manually keying data into spreadsheets is real,especially, when you are dealing with things like leave management and employee attendance.

In a recent article by Courtney Blanchard, for TLNT titled, With Paid Leave Laws Expanding, You Need to Update Your Attendance Policies there are some worthwhile advice for HR and Payroll Practitioners on how to best navigate and keep accurate records of attendance policies. They read, in part:

  •  Review company attendance policies to ensure that any mandatory notice periods (i.e., 2 weeks’ notice for a planned doctor’s appointment) do not violate the sick leave law.
  • Update hiring notices and workplace posters.
  • Educate supervisors on how to spot fraud or abuse without inadvertently retaliating against employees for using paid leave. Most laws prevent employers from seeking any verification unless an employee has been absent three consecutive working days.
  • Review payroll practices to ensure employees are receiving the proper rate of pay for the use of sick leave, and that pay stubs include any required information.
  • Develop a consistent tracking method to ensure that employees accurately accrue time, and that any time used is properly credited and deducted from the balance.

And, while this article is specific to regions in the state of Minnesota, their impact will reverberate across other US states. Also, while labour laws and leave management tracking are different in Canada they could eventually make their way north of the border.

 So, if your company is tracking employee time and attendance including, vacation, and other leave management through paper time sheets, you don’t need to anymore.

With ATS TimeWork OnDemand you can:

 Automate Tracking of Management Policies: ATS TimeWorkOnDemand helps automate the administration and tracking of paid and unpaid federal, provincial, and otherregional employer-specific leave policies. ATS TimeWorkOnDemand can be configured to match the needs of your organization to maintain balances, reduce manual process errors, and control absence costs.

Simplify and Streamline Compliance: Federal regulations and provincial and/or state laws and union policies, often have overlapping eligibility rules, benefit accruals, and notice requirements. Which makes it all the more important that companies should a time and attendance system that allows to them to accurately track employee attendance and leave management policies. ATS TimeWorkOnDemand solution allows your organization to automate laws and policies in a single solution—simplifying compliance and reducing costs, while also freeing your HR team to focus on higher priority responsibilities.

Keep Accurate Attendance: ATS TimeWorkOnDemand will make sure your leave policies are enforced consistently and accurately across your entire company. With ATS leave management automation, your employees will have access to self-service capabilities through leave eligibility, and balance tracking — available24/7, 365 days a year from any Smartphone or tablet, anytime, anywhere.

To learn more about ATS TimeWorkOnDemand Leave Management solution, go to our website. You can also register for one of our bi-weekly webinars. And to reach an account executive,call: 866.294.2467.

Is Work-Life-Balance Doable Or Mere Chatter?

March 9th, 2017 | Posted by ATS in Absence Management | Benefit Accruals | Time and Attendance Blog, Workforce Management Software - (Comments Off on Is Work-Life-Balance Doable Or Mere Chatter?)

Some have argued that work-life-balance is not doable for the average worker, while others have suggested it is a choice and anyone can a life outside of work and point to the attitude some European countries have towards it and, in some cases, laws that have been enacted to help employees.

The dogmatic approach to work which stems from the industrial era is still prevalent in some work environments i.e. driving to work every day for a 9:00am-5:00pm shift while, sitting at a desk, attending useless meetings, and working most evenings and weekends. Today’s workforce especially millennials, are having none of this. But what does a flexible work life look like in 2017?

Is Work-Life-Balance Doable Or Mere Chatter?

An Article in HRM Online titled ‘Men and flexible work: Why is it so difficult?’ written by Laura McGeoch it states in part; “There is also a small but growing number of men who are opting to work part-time or flexibly to better balance work and family. Others want to, but are hampered by workplace culture and social stereotypes. Thirty per cent of men – up from 16 per cent 20 years ago – now work flexibly to help care for children, according to new figures from the Australian Bureau of Statistics. Meanwhile, the number of dads working from home to care for children has doubled from seven to 14 per cent since the mid 1990s.”

The fact that many of in today’s workforce want more flexibility is driven, in part, by a growing shift and attitude towards work. Men today, want jobs that offers; flexible hours, paternal leave, the ability to work from home occasionally and not have to worry about answering a boss e-mail at all hours of the night. These changes in attitudes are also seeing more women as either the one bringing home the bigger salary or the sole breadwinner. In the short, the societal norms of how we approach work, while still pervasive is dealing with a new breed of workers that do not want to be tethered to norms of the last several decades.

So, will anything change? As with everything else it takes human being a long time to accept and/or adopt to change. Perhaps it might take generations for the real change to take place. In the meantime, the tug of war between proponents for and against  work-life-balance will continue.

To learn about more about ATS go to our website.