Time Attendance Clean Up

Cleaning Services Company Spring Clean Their Time And Attendance / Workforce Management System

The old paper based time and attendance system is thrown out with the refuse, as cleaning company seek to make their payroll system crystal clear.

Slate NYC Improves Workforce Management Processes at Multiple Locations with NOVAtime 4000 Time and Attendance / Workforce Management Solution

(PRWEB) October 08, 2013

NOVAtime Technology, Inc. (http://www.novatime.com), a leading provider of enterprise TIme and Attendance / Workforce Management solutions, announced that Slate NYC has chosen to utilize the robust NOVAtime 4000 solution to manage its workforce across multiple business locations, allowing the company to effectively reduce errors through streamlined time and attendance processes.

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Slate NYC is an eco-affordable dry cleaning, home cleaning, and janitorial service based in New York City, used by more than 5,000 people in New York and around the world. Since its founding in 2007, Slate NYC had relied on a paper-based system for its time and attendance records. Employees, many of whom visited multiple locations each day, had to remember the specific locations and hours they worked. After returning to the office, they would first fill out paper forms, which would then be manually entered into computers. This system was time-consuming for both mobile employees and office personnel, and prone to error and risk.

“Managing time and attendance records becomes very complicated when you have a workforce working in multiple locations,” said Miguel Zabludovsky, founder of Slate NYC. “If you added up all the hours that everyone involved put into the process, it was significant.” Despite the inefficiencies of manual time collection, the deciding factor arose when two employees alleged that they had been underpaid—Zabludovsky knew it was time to upgrade the company’s time and attendance processes.

Slate NYC discovered the ideal solution in the NOVAtime 4000 Workforce Management system. NOVAtime 4000 is a fully-integrated system complete with time and attendance, scheduling, accrual, leave, and reporting features and functionality. Additionally, NOVAtime offers native mobile applications for Apple iOS and Android devices, making it a perfect choice for Slate NYC, whose majority of employees are mobile.

Today, Slate NYC’s full-time employees log time through NOVAtime smartphone apps, and NOVAtime 4000 tightly integrates with the Slate NYC’s payroll system. “Mobile time reporting with NOVAtime, connected to our payroll processing system, is a perfect solution that saves us so much time and makes our operations seamless,” stated Zabludovsky. “It’s easier to see what hours everyone has logged, and it literally takes three clicks to process payroll.” The NOVAtime solution virtually eliminates the risk of error and helps ensure compliance with the Fair Labor Standards Act (FLSA) and other federal, state, and local labor laws. Furthermore, geo-location tagging in smartphones helps provide assurance that employees worked at the times and locations they reported, and deters any temptation for fraudulent entries. Brian Harris, VP of Client Services at NOVAtime, adds, “It really is an end-to-end solution for adding data collection to the payroll process, with a key aspect being compliance with labor laws.”

In addition to streamlining time and attendance processes, NOVAtime 4000 also gives Slate NYC room to grow. Zabludovsky plans to double his workforce within a year and previously, this would have meant double the back-end administrative work for time and attendance. However, since NOVAtime 4000 is fully scalable to suit any business size, Slate NYC does not have to worry about the future growth of the company. Zabludovsky expressed that “the ability to scale our organization to twice as big as it is now is one of the benefits of NOVAtime.”

NOVAtime 4000 has truly streamlined time and attendance processes for Slate NYC and provided the company with a scalable growth platform that has eliminated the inefficiencies of the previous manual system.

Originally from : http://www.prweb.com/releases/time-attendance

Summary:  The problem of keeping track of the time and attendance of so many mobile employees, over so many sites does require a workforce management solution that is adaptable and proven.  The FaceTime  attendance system will enable accurate records to be available at a moments notice.

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Employee management can be tricky

Employee management can be tricky when you have strong personalities in the workforce wanting to do things their own way.

Team work for some is a hard slog and requires empathy which lets face it, some have and some don’t.  We asked a few Managers for their advice and tips for getting employees to get along and work together towards a common goal.

employee conflicts

It doesn’t matter how robust or thought out the company wellness program is or how relaxing the nap room feels – when two or more employees are stuck in a negative situation, the entire startup suffers. Whether they’re butting heads on a new collaborative project or talking behind each other’s backs about a personal matter, it’s up to the boss to put an end to the conflict and bring the office morale — and productivity — back up to par. We asked members of the Young Entrepreneur Council (YEC), an invitation-only organization comprised of the country’s most promising young entrepreneurs, the following question about getting a grip on the office grumps:

“What is one conflict resolution tip you have used to mediate negative situations between two or more employees?”

Here’s what YEC community members had to say:

1. Tell It to the Judge

“Treat a conflict resolution between employees like a court case. Let each employee produce a brief written statement and evidence to support their side of the story. Review them impartially, and make a swift and just decision. Make sure that the losing party doesn’t receive a punishment too severe, and put all parties back to work.” ~ Anthony Saladino, Kitchen Cabinet Kings

2. Address the Situation Immediately

“Employee conflicts that are allowed to fester can have a significant negative effect on the company as a whole. Get the employees together, mediate a discussion and commit to a solution before anyone leaves. Don’t take sides and try to address the conflict objectively. No one likes working in an environment with an air of tension and discord.” ~ Andrew Schrage, Money Crashers Personal Finance

3. Adopt a Proactive Approach

“On a small team, it’s especially important to address internal conflicts before they escalate and blow up. Coach your team to comfortably handle conflicts in a non-charged fashion, and set an example with your own healthy ability to manage conflict. By doing this, you will build a culture of proactive mediation and conflict resolution. ” ~ David Ehrenberg, Early Growth Financial Services

4. Take the Company’s Side

“Choosing one employee over another can be dangerous to morale, especially if you’re not exactly sure what happened. Make it as clear as possible that you’re impartial and that you’re on the company’s side. Going from there can at least help mitigate any bad feelings and will let you fall back on an existing policy.” ~ Thursday Bram, Hyper Modern Consulting

5. Bring in More Objective Advisers

“Founders walk a fine line when mediating negative situations between employees — you do not want to be seen as “taking the side” of one teammate. I try to get everyone together as much as possible to discuss the differences and then research for objective advice. Sometimes, that means calling mutual advisers; other times, it means researching on Quora. ” ~ Aaron Schwartz, Modify Watches

6. Look at What the Books Say

“I highly recommend reading the books “Crucial Conversations” and “Crucial Confrontations” by Kerry Patterson and looking at the advice and models these books provide for talking through tense situations. Oftentimes, when you have the right model for communication, negative situations can quickly diffuse into positive solutions. ” ~ Elizabeth Saunders, Real Life E®

7. Offer Drinks on You

“I pulled two employees aside and said I would fire both of them if they didn’t fix their problem by that afternoon, but if they did, drinks that night were on me. #CEOproblems” ~ Jordan Fliegel, CoachUp, Inc.

8. Remember That You All Have One Goal

“When conflict arises, always set the stage and remind all parties that everyone has good intentions. Most times, conflict arises between good people because there is bad communication or a lack of information between parties. Remind everyone that, as a company, you have the same goals. Then, work from that shared ground.” ~ Ben Rubenstein, Yodle

9. Watch for a Lack of Resolution

“You want employees to be able to resolve things on their own. But when it becomes apparent that this resolution is not occurring, the sooner you (or someone from your top-level team) jump in to mediate, the better. Rarely do these situations resolve themselves and if you let things fester, they’ll spread quickly and create deeper problems.” ~ Anderson Schoenrock, ScanDigital

10. Treat Them Like Adults

“Communication is critical between employees who are having issues with each other. Giving them ownership of the situation, reminding them of the greater purpose and treating them like adults who can come to a resolution on their own can work more efficiently than introducing a third-person mediator in some situations.” ~ Shradha Agarwal, ContextMedia…More at 10 Small Ways to Combat Big Employee Conflicts  Original article and more here…http://smallbiztrends.com/2013/05/resolve-employee-conflicts.html

Summary

Employees are historically seen as the most valuable asset of any Organization, but they are human beings and not a mere commodity to be exploited, treat staff and employees with respect and you will get the best out of them, not because they fear the consequences of not being seen to do their best, but because they want to do their best for themselves their colleagues and the Company, encouraged in the right way people will always shine bright.

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