Rick Bell – Page 13

August 24, 2020February 2, 2021

Companies may pay the price for poorly managed payroll practices

Culture may eat strategy for lunch, but a fair, well-oiled compensation plan can gobble up culture for breakfast, dinner and maybe even a midnight snack.

While culture indeed is crucial to engagement and retention, compensation still remains near or at the top of most employee satisfaction surveys. Poorly run compensation and payroll practices makes engaging employees an impossibility if they are not being paid fairly and on time.

Get a handle on your payroll practices

Employees deserve their paychecks on time. They also deserve to be accurately compensated for the time they put in. Both of these points may seem to be forgone conclusions when it comes to an organization making its payroll.

But according to a survey earlier this year, 32 percent of small business owners have made a payroll mistake at least once. What is more troubling, the same survey also noted that it took 56 percent of business owners longer than 24 hours to fix a payroll mistake.

That’s a problem for any employee. For those living paycheck to paycheck, a payroll snafu can be devastating.

Also read: Knock out the practice of buddy punching for good

Considering that employee engagement figures typically hover somewhere around 33 percent in good economic times and in bad, there is no faster way to turn a loyal staff member into a disengaged one than a blunder with payroll.

Automate payroll processes to eliminate delays and errors

Automating payroll may initially seem imposing. Organizations are locked into legacy practices, and payroll typically is one such function.

Some 39 percent of small business owners spend one to three hours on payroll per week. That’s hundreds of hours spent poring over timesheets, tapping digits on a calculator, assessing overtime and finally scratching out checks, which if the sun, moon and stars properly align there won’t be any mistakes.

Save a tree, cut back on paper-based payroll

Many organizations rely on a paper-based system, too. A 2017 survey revealed that 65 percent of people surveyed said that HR information is still managed using paper documents, paper-based processes and stored in filing cabinets.

Implementing a payroll solution not only improves the company’s bottom line but it minimizes hours of repetitive tasks and effort spent on high-volume, low-value work. The result is a better functioning payroll system that affords time to focus on correcting errors, improving processes and delivering payroll efficiently and on time. Automation is assisting payroll teams perform their jobs in several ways.

Managing compliance risks

It’s a challenge to stay abreast of tax laws, rules and regulations, especially for organizations working across multiple states. Payroll mistakes are costly and learning all the nuances to stay in compliance is a huge time drain. It’s crucial to stay on top of what it takes to remain compliant to reduce legal liability. Workforce.com’s payroll integration platform is designed to keep pace with labor law changes and ensure that pay rates are always updated.

Gathering the metrics

Collecting timesheets from multiple departments and in varying formats is the height of payroll inefficiency. An automated payroll solution turns data collection inefficiencies into a faster and simpler task.

Move data quickly

An automated, integrated platform also allows for the smooth transfer of information between systems. There’s no need to wait on various departments or managers to file and then crunch their data.

Added expenses due to poor data entry errors and payroll oversights are avoidable. By upgrading an outdated payroll function with an automated platform eliminates inefficiencies, promotes compliance and allows employers to stay on top of wage costs.

With employment contracts, timesheets, benefits and labor laws, there are a lot of factors involved in payroll that can result in miscalculations. Workforce.com’s payroll integration solution connects with more than 50 payroll systems to ease compliance and enhance efficiency.

August 23, 2020November 7, 2022

Growing Workforce Success with Palumbo Foods

Workforce.com sat down to talk growth with local champignons, the owners and staff of Palumbo Foods in Avondale, Pennsylvania.

Founder Tony Palumbo, having grown up in the mushroom industry, invested in his own company in 2008. A decade later, Palumbo is joined by several members of his family in overseeing more than 40 staff members. They sell over 350,000 pounds of mushrooms each week. Together, they supply mushrooms and seasonal produce to customers not just in Pennsylvania, but also in Florida, North Carolina, South Carolina, Ohio, Virginia, Georgia, and Texas.

Vice President Shawn Palumbo is Tony’s son and talks about running this successful food business and their partnership with workforce.com

Talented people behind a family business

“We have a lot of talented people on the staff who really go above and beyond,” Palumbo said. “And that goes from our office team to our dock employees who are building orders day and night to our over the road truck drivers. We have a lot of dedicated people and that’s really what makes it work.”

Besides providing fresh, locally grown produce, the Palumbo Foods team also emphasizes customer service. Indeed, the family business has thrived through the tight-knit relationship of the staff, not just with each other, but also with their customers. Shawn Palumbo said, “A bunch of loyal customers believed in what Tony was looking to do and stuck with us to help us get started. Years later, most of those customers still work with us.” Today, from locally grown mushrooms, they’ve branched out into seasonal produce like garlic, ginger, peppers, onions, cucumbers and microgreens.

Data-led improvements that matter

Time is of the essence, especially in the food business. That’s where Shawn Palumbo’s team encountered their biggest challenge. They thought they could make headway by keeping most of their staff in the first shift. “We always only operated with a first shift team, but we realized we were overloading them. There just was too much work for anyone to get done,” he said. Enter the Workforce.com platform, a workforce management software with tracking and reporting capabilities.

“The biggest key is visibility. Workforce.com gave us visibility to see where our hours were being spent and where we could place them,” he said.

From just having a first shift and seeing what needed to be done during the day, using the Workforce.com platform allowed Palumbo Foods to see that they actually needed a third shift. “Looking at the numbers and seeing the physical data on paper and on the computer allowed us to make a decision that we wouldn’t have been able to make without the platform so to speak,” he said. The team in charge of carrying out improvements relied on the Workforce.com platform to make the decision to add a third shift.

The results were astounding.

“They’re coming in at night getting a third of the work done, so the team during the morning shift does not have as much pressure to get everything completed,” Shawn Palumbo said. The simple change decreased production errors and increased employee morale. “They’re less stressed and they’re more efficient. The quality has gone up to our customers as well. We’ve seen our returns decreased,” he said. The addition of the third shift even allowed their trucks to leave earlier, which assists in completing their deliveries within service rule hours.

Also read: Labor analytics: A how-to guide for company leadership

Team visibility despite the miles

“When I was younger, I worked at places and you grabbed the card, you put it in the machine, you put it back. What visibility does that give anybody?” Shawn Palumbo said, recalling the punch clocks that most businesses used decades ago, and which some still use today. For him, Workforce.com’s Time Clock App increased visibility and engagement with their teams who are working 2,000 miles away. “As management is in Pennsylvania, we have cameras at our Texas facility, but no one is sitting here watching the cameras all day. With Workforce.com, we can see what time they’re punching in, and coming and going,” he said.

For Palumbo Foods, the increased visibility has allowed them to operate better. It linked them to a critical part of their operation without actually being there. “We could remotely monitor and verify the hours being worked and make the appropriate decisions based on that data,” he said,” It has also increased trust among team members. Before switching to Workforce.com, employee attendance caused some friction. “The staff is now operating 24/7 so staff can come and go, and sometimes it was not being noticed. It was causing issues between team members as some were showing up later and leaving earlier than others,” he said. Now, they can look at the timesheets and resolve these conflicts easily.

Growing with workforce technology

In 2017, Palumbo Foods opened a facility in San Antonio, Texas, with seven employees. They also service Pennsylvania, Ohio, North Carolina, South Carolina, Virginia, Georgia and Florida. The business is still slated for more growth and success, and Workforce.com is with them as they continue to optimize and improve their operations. “Knowing that, at any time, we can look at these reports, from anywhere has been a big, big help for us,” Shawn Palumbo said.

Pennsylvania continues to lead the mushroom production industry in the United States. Contributing to this boom is Palumbo Foods, a company that continues to flourish through its talented staff and loyal customers. “It kind of really grew this into something that no one ever expected it could be,” he said.

And with their investment in workforce technology that lets them track employees and operations accurately, they’re all set to keep providing quality produce to more customers in the years to come.

August 19, 2020June 29, 2023

Hoffer Plastics’ ‘family first’ philosophy puts people over profits

Like many companies facing massive disruption as COVID-19 spreads across the world, Hoffer Plastics Corp. had to make hard decisions.

Among the tough choices was fulfilling its customers’ needs while simultaneously protecting the health and welfare of its employees. As a global supplier of custom injected plastic parts used in everything from baby food pouches to lawnmowers, deadlines still had to be met despite the growing pandemic.

Most of the company’s 350 employees were working in three shifts at Hoffer’s 360,000-square-foot plant in the Chicago suburb of South Elgin. They couldn’t simply tuck a laptop under their arm and manufacture blender parts or speaker covers from their dining room table. They had to clock in every day as COVID-19 spread, seeking direction and support from company leaders.

Also read: Cut hours of admin work each week and automate how your staff clocks in and out.

Hoffer’s executive team acted quickly to calm workers’ anxieties by relying on an enduring “family first” philosophy that has served the company from its humble beginnings in 1953 to an internationally recognized, award-winning plastics manufacturer today.

Employees are part of the family

As a family-owned and operated company, Hoffer’s leadership has consistently applied family values to its operations. And its employees, most of whom are hourly, are considered to be an extension of the Hoffer family.

The company is now led by second-generation family member William Hoffer along with his children, known as the “G-3” (for third generation) in executive leadership roles. Daughter Charlotte Hoffer Canning is Hoffer Plastics’ chief culture officer and has been instrumental in leading the organization through the pandemic.

“I may be biased but family was our advantage in these last six months,” said Hoffer Canning, the granddaughter of founders Bob and Helen Hoffer. “Our first core value is family, and family chooses one another over everything else. The focus of our decisions was on the safety and well-being of our people.”

Protecting jobs

As company leaders, Hoffer Canning added that their primary duty was to look after the welfare of their employees.

“The most important thing for us was to remain clear that it was our job to protect people over profits, and remain visible and transparent about the decisions we were making,” she said. “We were all navigating the unknown, but we were on the same page that we wanted to keep people employed.”

In the early days of the pandemic Hoffer executives met consistently to establish their approach to addressing employee concerns and keeping the business operational. As chief culture officer, Hoffer Canning was keenly aware of employee morale.

“Aside from communicating regularly, often two or three times a week, we made sure to lead our teams with empathy, recognizing that everyone is in very different places with how they are experiencing and responding to the pandemic,” Hoffer Canning recalled.

Listen, learn and lead

Simply listening to their employees was among the most important factors considering that each of them had their own perspectives regarding COVID-19, Hoffer Canning said.

“We knew that we had to understand that everyone was having very different experiences in their lives,” she said. “Our first choice was to listen closely, be supportive and empathic in places we could be. We checked in, held listening sessions and added a corporate chaplain to visit with our people. Our attitude was that we could get through it together.”

Case study: Building a safety policy was vital to Shawmut Design and Construction’s health

Considering all the challenges that accompany social distancing and employee safety in a manufacturing plant, the design of Hoffer’s sprawling 24-acre facility became an advantage as leaders reconfigured the building’s layout.

“We have a mature facility, and our building is segmented into focused factories, which has been viewed at times as a disadvantage in manufacturing today,” Hoffer Canning said. “Over the past few months, it has actually been an advantage and assisted greatly with many regards to maintaining proper social distancing. The only place we struggled with social distancing were the break rooms but we now have plexiglass barriers on our tables to maintain a safe environment for eating as well as break times.”

Keeping three shifts operational

Despite the potential roadblocks COVID-19 presents in a large manufacturing facility, Hoffer has maintained its pre-pandemic pace.

“We run three shifts and have run three shifts all the way through COVID-19, of course with new protocols in place,” Hoffer Canning said. “Because we follow good manufacturing practices very closely, our workforce was already used to following safety and health guidelines.”

Unlike many manufacturers that have been forced into layoffs, Hoffer is hiring.

“We are finding great candidates to join our team,” Hoffer Canning said. “Some of the positions require more experience than others, but our main focus is on hiring for ‘humble, hungry and smart.’ We will give you the tools, train you and from there, it’s up to you to work your way up.”

Whether you have a staff of 10 or 10,000 employees, building schedules is easier and faster with Workforce.com’s scheduling software platform. See employees’ availability as you go, be on top of wage costs and customize the way you manage attendance based on your unique requirements.

August 18, 2020

Phishing attacks are yet another COVID-19 issue that needs to be on your radar

According to the Detroit Free Press, cybercriminals are exploiting the COVID-19 pandemic to try to access people’s computers and steal their data.

The scheme?

Cyber criminals are targeting employees who are working remotely with fraudulent termination phishing emails and invites to video teleconference meetings, according to federal authorities. As part of the phishing email or text, you might be asked to click on a link to receive more information about a severance package. If you fall for it, and click on a link, you might end up downloading malicious code onto your computer to allow the hacker to create a backdoor to access information. … One area of particular concern going forward involves fraud relating to scammers who are attempting to impersonate contact tracers who will alert you to the possibility that you were near someone who tested positive for COVID-19.

The criminals are hoping that the urgent nature of the emails tied to issues of importance related to the pandemic will cause people to click that link before they realize they made a dangerous mistake.

What can you do to protect your employees and your corporate information on their WFH and other devices? Now is the time to reinforce the importance of cybersecurity awareness for your employees. The tips that I’ve previously shared here are still as relevant as ever.

August 17, 2020June 29, 2023

Labor analytics add power to workforce management tools

Employing labor data analytics typically leads to more informed business decisions. From labor forecasting to measuring employee morale, data analytics allows for more precise and impactful results.

The advantages of implementing workforce management solutions also are clear. Automating time and pay calculations and empowering employees through mobile apps give managers valuable tools to control scheduling, compensation costs and organizational needs.

Using both resources powers the ability to make even stronger choices for workforce management.

Power tools with the power of analytics

Backing workforce management tools with the power of labor analytics creates a formidable partnership. This can help save money, establish formal business practices and remove the guesswork hindering management and operational issues. Employers can make more informed talent decisions, and:

Predict future hiring requirements.
Calculate current staffing needs.
Analyze compensation and overtime.
Optimize employee engagement.

Also read: Labor analytics: A how-to guide for company leadership

Predict future hiring requirements

The growth of an organization can be hobbled by its ability to find qualified employees. Since there are times when hiring comes in a flurry, recruiting becomes post the position, make the hire and pray they work out. Oftentimes new hires are not as productive as the existing staff and can cut into the team’s productivity. Forecasting labor needs through analytics establishes measured hiring practices. And implementing tools such as Workforce.com’s shift ratings and feedback solution provides managers with the ability to carefully balance veteran staff with new hires.

Calculate current staffing needs

Managers can get burned by being overstaffed and understaffed if they rely on traditional shift patterns and gut instinct. Overstaffing creates disillusioned employees with little to do, a lack of focus and a negative attitude toward co-workers. Productivity suffers and compensation costs needlessly soar. Conversely, understaffing leads to employee stress, burnout, poor performance, rattled customers and high turnover. Shift feedback tools help managers forecast their needs and curb chronic overstaffing and understaffing.

Analyze compensation and overtime

Few things catch an employer’s eye faster than seeing overtime on the compensation ledger. And like melting snow off a mountaintop, their irritation trickles down to frontline managers. Indeed some overtime can be justified, but there are workforce management solutions to adjust scheduling to seasonal or even hourly rushes that will manage compensation costs and limit unneeded overtime.

Optimize employee engagement
An engaged workforce produces a happy workplace. Balancing staffing needs and incorporating flex schedules builds confidence that management is looking out for their interests. Allowing employees to provide feedback also gives them a voice in organizational operations.

The Workforce.com Shift Rating and Feedback mobile app prompts staff once a week to provide their insights on common workplace topics. Their feedback in turn helps managers rate staff and build skill profiles. Those profiles benefit managers by pairing employees with varying skill levels as they build out schedules. Managers making quick, informed decisions gives employees the knowledge that their input has provided valuable guidance.

When workforce analytics and tools are functioning well, it’s not only the business that benefits. Employees want to take more initiative. Empower them with workforce management mobile solutions to solve problems. For example, they can:

Communicate their needs for scheduling and time off.
Quickly swap shifts on their own.
Get and provide feedback that can improve their performance and drive organizational productivity.
Develop their skills and utilize their potential.
Build camaraderie across the team.

Equip executives and managers with the analytics and tools they need to understand labor issues and make more informed decisions. Implement Workforce.com’s shift ratings and feedback solution to quickly and easily bolster your employee and scheduling analytics.

August 16, 2020August 14, 2020

Angel Assistance spreads its wings for families in Atlanta

Attending Georgia State University on scholarship after living in a small town, Savannah Samples didn’t originally envision her part time jobs would eventually bloom into the business opportunity she’s pursuing today.

The young founder of Atlanta-based total family assistance company Angel Assistance started out doing nanny work to support herself alongside full-time studies.

“I always did nannying as well as doing other things — doing laundry, doing dishes, cooking dinner, taking the kids places, all the different kinds of stuff the moms usually do. When they got home they would be all, ‘oh thank you so much, you helped so much, not just nannying but doing everything,’ ” Samples said.

Also read: Shift swap software empowers managers and employees to take charge of scheduling

She worked hard — a necessity when coming from humble beginnings. She found one regular in her sophomore year of university, and another the year after — and as word-of-mouth referrals from those two poured in, the list began to grow. Two became twelve, and she now had a loyal client base. But juggling the number of clients on top of schoolwork took a toll on her.

“Everybody kept referring me, a good problem to have, but I only have so many hands. And this mom I was working with at the time who owned two businesses, said why don’t you just start up your own company?”

From side gig to full-fledged business

She decided to go for it despite no entrepreneurship background and little knowledge about government requirements. It took two years of her learning the ropes of business ownership alone for Samples to hire her first full-time employee.

From there, it snowballed. Angel Assistance, once a one-person company, now employs six full-time “angels” and 30 clients, around 23 of whom have set recurring weekly schedules. The company’s services? A common misconception about it is that they do elderly care, or purely nannying. That isn’t the case.

Case study: Building a safety policy was vital to Shawmut Design and Construction’s health

“We wash, we walk the dog, we cook you dinner, we grocery shop, organize your closet, do summer, winter switch up on closets, make your beds, everything you can’t get from a deep cleaner, you can’t get from a babysitter, you can’t get from a chef, from a dry cleaning service. We do all in one. So family assistance totally, with individuals as a family as well,” Samples said.

This scale-up meant Samples needed to find a reliable employee scheduling app to ease her managerial load. Employees would contact her to manually schedule shifts, and repeatedly fielding calls would make her “go insane.” She tried one brand of workforce software, but despite the good customer service as time went on the app would glitch to the point where it caused operational issues.

Employees wouldn’t be able to see their schedules, and clients would be waiting for an angel to show up at their door to no avail. It also didn’t have as much features as she would like.

“I like the app and the people that I did talk to when I first started were great […], but the app glitched enough to where it was causing issues with our clients where angels weren’t showing up to the location because they couldn’t see their schedule published. So I knew something was going to have to happen.”

Finding the right scheduling app

Workforce.com’s name came up when Samples asked around for possible alternatives. She became interested in it once she did some research: It had more features than the previous app, and the possibility of developing more in the future.

Angel Assistance now uses Workforce.com primarily for its employee scheduling app. They’ve adapted to use it for their specific needs as well, instead of just Samples holding the manager title, Angel Assistance’s families have manager accounts of their own, enabling these recurring clients to see and respond to the shifts of their assigned employee. This was in contrast to their previous app, where families ended up with a “put it out in the universe and hope the angel shows up” situation.

Being someone who does organizing work herself, Samples especially appreciates how Workforce.com has room for consolidating information about her angels. Other than the time clock and location features, which they also use, she mentions the qualifications tab: a place where she can keep a file on each angel that contains their background check, driving record, profile, and more. “I love that Workforce.com has the qualifications tab where i can put all of those on the app; if we need them we can pull them up and look at them.”

Also read: Scheduling headaches: How to better manage your hourly workers’ schedules

Forward-looking enthusiasm

Workforce.com has also helped Samples cut down on her role as middleman between clients and angels. She handles two to three different families per day herself for about four hours each, and keeps in touch with others in-between, with a short break for lunch. But the work doesn’t stop there.

She gets home at around 9 or 10 p.m., but sometimes the phone keeps ringing. “I’m to the point now where I have to put my phone on ‘do not disturb’ past like, 11 o’ clock because otherwise I probably wouldn’t sleep.”

Despite her busy schedule, Workforce.com does help. With the employee scheduling app having features for leave requests and shift time changes, employees don’t need to contact her as much as before.

Her eventual goal? To fully transition to overhead management.

“It’s a lot, and I don’t mind it because it’s what I do and obviously I love what I do,” she said. “But I know I can’t give my 100 percent to families because I’m doing management. I’ve had some kids 4 or 5 years old, so I feel bad that I’m not giving them full attention because I have to answer the phone for a management call for 20, 30 minutes.”

She may be a business owner now, but Samples — and Angel Assistance — retains the core that made clients trust her years ago: the sincere compassion and heart for the families they serve.

August 12, 2020August 12, 2020

Elevator anxiety may be a rising concern among workers returning to the office

Has COVID-19 caused you to have elevator anxiety, as in a fear of being inside of a 7′ x 5′ box with other people? According to a not-quite scientific Twitter poll with over 4,000 responses, more than six in 10 workers will not use an elevator to get to their office.

These results beg the question, are elevators safe despite our apparent (and in my mind perceived justified) reluctance to use them

Believe it or not, the answer is that despite their small size and cramped quarters, given what we currently know about COVID-19 and its transmission, elevators should be safe in most instances.

According to Axios, most elevators are well ventilated, and we’re not inside of them long enough to worry about viral exposure.

Still, if you want employees to feel safe and comfortable riding in an elevator to travel to and from work, you should (or your landlord should) implement some basic coronavirus protocols:

Limit capacity based on the size of the elevator car.
Mark designated and distanced standing spaces on the floor.
Require masks or facial coverings inside the elevator car.
Encourage standing with one’s face to the walls and not the door (or the other passengers).
Discourage speaking.
Install hand sanitizer dispensers outside and inside elevator cars, make sure they stay filled, and encourage their use before pressing buttons.
Stagger shift, break, and lunch times to avoid long elevator queues or crowded cars.

My current office (i.e., home) lacks an elevator. But, if I had to go back to my office office, I’m “Team Stairs” all the way until the pandemic ends.

August 11, 2020June 29, 2023

States should follow Illinois’ lead in making it a felony to assault an employee over a mask rule

essential workers; workers' compensation, mask

Elmo, Big Bird, Cookie Monster … and assault?

Sesame Place is the latest employer to have an employee assaulted for trying to enforce a mask rule. It joins more likely suspects such as Target, WalMart (which has said that for the protection of its employees it will not require them to enforce mask rules), and McDonald’s (of which 44% of its employees report being physically of verbally assaulted by a non-mask-wearing customer).

Illinois is now the first state to enact a law targeted at this abhorrent behavior.

The law amends the definition of “aggravated battery” to specifically include an offense targeted at an employee who is “performing his or her duties, including, but not limited to, relaying directions for healthcare or safety from his or her supervisor or employer or relaying health or safety guidelines, recommendations, regulations, or rules from a federal, State, or local public health agency.” In layman’s terms, a customer who attacks an employee because that employee is trying to enforce a COVID-19 mask or other safety rule faces two to five years in prison.

According to a statement put out by the office of Illinois Governor J.B. Pritzker, “This provision sends the message that it’s vitally important for workers to be both respected and protected while serving on the front lines.”

Other states should follow Illinois’ lead and enact similar legislation. Employees need protection from these dangerous reactions to basic health and safety rules. I don’t believe your employees should be your front-line enforcers or mask and other safety rules. As I wrote three months ago, employers shouldn’t “leave it up to untrained employees to try to enforce these rules and potentially deal with escalating hostilities and violence.” Instead, employers should “deploy trained personnel (ideally security, but at least someone at management level) to enforce a mandatory mask rule in your business, and also train all other employees not to engage and instead to summon a designated responder.”

Still, even in the best of circumstances an employee may be put in harm’s way by an irrationally dangerous customer. No employee should face the risk of bodily injury just for telling someone to wear a mask. Laws like that enacted by Illinois send the message that this special brand of misbehavior should not and will not be tolerated.

August 11, 2020June 29, 2023

Unify those far away workplaces with global mobility tools

Expanding from a domestic business to a global entity is an exciting prospect. Yet tapping into new worldwide markets brings a unique set of workforce management challenges.

Success depends on a variety of factors but it ultimately comes down to building a consistent, equitable plan to manage employees at home and abroad. Implementing a workforce management software solution that can track and facilitate the needs of a global workforce is crucial to successfully developing an organization’s worldwide ambitions.

A global workforce balancing act

How executives supervise their workforce in one country may vastly differ in another nation for many reasons. What motivates an employee in Argentina will likely vary from a worker with the same title and responsibilities in Belarus or Pakistan.

Studies also have shown that while a population in one country prefers a particular management style, that same approach probably is not as effective in another country. Other differences can include:

Holiday celebrations.

Social attitudes.

Cultural backgrounds.

Language and currency.

Unifying global employees

Despite the myriad differences that come with managing a global workforce, there are common bonds and responsibilities all employees share.

Also read: Global workforce management is complex but more relevant in the remote workplace

They all work for the same organization. As such, human resources leaders should work with heads of other departments and regional managers to create uniform workforce management precedents, policies and standards that cross all borders and incorporate relevant and useful tools for all employees to use no matter where they are located.

Technology and a global workforce management system

When choosing an automated workforce management solution for a global company, organizations should seek ease of use through mobility tools that can quickly show a return on investment. Workforce management software enables savings by:

Controlling labor costs — Workforce management software cuts costs beginning with the initial clock in by eliminating time theft due to employee fraud. Automating payroll processes also minimizes the need for supervisors to make interpretations and ensures strict compliance with corporate policies.
Boosting employee productivity — Managers can monitor when their employees punch in and when they actually begin work. A mobile solution can help spot an excessive time lag and can immediately investigate the causes no matter where the employee is located.
Minimizing risk — Implementing a global workforce management system can provide key regulatory requirements up front and provide alerts to ensure organizations can comply with regional regulations consistently and with confidence.

Mobile solutions ease the burden

Managers need to know where global staff is at any given moment. Whether it’s due to crisis communications during a natural disaster or monitoring employee safety through their whereabouts on a particular job site, mobile workforce management solutions allow managers to quickly identify and assess staff safety and location through a platform’s photo-verified clock in system.

GPS also plays a key role in global workforce management. Timesheets can automatically sync GPS locations of all employees when they clock in and clock out, so there’s no need to worry about an employee’s whereabouts.

For a number of organizations operating in industries that function globally, pay rates also can get complicated. By implementing the Workforce.com platform, employees’ GPS clock in data automatically assigns pay rates depending on registered location, saving employers valuable time and payroll administrators the headache and complexities of computing pay.

Integrate Workforce.com’s time clock app with payroll and POS systems already in use and have those far-away employees available in an instant via your mobile device.

August 10, 2020June 29, 2023

Quarantine of Indians’ pitcher is a teachable moment in handling irresponsible employees during this pandemic

COVID-19, coronavirus, public health crisis

The Cleveland Indians have sent pitcher Zach Plesac back to Cleveland from their current run of road games for breaking the team’s COVID-19 protocols.

According to Cleveland.com, MLB security personnel caught the pitcher returning to the team’s hotel early Sunday morning after he had gone out with friends. The team has its own coronavirus code of conduct, which in part required Plesac to obtain permission before leaving the hotel. According to ESPN, the Indians hired a car service to return Plesac to Cleveland so that he would not share an airplane with his teammates and potentially place them at risk. The team’s management has said that he will remain quarantined until he receives two negative tests.

Bravo to the Indians for doing what they feel they have to do to keep their employees safe and the team playing games.

Your business may not be able to dictate how your employees spend their free time, but you can hold them to consequences if they choose to act irresponsibly when “off the clock.”

We are living through a pandemic. Every employee has a responsibility to their employer, their co-workers, and the business to make sure that they do what they can to avoid brining COVID-19 into the workplace, and every employer has the same responsibility to take reasonable steps to prevent an at-risk employee from entering the workplace when it’s discovered.

These are strange times for sure, and I will not fault any employer that errs on the side of caution in how it manages its employee respective to mitigating workplace coronavirus exposures. I’m not advocating for, or in favor of, employer monitoring of employee off-duty conduct. If, however, irresponsible, reckless or dangerous behavior comes to an employer’s attention, it shouldn’t ignore it in the name of privacy either.