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 Time Attendance Was Poor Court Is Told

Human Rights Hearing Examines  Employee Time Attendance Records To Reach A Conclusion.

Accurate employee time attendance records are invaluable in the event of an employee taking their employer to court, for alleged contravention of the never ending employment laws and regulations. The following article proves the value of having a time attendance system in place to provide evidence for the employer in the unfortunate event they are sued in court.

From CBC News Sept 12th 2013

shutterstock_40722481A Nova Scotia human rights hearing heard about the spotty time and attendance record of woman who claims a racially charged atmosphere forced her to quit her job.

Lawyers for Leon’s furniture store in Dartmouth, N.S. pushed back during Wednesday night’s hearing, challenging the credibility of Garnetta Cromwell.

Cromwell worked at the Leon’s store in Dartmouth from 2004 to 2008. Cromwell, who is black, claims she suffered racial discrimination at work and quit as a result.

Tammy Bishop, manager of Leon’s, spoke at the hearing Wednesday night and Thursday afternoon. The company’s lawyer turned to Bishop to help discredit the work history of Cromwell.

For several hours, the human rights hearing heard about how Cromwell would not come to work for weeks at a time, resulting in a sluggish sales record. Because of that, Cromwell had her three month probation extended to nine months.

“They’re just trying to say that my work wasn’t a priority to me, and that’s not true at all,” she said.

Cromwell said that she was treated differently by Leon’s and some of its employees. She said they used a stern application of the company’s policies because she is black.

On Thursday, Bishop clarified that Cromwell took approved sick days and bereavement leave because of deaths in her family.

Cromwell’s performance reviews ‘good’

Lawyer Lisa Teryl, representing the N.S. Human Rights Commission, said Cromwell’s performance reviews rated her as “good” and “satisfactory” in all areas, including punctuality.

“Garnetta Cromwell has given earlier evidence that she felt unfairly treated by her supervisor. So one of the questions that was put to this witness is the legitimate expectations of an employee in terms of understanding what their discipline would likely be if there’s an infraction, and whether there’s a consistency and follow through on that.”

Teryl also asked Bishop if she knew about a romantic relationship between Cromwell and area manager Dave McLeod.

Cromwell had testified she told Bishop about it.

But on Thursday, Bishop said that conversation never happened.

“I think it’s important to explore all the possible motivations,” said Teryl. “If there’s a perception that a manager is responding in an unfair way, is there something that might be motivating a manager to feel like they might need to be more strict?”

Originally from : http://www.cbc.ca/news/canada/nova-scotia/leon-s-employee-had-poor-attendance-manager-says-1.1700922

timegenius ltdSummary: The maze of laws and regulations is a major problem for every business that employs people.  Irrespective of the outcome of the hearing in the article, no matter how conscientious the business owner is, they know that there are some employees who will try and take them to the cleaners on false allegations to make some money or out of spite.  Don’t get me wrong, I’m all for protecting the employee from unscrupulous employers, and their out there too.  But every employer should have  some sort of time attendance system in place to ensure a record of each employee attendance and absence is kept, just in case.

clocking in systems

Employee Attendance Time Clock Improves Performance

 A Simple Employee Attendance Time Clock System – Enables One Company To Merge Several Labour Intensive  Systems Into One Powerful Solution

It is perfectly reasonable to assume that the benefits detailed in the following report, will  enhance and improve the performance and efficiencies of any Company who introduces a modern employee attendance time clock system.  Management of employee attendance requires accurate data capture and ease of use for the system administrators.

shutterstock_67817512by Business Wire via The Motley Fool Jul 11th 2013 4:11PM
Updated Jul 11th 2013 4:12PM

Diverse Companies See Business Improvements by Managing Employee Attendance with Ultimate Software’s UltiPro

WESTON, Fla.–(BUSINESS WIRE)— Ultimate Software (NAS: ULTI) , a leading cloud provider of people management solutions, announced today that Octapharma Plasma, ESL Federal Credit Union, and Athletico are creating business value and driving efficiencies by effectively managing their complex time and attendance needs with the UltiPro solution.

Nearly every organization with hourly employees needs the ability to simply, accurately, and efficiently track and manage employee attendance, yet many payroll and HR professionals face a range of challenges such as:

  • Relying on disparate systems and spreadsheets that don’t provide the depth of functionality and flexibility needed to manage complexities and unique business requirements
  • Limited reporting capabilities, which results in outdated, inaccurate, or incomplete information as well as manual reconciliation
  • Errors and low rates of user adoption due to complex navigation and confusion on how the systems work

Octapharma Plasma , a U.S.-based subsidiary of Octapharma AG, one of the world’s largest manufacturers of plasma products, faced unique internal procedures and calculations related to overtime, shift changes, unions, and dispersed locations. Previously, the company used multiple systems, including a payroll service bureau, to manage its 2,800 employees, but its HR, payroll, and benefits teams experienced too many restrictions to effectively handle increasing expansion. To elevate its HCM operations, Octapharma went live with UltiPro in 2012.

“Previously, we relied on very labor-intensive methods, such as manual data entry, to collect employee attendance information. With 2,800 employees, and hundreds more being added on a frequent basis, we had to have time and attendance functionality that is both powerful and easy to use,” said Aurora Smith, payroll supervisor at Octapharma Plasma. “UltiPro automates the scope of our time collection and gives us comprehensive capabilities for scheduling, employee time and attendance, and leave management. In addition to eliminating errors and the risk of abuses, we are streamlining payroll processes, reducing payroll expenditures, and improving compliance. Plus, UltiPro never requires the purge of historical data, so our employees can quickly view their complete attendance history—whether it’s weekly, monthly, or yearly.”

Headquartered in Rochester, NY, ESL Federal Credit Union is a full-service financial institution with $4.3 billion in assets and 310,000 members worldwide. Previously, ESL was using paper timesheets and a payroll service bureau to handle time management for its employees, but the HR/payroll team had limited functionality, which prevented optimal efficiency.

“We had outdated, manual processes as well as poor customer service with a service bureau, and it was very difficult for us to generate meaningful reports. We wanted to do so much more, but there were so many restrictions. Making the switch to UltiPro in 2005 was the best decision we could have made for our organization,” said Julia Cialini, payroll administrator at ESL Federal Credit Union. “Our reporting capabilities with UltiPro are incredible, and now we have much higher levels of visibility and flexibility. We recently used UltiPro Business Intelligence to evaluate the processes for time and attendance at our 19 branches, such as overall costs, budgets, and hours used, and as a result of the analytics, we have strengthened our business.”

With UltiPro, employees at ESL also can access their personal profiles, leave balances, and pay history without needing assistance from HR. Employees can clock in and out with electronic time cards or submit their hours at any time in any place via UltiPro’s cloud connectivity. In addition, employees have a convenient visual display of past, present, and future work schedules; real-time notifications of schedule changes; and details such as hours worked and pay amount. “Our employees like UltiPro as well, especially the quick access and the detailed visibility into their personal data. The time savings is immense because we have reduced so much administration,” said Cialini.

Also managing time and attendance for its dispersed workforce, Athletico is a Chicago-based leader in outpatient orthopedic rehabilitation with almost 100 locations and over 1,300 employees. Company leadership realized that the organization needed sophisticated technology that would handle HR activities better, faster, with fewer resources, and without the burden of managing software. To more effectively manage its rapid growth while controlling costs, Athletico went live on UltiPro in 2007 for its range of HCM features, including UltiPro employee Attendance time clock software.

“UltiPro’s time and attendance capabilities have allowed us to automate 500 to 1,000 changes per week related to time and attendance information, streamline the time management process, and improve the integrity of our data,” said Kathy Yates, payroll manager at Athletico. “Managers also receive alerts that notify them when a process is due or is late. UltiPro also has been easy to learn for employees, managers, and executives who have core positions dealing with patient care and who typically don’t use computers throughout the day. As a result, we have seen a high adoption rate of the technology, and now HR is focusing on strategic initiatives and keeping administrative costs low.”

“Many companies across all industries experience immense challenges with their time-related operations—such as accuracy of data, manual intervention and reconciliation, forecasting, and budgeting capabilities, real-time business intelligence to evaluate labor statistics, and more,” said Cecile Alper-Leroux, vice president of product strategy at Ultimate Software. “UltiPro is the right technology for organizations that have a diverse workforce and many locations that want to streamline their complexities in a single HCM solution. We’re very happy that Octapharma Plasma, ESL Federal Credit Union, and Athletico have each achieved significant business improvements with our cloud technology.”

Originally from : http://www.dailyfinance.com/2013/07/11/diverse-companies-see-business-improvements-by-man/

timegenius ltdSummary: A suitable employee attendance time clock system must have the ability to notify and keep managers informed and in touch with the movements and attendance patterns of employees, and at the same time give employees easy access to their attendance data and holiday entitlement information.

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Employee time tracking reveals unhealthy picture

A Very Unhealthy Picture Is Revealed Regarding NHS Employee Absenteeism Statistics, Employee Time Tracking Shows A Common Pattern Emerging.

The NHS have revealed very poorly staff & employee attendance levels throughout it’s workforce, employee time tracking shows routine absenteeism is standard practise throughout the organisation. The entire workforce from Doctors to Porters show a reluctance to put in a full weeks work.

By Caroline White – Tuesday, 23 July 2013

shutterstock_69160960NHS workers in England took an estimated 9.5 working days off sick last year, show the latest figures from the Health and Social Care Information Centre (HSCIC).

This equivalent figure in 2011-12 was 9.3 and 9.9 in 2009-10, the first year of reporting. But some staff groups have more days off sick than others, the figures show.

The findings, which cover about 1.05 million full time equivalent workers in the English NHS, excluding GPs and practice staff, are based on employee time tracking and applying the measured sickness absence rate to an assumed full time working pattern of 225 days a year.

These calculations show that ambulance staff took the most time off, clocking up 14.7 days in 2012-13, compared with 13.9 in 2011-12 and 14.4 in 2009-10.

Hospital doctors took the least time off sick, averaging 2.8 days, compared with 2.7 days in 2011-12 and 2009-10.

Nursing, midwifery, and health visiting staff took an average of 10.6 days in sick leave last year compared with 10.2 in 2011-12 and 10.9 in 2009-10.

Support and admin staff, which includes clerical, estates, and managerial staff, took an average of 8.4 days in sick leave, compared with 8.2 in 2011-12 and 8.8 in 2009-10.

The figures show that 4.24% of NHS staff were ill on any one day average day, compared with 4.12% in 2011-12 and 4.40% in 2009-10.

Some 6.55% of qualified ambulance staff were ill on an average day—the highest rate of any staff group, and the highest rate since 2009-10, when the equivalent figure reached 6.38%

Just 1.25% of hospital doctors were ill on an average day—the lowest rate of any staff group, but a rise on figures for the previous two years (1.19% in 2011-12 and 1.21% in 2009-10).

Regionally, sickness absence rates were highest in the North East where 4.74% of staff were ill on an average day, compared with 4.55% in 2011-12 and 4.98% in 2009-10. The lowest rate was in London at 3.52%, compared with 3.51% in 2011-12 and 3.64% in 2009-10.

Sickness absence was highest among the lowest paid. Six per cent of staff within the second lowest pay band (Agenda for Change Band 2) were ill on an average day– the highest rate of any pay band. The lowest rate was in the highest pay band (Band 9), with 1.22% ill on an average day.

Commenting on the figures, Sue Covill, director of employment services at the NHS Employers organisation, said that the protracted winter, organisational restructuring, and “challenging expectations” had all taken their toll, and were reflected in some of the figures published today.

Originally from : http://www.onmedica.com/NewsArticle.aspx?id=f0ae6800-162d-4020-805d-08c88e294c5d.

timegenius ltdSummary: These are shocking figures , and show the NHS is probably a very stressful or unfulfilling place to work in this day and age.  An employee time tracking software system is of great benefit where the workforce has a workshy attitude, and the option to phone in sick is the easy choice. Poor discipline is usually to blame, and there are probably plenty of employees willing to cover a shift if someone has not turned up.  Overtime within the NHS is probably a very important wage booster for the staff at the lower end of the pay scale.

clocking in systems

Attendance time recorder called as witness

The Simple Attendance Time Recorder Could Prove A Useful Ally.

In the event of disciplinary action being taken against an employee. Make sure you have hard evidence to back up your reason for doing so.

There may be occasions when employers have to take disciplinary action against employees in their absence but this carries legal risks.

The recent dismissal of Gus Poyet from his post as Manager of Brighton & Hove Albion Football Club live on BBC TV is a timely reminder for employers to beware when disciplining and dismissing an employee in their absence.

late_cartoon_manBackground

Communication by email, text message, social media, and instant messaging devices is now common and it is unsurprising that these methods are infiltrating the workplace.

Employers use a variety of methods to communicate with employees involved in a disciplinary process. In addition to the traditional use of recorded delivery letters, emails, text messages, and phone calls are often used to keep employees informed about the process.

Despite the various forms of communication available, however, many organisations are often faced with employees that are unwilling or unable to attend a disciplinary hearing.

What can an employer do when an employee fails to attend a hearing?

Employees often seek to avoid disciplinary hearings, perhaps in an attempt to put off the inevitable or through a desire to have more time to consider their position or because of the non-availability of their chosen companion.

The ACAS Code of Practice states that if an employee fails to attend a first meeting it will usually be good practice for the employer to re-arrange the meeting to an alternative day in order to give the employee a further chance to attend.

In the event that the employee persistently seeks to postpone the meeting or simply fails to attend without good reason, a decision may need to be taken in the employee’s absence. Employers can not be expected to put off a hearing indefinitely but the employee’s right to attend a hearing should not be dispensed with too hastily. Employers should always be wary of proceeding in an employee’s absence without very good cause, as the right to put forward one’s case at a disciplinary hearing is regarded by employment tribunals as the bedrock of a fair dismissal process.

Certainly employers should be very wary of proceeding to dismiss in an employee’s absence and should only do so having warned the employee that this is a possibility if they do not attend the meeting and having exhausted all options for getting some “buy-in” to the process from the employee. For example, inviting the employee to make written submissions even if they are not physically present at the meeting.

What if the failure to attend is because of ill health?

Often employers are faced with an employee unable to attend a disciplinary hearing by reason of ill health, commonly “stress” will be cited as the reason. Employees often think that by getting themselves signed off they can avoid disciplinary proceedings. The employer is then placed in a difficult position: on the one hand they need to ensure that the matter is dealt with speedily and fairly and on the other hand the employee must be given a genuine opportunity to attend the hearing.

Unless the employer feels that the problem will resolve itself in a short space of time it is good practice to consult an Occupational Health specialist with a view to obtaining a medical report on the employee’s fitness to participate in the meeting. While an employee may be unfit to do their job this does not necessarily mean they are unable to attend a meeting.

Occupational Health should be asked to comment upon whether the employee is fit to attend a disciplinary meeting. In particular the following questions should be considered:

  • Does the employee have the ability to understand the allegation;
  • Is the employee well enough to respond to the allegation;
  • Is the employee able to instruct a representative to assist them;
  • Does the employee have the ability to provide their explanation in writing?
  • Are there any adjustments to the disciplinary process which could be made to enable the employee to participate?

The employer could offer other alternatives such as a telephone hearing, a hearing at a neutral place or location near the employee’s home address, or even by inviting the employee to submit written representations.

In the event that Occupational Health advise that it is not possible for the employee to attend a meeting, the employer can still consider proceeding with a hearing in their absence on the basis that it is not appropriate to have the matter hanging over the employee’s head and that by concluding the process the employee will be assisted in recovering their health.

Obviously an employee would still be given the right to appeal the decision and a full hearing could then be held at that stage if requested. In circumstances where an employer has dismissed the employee in their absence, best advice dictates that a full re-hearing should be conducted on appeal so as to correct any procedural deficiencies in the initial decision.

Proceeding in the employee’s absence

Should the employer wish to proceed in the employee’s absence the hearing should still proceed and the disciplining officer should make a careful note of their deliberations and any questions asked of other witnesses or the investigating officer.

It is likely that an employment tribunal in any subsequent unfair dismissal case will require a detailed explanation of why the hearing went ahead without the employee present and what efforts the employer had made to secure the employee’s attendance and/or suggest alternatives to proceed in the employee’s absence.

Only in the clearest examples of the employee deliberately avoiding the hearing or malingering will the tribunal be minded to find in the employer’s favour. Employers should therefore only proceed where there is clear evidence that the employee is unreasonably refusing to attend the hearing.

Delivering a notice of dismissal

Caution should also be exercised when delivering the notice of dismissal to an employee who has not been physically present at the disciplinary meeting.

In Gisda Cyf v Barratt [2010] ICR 1475, a case in which a summary dismissal was communicated by letter, the Supreme Court held that the effective date of termination was when the employee actually read the letter informing her of her summary dismissal. Accordingly, in order to ensure that there is a clear record of when the dismissal was communicated it is good practice to ensure that any notice of dismissal is sent recorded delivery.

Further options include hand delivery of correspondence and/or delivery by email with appropriate read receipts being requested. The employer will then have a very clear record of when the notice of dismissal was communicated to the employee so as to avoid subsequent arguments about the effective date of termination for the purposes of the three month employment tribunal time limit starting to run.

Originally from : http://www.shoosmiths.co.uk/client-resources/legal-updates/Disciplining-employees-in-their-absence-beware-5697.aspx

timegenius ltdSummary: The historical record that an attendance time recorder can give will prove invaluable if you are required to discipline employees for frequent tardiness or absenteeism or whatever reason.  Why take the risk of being sued for unfair dismissal make sure you have the proof to back up your disciplinary actions.

clocking in systems

Employee time recorder not required?

The Employee Time Recorder Is One Way Of Evaluating Performance And Behaviour.

This employee however is much to punctual to require such monitoring, an employee time recorder for once would simply not be required!

Writer, Blogger at “Hollow Tree Ventures”

Posted: 07/08/2013 3:09 pm
Robyn Welling

Employee Name: Madeline

Job Title: Toddler

Department: Homeland Destruction

Period of Evaluation: Through age 2

Thank you for coming to this meeting, Madeline. I must admit, I’m a little surprised to see you here after I found your copy of the memo in the recycling bin, covered with Hello Kitty stickers.

We’ll get to that later, though… [shuffles paperwork]… So, according to my records, you’ve been with the Hollow Tree Ventures establishment for slightly over two years now. I apologize for being a bit late with your two-year annual evaluation, but as you know I’ve been pretty busy around here typing memos and opening tubes of GoGurt which you subsequently refuse to eat.

Hmm, never mind that — I see you’re trying to take off your diaper and run around naked already, so let’s go ahead and get started with your review, shall we?

PART 1: PERFORMANCE

Knowledge, skills and abilities: You’re coming along nicely — you can feed yourself, you put on your own shoes, and you redo everything right after I’ve already done it, which is suuuuper helpful. However, there’s always room for improvement. For example, you still just stare at me blankly when I ask you to bring me a beer. As I’m sure I don’t need to remind you, upper management finds this unacceptable.

Quality of work: Be honest — you’re not even really trying to learn how to use the potty, am I right? And while the quantity of your Crayola masterpieces is impressive, I’d really prefer it if your portraits of me didn’t consist of huge, vigorously drawn circles followed by a declaration of, “BIIIIIIGGGG Mommy!”

Work habits: I’ll consider this a win if you ever let me rinse the “no tears” shampoo out of your hair without having a screaming hissy fit.

Communication: I’m impressed with your increased use of multi-syllable words, and it was a nice touch last week when you said, “Yuv you, Mommy” for the first time — that really brightened an otherwise ordinary Wednesday. But please, I’d like you to consider how much more effective our communication could be if you didn’t start 95 percent of your sentences with “No.” Also, I think we can agree that when I ask if your tummy is full, throwing pizza at my face probably isn’t the most professional response.

PART 2: BEHAVIOR

Dependability: Well, I can depend on you to kick me in the spleen just as I fall asleep, and you consistently refuse to eat any food that isn’t triangular. That’s a start.

Initiative: I’m going to rate you as Excellent here. If I so much as think the word o-u-t-s-i-d-e, you’re already crying because it’s taking me too long to open the door. You also frequently climb halfway up the stairs without having any reason to go up there, and you bring me pieces of dry food from the cat’s dish when I hadn’t even asked you to. Well done.

Punctuality/Attendance: This is one area in which you perform a little too well, so no need for an employee time recorder. You’re always here at the office, even when I wanted to take a day off, and although you were born with the ability to recognize me by scent alone, you still haven’t learned enough about me to know that I hate starting the work day before 7:00 a.m. Dial it down a little.   More here.. http://www.huffingtonpost.com/robyn-welling-/an-employee-evaluation-for-my-toddler_b_3516615.html

timegenius ltdSummary: This employee obviously writes their own rule book, and it is all part of the contract with her Mom.  However, your employees are under a contract with you to be in attendance at a certain time and the use of an employee time recorder is an invaluable tool for recording punctuality and absence. We can offer a choice of a traditional or modern swipe card employee time recorder, give us a call, we will be happy to spend time discussing your requirements.

clocking in systems

Fingerprint time clock systems down under

Fingerprint Time Clock Systems Are On The Up Down Under.

Our Aussie cousins have found that payroll preparation is time consuming and errors cause unhappy employees, or costly loss for the employer. Fingerprint time clock systems will ensure accuracy and speed on payroll day.

Brisbane, QLD, Australia (PRWEB) July 08, 2013

shutterstock_22536877Aussie Time Clocks, the leading provider of Fingertec time management software in the Australia, has released the enhanced version of Fingertec’s time clock systems to provide support and integration capabilities with leading payroll processing systems such as MYOB®, MYOB EXO®, Unipay®, Attache® and ePayroll® along with other prominent payroll processing service providers.

It can be a daunting task for small and medium sized businesses to process their payroll manually. Dealing with large amounts of employee time and attendance data and compiling it into a format that can be used later for processing payroll is no easy task if done manually. Even after the employee hours data has been compiled, the payroll personnel has to manually calculate employee wages with each employee having a different pay scale making the whole process highly time consuming.

Dealing with payroll is a recurring requirement as the task has to be repeated at each pay-cycle. Businesses employing more than 10 employees can have rather tough time preparing an accurate and timely payroll as hourly employees can have varying degrees of pay-grad and overtime structure.

In addition to being a tedious and labour-intensive task, the whole process is fraught with human error resulting in overpayment or employee complaining about being shortchanged. Australian businesses now have the ability to do away with manual processing of employee payroll thanks to the export and integration capabilities offered by Fingertec timesheet software.

The newly introduced integration capabilities can help Australian small and medium sized businesses save valuable time and resources that were otherwise required for processing their payroll manually. The automation and the resultant elimination of human error can help reduce dependence on human capital, streamline the whole payroll management process, and save loads of revenues for local businesses.

MYOB®, along with Unipay®, Attache® and ePayroll®, are some of the most commonly used payroll processing systems in Australian workplaces. MYOB® provides a timesheet feature in its payroll system where the users can import timesheets in a number of formats. The tedious job of payroll now becomes a walk in the park by exporting pre-calculated timesheets from Fingertec time attendance clock system into the MYOB® Timesheet Export File doing away with all the manual data entry. Originally from : http://www.prweb.com/releases/2013/7/prweb10892995.htm.

Summary: Manual calculation of employee time and attendance hours can be improved, and the introduction of fingerprint time clock systems has proven through use over time, to provide results beyond most peoples expectations.

fingerprint clocking in systems

Flexible Employee Time And Attendance

Employee Time And Attendance That Is Accurate And Free Of Errors Was The Requirement For This Car Dealership – Did They Find A Solution To Fulfil Their Needs

timegenius ltdLike any business the car dealership sector has a common problem with effectively monitoring employee time and attendance.  Most of the dealerships use outdated antiquated systems, that are problematic and unsatisfactory.  Here is one such Company who decided to take the plunge and invest in a new more up to date system.

June 26, 2013 09:10 ET

shutterstock_79137499TORONTO, ONTARIO–(Marketwired – June 26, 2013) – Actual ID, the provider of simple to use applications for business owners with multiple locations to manage the “true identity” of people for time and attendance, announced today that London Honda has selected Actual ID’s Fingerscan Time Clock solution for use at its automotive dealership operation to manage employee time and attendance.

“At London Honda, we were impressed with the simplicity and flexibility of Actual ID’s time and attendance solution,” said M. Louise Curry, Systems Facilitator at London Honda. “We see Actual ID as a great fit for the unique needs of our automotive dealership. Their solution will help us in creating much more accurate and efficient processes for generating everything from weekly payroll reports to creating Records of Employment.”

Actual ID is purpose built to meet the time and attendance needs of the fast paced automotive dealership environment. The combination of leading edge biometric identification technology with Actual ID’s full featured time and attendance software enables automotive dealer networks to effectively manage both hourly and salaried employee with little to no maintenance.

“We are very excited about our work with Louise and the team at London Honda. Their experience with an older, manually intensive time and attendance and payroll administration process is not uncommon in dealership operations,” said Jeff Crews, General Manager at Actual ID. “Actual ID’s solution has been architected to specifically address the pain points we continue to see pervasively across the automotive dealership marketplace.”

Biometric identification is the most accurate way to manage employee time and attendance as it is unique to each employee and cannot be shared, lost or stolen. Implementing an Actual ID biometric time and attendance system will provide the following benefits immediately:

  • Eliminate “buddy punching” and time theft
  • Accurate storage of all time and attendance records for DOL/WSIB auditing requirements as well as wage and hour lawsuits
  • Significantly reduce manual calculation errors
  • Automate calculation of work times
  • Focus management on important business needs rather than administrative tasks (e.g. calculating time cards)

Actual ID’s time and attendance solutions are based on the #1 rated* biometric reader available today. Combined with very flexible software and dedicated live technical support, the solutions have proven to be very compelling offers for automotive dealership networks.

*Source: Minex

Originally from : http://www.marketwire.com/press-release/london-honda-selects-actual-id-fingerscan-time-clock-solution-time-attendance-1806059.htm

Summary

The benefits of updating your employee time and attendance system, by investing a modest amount of money and time will bring forth time and money saving rewards year after year. Can you afford not to invest in equipment that will increase your bottom line by stopping overpayment, due to payroll errors and time theft.

clocking in systems