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Tag: HR technology

Posted on March 23, 2021October 6, 2022

Labor Department fines, penalizes contractor $100K for falsified overtime records

employment law, labor law, overtime records

Recent wage and hour violations by a New Hampshire contractor is a signal to other employers that they should review their workforce management policies and overtime records for compliance with federal, state and local labor laws.

Facades Inc., a commercial exterior surfaces applicator-installer in Hampstead, New Hampshire, falsified pay records to cover up its failure to pay employees the required overtime wages they earned, according to a U.S. Department of Labor investigation.

The Labor Department’s Wage and Hour Division recovered $87,360 in back wages owed to 28 Facades Inc. employees. It also assessed a civil money penalty of $19,516 to address the willful nature of the violations, which included the employer’s falsification of payroll records, according to a DOL press release.

Check your workforce management policies

Small business owners have numerous priorities, and accurately managing payroll and time and attendance policies should always remain at the top, as the Facades case shows. Effectively tracking employee hours with an automated workforce management solution will clean up compensation and support compliance practices.

Investigators found Facades Inc. violated the Fair Labor Standards Act when it paid straight time for overtime hours worked by employees and concealed those payments as “reimbursements” in payroll registers. Rather than recording and paying for overtime hours at time-and-one-half workers’ regular rates of pay, the employer recorded only up to 40 hours in their records and masked their straight time payment for any additional hours, the release stated.

“Workers deserve to get paid all the wages they have earned, and our enforcement of the law ensures that happens,” said Wage and Hour Division District Director Daniel Cronin in Manchester, New Hampshire. “In this case, the employer attempted to conceal illegal straight-time-for-overtime payments. In addition to being held accountable for back pay, the employer paid a significant civil money penalty. Other employers should use the outcome of this investigation as an opportunity to review their own pay practices to avoid violations like those found in this case.”

Automate your processes to avoid penalties

Employees deserve their paychecks on time and to be accurately compensated for the time they spend working. Automated payroll practices help eliminate delays, improve compliance and minimize costly errors.

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. 

Ask for a demo of Workforce.com’s powerful time and attendance platform today and see how to make workplace compliance effortless and effective.

Posted on March 19, 2021July 24, 2024

Wage and hour violations cost restaurant $697K

wage and hour violations, Tank Noodle

The U.S. Department of Labor under the Biden administration is ramping up its enforcement of wage and hour violations as a popular Chicago restaurant whose employees often worked for tips only was fined nearly $700,000.

The department’s Wage and Hour Division recovered $697,295 in back wages for 60 employees following an investigation of Tank Noodle Inc. Investigators found the employer owed some workers more than $10,000 each in back wages and identified numerous violations of the Fair Labor Standards Act’s minimum wage and overtime requirements.

Inaccurate time and attendance records

The agency also found the business owner failed to keep accurate records of the number of hours employees worked, as required by law.

In October 2020, the wage and hour division notified Tank Noodle, a popular Vietnamese restaurant in Chicago’s trendy Uptown neighborhood, that they were in violation of the FLSA. Tank Noodle signed an agreement to pay the back wages they owed Dec. 7, 2020.

Using an effective time and attendance system helps prevent the kind of wage and hour violations that led to the steep penalty incurred by Tank Noodle, said Tasmin Tresize, president of Workforce.com.

“While it’s unclear what type of workforce management system was utilized, it has evidently led to major violations in the wage and hour code,” Tresize said.

Shortly after the November presidential election, Michael Lotito, an attorney with Littler in San Francisco and co-chair of Littler’s Workplace Policy Institute, offered his thoughts on changes in Labor Department enforcement under the Biden administration. He was quoted as saying the division will likely revisit overtime standards and issue rules dealing with pay entitlement for off-the-clock work, like checking email from home. 

“Enforcement will be aggressive, especially against certain industries like fast food, janitorial, construction and other targets. The department will also coordinate with state DOLs to cooperate with one another as investigations progress,” Lotito said. 

Large amount of back wages owed

The Tank Noodle investigation recovered a considerable amount of back wages for 60 employees in an industry whose essential workers are often among the lowest paid, said Wage and Hour Division District Director Thomas Gauza in Chicago.

“Failing to accurately record the hours employees work does not prevent a federal investigation, the discovery of violations and ultimately, back wage recovery,” Gauza said in a press statement. “This case shows that employers that attempt to gain an unfair competitive advantage by flouting the law will be held accountable.”

Violations of tip pooling, overtime requirements

Investigators found that Tank Noodle employed some servers to work only for tips, failing to pay them any direct wages, as the law requires. Tank Noodle also shorted servers when the employer pooled tips each day, and divided them evenly among all staff, which illegally included management, according to the Labor Department.

The FLSA does not permit management to participate in tip pooling arrangements. The restaurant violated overtime requirements when it paid some workers flat amounts per day, regardless of the number of hours that they worked, the Labor Department said. Doing so resulted in violations when those employees worked more than 40 hours per week but the employer failed to pay overtime.

Tresize noted that as the Labor Department looks to be taking a more aggressive approach to each case, “It’s important that businesses invest in solutions to reduce their noncompliance risk.”

Effective restaurant employee scheduling best practices

Using best practices for an effective restaurant employee schedule will boost wage-and-hour compliance, avoid understaffing and labor cost overruns. One way to start scheduling in advance without the hassle of paperwork is with an online restaurant scheduling system.

See how to build your restaurant’s employee work schedule with ease and remain in compliance with all labor laws. Sign up for a free trial of Workforce.com’s shift scheduling software today.

Posted on March 17, 2021June 29, 2023

Allied Universal boosts its hiring as demand for security services surges

security services, Allied Universal

Security services will play an important role as businesses reopen their doors and rebuild their staff in 2021.

Anticipating this growing need, security staffing services provider Allied Universal recently announced plans to hire hundreds of new employees across the country. Two recent hiring events in the Phoenix area alone were held to add 500 new security professionals there.

Building the hourly workforce

The greatest number of Allied’s open positions are hourly, said Morgan Price, senior vice president-recruiting and talent acquisition, though there are open positions across the organization.

“From security professionals to various leadership positions in operations, human resources, and other functions, we have tremendous opportunity,” Price said.

Allied included a virtual solution to interviewing and hiring to engage a large number of potential employees who may otherwise not apply or interview for a position, Price said. Adding that virtual component also makes the entire application process easier and more efficient.

“With altered school schedules for children or just the inconvenience of arranging transportation, being able to take the first step of employment through our virtual open houses helps Allied Universal find the best talent available,” Price said.

security staffing services , Allied Universal

Safety through security staffing services

Price said that Allied executives are seeing an increased need for security staffing services and facilities management. They plan to hold a number of virtual hiring events over the remainder of the year nationwide and beyond 2021.

“Our clients and the public at large rely on us to keep our communities and businesses safe and secure, especially during these challenging times,” said Steve Jones, chairman and CEO of Allied Universal, in a press statement. “Our security staffing professionals play a pivotal part ensuring facilities can continue business as usual. Other businesses that had to close can rest assured that their assets will remain protected.”

For full-time positions, company benefits include medical and dental coverage, life insurance, 401(k), holidays and more.

Hiring and scheduling security personnel

Hiring unqualified security guards can be a detriment to a company’s reputation and its financial livelihood, according to the “Officer Reports” blog. To find quality security guards, they say, be the kind of company that your current guards want to tell their friends to apply at. 

Once hired, experts recommend that employers maintain consistent scheduling practices for an hourly workforce of security personnel. It creates optimal productivity, reduces fatigue and helps employees retain focus toward the end of a shift. Teamwork also is important among security professionals, so also consider scheduling the same people on at the same time if they work well together.

To get around unreliable manual communications such as call trees and text messaging, security company managers are realizing the advantages of employee scheduling software. Besides managing staffing levels, automated scheduling solutions offer effective communication tools, particularly in the event of unforeseen emergencies or last-minute schedule changes.

Complying with fair workweek and predictive scheduling laws also is important. A regular schedule cuts down on overtime, leads to happier employers and better workers, experts point out.

 Focus on employee safety

Price said that throughout the pandemic Allied Universal’s top priority has been employee safety. The company is doing everything possible to deal with the personal impact this is having on all of its employees and their families. 

Morgan Price, SVP-recruiting and talent acquisition

“Since the start of the pandemic, Allied Universal has delivered more than 3 million masks and hundreds of gallons of hand sanitizer to our frontline employees and staff,” Price said. They also have a dedicated safety team constantly monitoring all COVID-19 developments ensuring that Allied continuously educates its employees to understand and follow CDC guidelines.

Allied, which is based in Santa Ana, California, has 265,000 employees and revenues of more than $9.5 billion. The company will grow by thousands of new employees as the long-anticipated $5.28 billion acquisition of rival security company G4S came to fruition March 16. Allied will add G4S’s workforce of 558,000 employees and operations in about 85 countries stretching across six continents, according to published reports. 

Allied also announced in January the acquisition of Atlanta-based SecurAmerica, which has 13,500 employees and $467 million in annual sales, and Waco, Texas-based Eagle Systems Inc., which has 210 security officers and revenue topping $10 million, according to the Orange County Business Journal.

Looking to grow like Allied Universal? Workforce management solutions are important for scaling and day-to-day frontline operations. Book a Workforce.com demo today.

Posted on March 11, 2021March 29, 2024

5 retail scheduling best practices – higher sales per labor hour

retail scheduling

Effective retail scheduling isn’t easy. 

Do it well and you’ll engage your associates, reduce turnover, cut costs and build customer loyalty. But poor execution leads to lost revenue, disgruntled employees and inadequate customer service in many ways. 

With the right processes, workplace culture, and retail shift scheduling software, you’ll avoid employee scheduling conflicts and build the most accurate schedule possible. Customer loyalty rises as employee morale and productivity improves. 

If you are a manager or business owner in the retail industry, here are the five retail scheduling best practices.

1. Build predictable schedules

Inconsistent schedules are a major complaint among retail workers. More stability helps employees balance the rest of their lives and responsibilities while still getting enough hours.

Plus, a Harvard Business Review study revealed that stable employee scheduling in retail actually builds productivity and profits. Researchers discovered that sales in stores with more stable scheduling increased by 7 percent and labor productivity increased by 5 percent.

Managers should consider the needs of their staff when building a schedule. It seems obvious but can be easier said than done, especially when managers get a handful of time-off requests. 

While the retail industry can be unpredictable, store managers should avoid scheduling retail workers on short notice. Employees need time to plan for everyday needs like transportation and child care.

Also avoid scheduling employees for “clopenings” — where an employee closes the night shift and opens the following morning. Too often employees are forced to get by on just a few hours of sleep between shifts. 

The Economic Policy Institute notes that irregular work hours, such as clopenings, lead to longer work hours. Policies that reduce or eliminate clopenings and other unstable work schedules will lead to a more productive workforce while helping to avoid unnecessary overtime. 

Perennial work-life imbalance is a proven detriment to stress and health. And in the retail industry, constant juggling of employee scheduling to maintain profits and keep labor costs to a minimum isn’t really necessary.

When employers establish predictability in work schedules, it helps develop clear career paths for employees and provide more opportunities for training. Effective scheduling also is critical so that employees feel like they are supported and part of the organization instead of just punching a time clock.

While having a predictable schedule is better than scheduling on the fly, avoid manual timekeeping methods. They can be manipulated by employees to steal time and also are subject to wage-theft abuse by employers. 

Using automated scheduling software is a great way to make it easier, more cost-efficient and less prone to fraud for a manager to handle this process. Managers can create and share work schedules for all employees to see on their phones, as well as send automated reminders to them before each shift.

schedule template, retail, restaurant employees

Once a workable shift calendar is established, stick to it. And give employees plenty of notice if you plan to change what the average shift looks like.

2. Adhere to predictive scheduling laws

Is your business in a jurisdiction that already has or will have predictive scheduling or fair workweek laws?

Employee scheduling laws vary by city or state, but they generally include four common provisions, according to the National Retail Federation. They are: 

  • Advanced posting of schedules.
  • Employer penalties for unexpected schedule changes.
  • Record-keeping requirements for employers. 
  • Prohibitions on requiring employees to find replacements for scheduled shifts if they are unable to work.

Predictive scheduling dictates advanced scheduling notice. In general, most require two weeks notice, but it can be more. 

Violation costs can add up quickly. New York City, for example, requires retail employers to pay $500 or damages (whichever is greater) for on-call shifts or shift changes with less than 72 hours’ notice, according to the National Law Review.

If you’re running a retail outlet in a city that isn’t yet affected, don’t wait for it to become law. Fair workweek laws will continue to spread across the United States to protect shift workers, so stay ahead of the game by starting to make changes in your organization now. 

Simplified and automated solutions such as Workforce.com’s scheduling software assures that you’ll avoid costly infractions and comply with federal, state, and local labor regulations. You’ll know exactly where you stand with predictive scheduling and fair workweek laws. 

3. Allow employees to swap shifts

Most retailers have a large number of part-time staff. A Korn Ferry survey found that of all retail positions, part-time hourly store employees have the highest turnover rate, with 76 percent average turnover in 2019. 

While a part-time workforce is a necessity, it also presents volatility in your retail scheduling. Store managers spend a lot of time sorting and tracking employee time-off or shift cancellation requests. Last-minute scheduling changes also means managers spend valuable time off the floor to find a replacement.

A well-designed shift swapping policy can work for both sides and ensure that both the retailer and employees eliminate guesswork and get the staff scheduling they need.

Rather than bog down managers with scheduling headaches and leave employees to guess whether their shift is covered, allow your staff to swap shifts through an automated scheduling solution. 

Any employee can request a shift swap in the Workforce.com mobile app. Assuming their manager approves the request, employees available and qualified for that shift will get notifications on their phones. Any of them can indicate in the app that they’d like to swap. When a manager approves the swap, the system automatically updates schedules, which everyone can see in the app.

retail employees scheduling

4. Improve clarity around retail employees’ schedules

Retail employee schedules have been written out on paper or logged in an Excel spreadsheet for decades. It may be a tried-and-true method for some business owners but the only absolute tradition is that manual scheduling leads to confusion.

With pen-and-paper employee schedules, employees often are unaware of last-minute changes. There is no visibility since managers only post the schedules in a break room or near a time clock.

As you can imagine, there are unintended time and attendance violations that managers, HR and payroll must investigate and address. The lack of transparency in scheduling can also lead to disengaged employees who may think managers have a hidden agenda and that favoritism plays into their shift scheduling process.

Knowing whether you’re overstaffed or understaffed and how resources are being managed is at best an educated guess and at worst a crapshoot.

An automated scheduling solution for retailers puts schedules online and visible for all to see. 

workforce software, restaurant, retail employees scheduling

There’s no need for last-minute phone calls or texts to see who is scheduled for that day’s shift. Managers can easily see who’s coming in, what time they’re scheduled to start and which location they’ll be at all from their phone.

With Workforce.com’s workforce app, retail managers keep lines of communication open with all of their full-time and part-time employees. Seeking employee input when possible can help them feel like they have a little more control over their schedules. 

“We are seeing much more communication coming from employers, and what [employers] are sharing with us is employees like it,” said David Kopsch, principal consultant at Mercer in a June 2020 story posted to Workforce.com. “They like this high level of communication. They like the engagement and the concern and empathy that employers are demonstrating.”

5. Assess staffing needs to avoid overtime

Labor forecasting is a must when scheduling your retail workforce. 

Predicting customer demand peaks and valleys to plan ideal staffing levels shouldn’t be left to chance or a manager’s gut instinct.

You may read suggestions that you determine the lowest number of staff required to run your store. “Begin with a bare-bones number and build from there,” some expert may tell you. That is a fool’s errand and completely unnecessary when you use effective labor forecasting software and implement an automated scheduling solution.

According to the Harvard Business Review study, “Practices such as having barebones staff in stores and unstable scheduling (schedules that vary on a day-to-day basis) have flourished in the guise of enabling greater profits for retailers. 

“In study after study for over a decade, operations researchers have found that retailers understaff during peak hours. Increasing staffing, they found, could increase sales and profits. And yet this message on the costs of lean scheduling fell on deaf ears.”

Overstaffing and understaffing can be dangerous for any retailer, which typically runs on small profit margins and must monitor the company’s labor budget. A staffing decision that smartly cuts labor costs while maintaining superior customer service benefits your bottom line.

Varying the types of employees that you schedule helps keep your full-time employees from accumulating overtime hours that can drive labor costs up. And allowing part-time employees to work alongside experienced full-timers provides valuable on-the-job training that they can’t get anywhere else. 

The Workforce.com Live Wage Tracker allows managers to adjust staffing levels to optimize profits. 

live wage tracker, workforce.com software, restaurant , retail employees

Building retail schedules every week that can change at a moment’s notice is a constant challenge. But with retail scheduling best practices and implementing automated retail scheduling software, you can save time, reduce turnover, build employee morale and cut costs. Book your demo today.

Posted on March 9, 2021June 29, 2023

The future of automated employee scheduling

The promise of algorithms completely taking over scheduling and eliminating all human input seems too good to be true — and it is. 

Take Starbucks’ scheduling challenges in 2014, which was the focus of a 2015 investigation by the New York attorney general’s office that also looked into the scheduling practices of 12 other retailers. Starbucks was criticized for its use of their legacy software to algorithmically generate schedules, which many claimed caused chaos and uncertainty in employees’ lives. When they didn’t know when their next shift would be or whether their shifts would get canceled at the last minute, it became increasingly more challenging for many employees to find child care, take classes, hold a second job or plan for the future.

Algorithms optimize efficiency and are part of the equation for creating the best schedules, but organizations can’t forget about the other key factor: employee input and flexibility. Without the human factor, the employer benefits while the employee must suffer through potentially chaotic and unreliable schedules. While solely focusing on employee input, the workers benefit while the employer loses the efficiency that scheduling algorithms carry. Luckily, a win-win is possible when combining these strategies. 

The role of technology in auto-scheduling

People have been trying to create shifts with algorithms and machine learning without ideal results for a long time, as far back as 20 years ago, said Josh Cameron, Chief Strategy Officer at Workforce.com, citing a paper that explored the academic literature on personnel scheduling problems as far back as 2004. One issue that has arisen with this is that the quality of a schedule is dependent on the type of data and amount of data that managers input. Quality data will help produce a better schedule, but, conversely, “rubbish in, rubbish out,” Cameron said.

Further, when managers create a schedule by hand, they’re considering many factors, not all of which can be quantifiable as data or easy to capture as data, he added. For example, employee shift preferences are not easy to capture because individuals have their own preferences that are constantly changing.

“When we use machine learning algorithms, that’s only about half the equation, and there’s a limit to how well we can do it,” Cameron said. “Regardless of how good algorithms get, there will always be limits on how much information we can reasonably collect from employees on their preferences.” 

The approach Workforce.com is taking is completely novel to what other companies are trying to do, he added. Rather than solely investing in making the algorithm better, the company is going a step further, he said.

“We’re some of the first people to realize how potentially limited the approach is,” he added. “We stepped back and asked, ‘How can we also let employees get the most value from their schedule, in an equal win-win way?’ Because happy workers are productive workers.” 

Relying solely on algorithms sets scheduling as a zero-sum game where employees have to lose out in order for the business to gain or vice-versa. Auto-scheduling is a harder solution to build, but at Workforce.com we treat this as our core belief that employee-employer relationships should be built on win-win. 

auto-scheduling

The key steps to auto-scheduling

To create the best, most accurate schedule, managers need to be able to accurately predict demand, create the right shift pattern and fill that shift panel with the right employees. Each of these individual steps poses its own pain points for managers, but by investing in the right scheduling technology, organizational leadership can make this process smoother and more accurate.

Demand prediction is the first key step in scheduling. The more applicable information a manager can collect, the more accurate and confident they can be with demand prediction. The right software will take into consideration factors such as weather or time of year, but managers also have a human role in this. They can identify demand predictors that are unique to that location. 

Once managers have confidence in their demand prediction, shift building is the next step. Software like Workforce.com can help managers create shift patterns for the amount of work that needs to be done while keeping in mind regulations that set limits on how few or many people can be working at a given time. Still, managers need to ascertain certain information from employees to help make this possible, such as by approaching employees and getting hard numbers on how long it takes to complete basic tasks within their shifts.

Shift filling is where the most innovation comes in, especially with the recent development of shift auctioning, a mechanism that allows staff to indicate their preference for shifts. An idea that initially came from University of Chicago researchers and built by Workforce.com, shift auctioning is what allows flexibility to truly shine through in the algorithm plus scheduling process.

Benefits of scheduling flexibility

Factors such as autonomy, task variety and level of flexibility help workers feel more satisfied with their jobs, according to the 2020 University of Chicago paper “Reservation Wages and Workers’ Valuation of Job Flexibility: Evidence from a Natural Field Experiment.” The paper looked at Uber drivers — gig economy workers who have control over when and how much they work. A major finding here was how much workers value job flexibility, so much so that Uber drivers needed a wage increase to take undesirable shifts. A step further, “drivers would demand much higher wages if they had to commit to pre-set work schedules.”

The appeal of flexibility for hourly, shift and contract workers is something also supported by other research. The 2013 University of Chicago paper “Work Schedule Happiness: A Contributor to Employee Happiness?” found that varying start and end times depending on the day was associated with greater employee happiness. And this association was generally stronger among hourly employees than salaried employees. Meanwhile, the 2015 paper “Why Schedule Control May Pay Off at Work and at Home” found that “having discretion as to when, where, and how much one works is an important remedy to both chronic and acute time pressures and work–life conflicts, with potential health, well-being, and productivity benefits.” 

This connection is also pretty instinctual. Ultimately, using an algorithm-only method strategy of scheduling ignores the profound impact employee preferences and flexibility can have. 

The reality for shift workers is that scheduling has a considerable impact on employee’s job satisfaction and quality of life — a fact that most people in an operations role are aware of. And currently, the way schedules are generally created is not the most beneficial for employees. What may help organizations with this transition is to try a trial run on a smaller group of employees and work out any kinks in the implementation process, Cameron suggested.

Putting employees first

Happy and efficient workers make for a competitive business. And smart scheduling especially matters for the happiness of hourly shift workers. While it’s tempting to invest in solutions that are totally dependent on technology, the truth is that no matter how sharp this technology gets and no matter how efficient it is, it won’t be enough to fully satisfy workers and thus maximize productivity. That requires the human touch to be factored along with the algorithm. 

“Algorithms can be limited,” said Tasmin Trezise, president at Workforce.com. “What’s hard is balancing that with the demand drivers of business, their labor requirements, the employee input and the overall culture of the company.” 

Being smart at demand prediction, shift building and shift filling will ultimately both make employees more satisfied and help control budget efficiency. Managers can accomplish this with the right tools — tools that give them the best potential technology and algorithms while also giving them the opportunity to put the employee in the process. 

This auto-scheduling method is the future of scheduling, especially for hourly shift workers. Workforce.com’s platform was created with a win-win philosophy in mind and we understand that employers and workers don’t need to be at odds over schedules. Technology built on this win-win philosophy is the future of automated employee scheduling with both parties getting what they want with forward-thinking solutions like Workforce.com.

Posted on February 25, 2021October 31, 2023

5 Options to Track Employee Hours

track employee hours

Summary

  • Some businesses get away with tracking time manually with pen and paper.

  • Time clock machines with biometrics, card swipes, or punch-in codes are worth considering in most cases.

  • Automated time and attendance software is the easiest and most comprehensive way to track employee hours.


Without a time tracking program in place, it’s easy to lose track of which hourly employees did what and for how long, leading to mistakes in payroll. 

Inaccurately tracking hours also creates compliance issue landmines. There are stiff penalties and fines for organizations that ignore local, state and federal wage-and-hour and overtime laws. 

It’s a mistake to maintain relaxed standards or have no policy at all to track employee hours. 

Time tracking allows you to accurately see how long any given task takes to complete, and who on your team works most efficiently whether they are hourly or salaried employees. Knowing how much time is spent on certain tasks helps employers to efficiently select how their workers should be using their time.

Still, there are some employers who don’t track employee time because they don’t want to offend employees. Introducing time tracking can be seen as micromanaging or an intrusion on employees’ privacy and shows “a lack of faith” in your own employees.

Instead, they rely on an employee monitoring their own time. Showing trust can build commitment to the company but it can open the door to fraud. 

Before implementing an employee hour tracking solution, answer all questions your employees may have about the process. If employees don’t see the value of time tracking or it is not accurately communicated, your team may not buy in. A key component of streamlining the process of tracking employee hours begins with your honest, transparent communication.

Not tracking employee hours can result in thousands of dollars in lost revenue and invite expensive wage-and-hour violations. Following are five ways that you can track employee hours.

Whether you need to clean up your compensation and compliance practices, track employee activity on a job site, or gauge exempt employees’ time on a project, there are several ways to track employee hours.

  • Manual timekeeping — pen and paper.
  • Time clocks or punch-in tools.
  • Automated time-and-attendance solutions.
  • Mobile apps.
  • GPS clock-ins.

1. Manual timekeeping

If your company is small, using a pen and paper to track employee hours may be a workable option. A manual pen-and-paper system or an Excel spreadsheet at least offers a minimal way to track employees’ time at work. But its limitations quickly become evident as a company grows. 

Manual timekeeping can lead to many difficulties for employers who want to accurately track employees’ time.timesheet, paper time sheet

Managers face reams of paperwork on a regular basis, and it’s easy to misplace or lose timesheets. Employee paperwork also is cumbersome to store, and accessing the documents for recordkeeping or auditing is a challenge.

Manual timekeeping can also make calculating payroll seems like an endless task. If a manager’s time is spent sorting through messy, handwritten employee timesheets and contacting them with questions, they have less time to build the organization through more strategic tasks. 

Correcting mistakes also could hold up the payroll process, which affects all employees.

Accurately tracking employee time becomes an issue. Employees and employers can only add or delete time manually, so they depend on memory to recall who came in when and at what time they took a break or went home.

Wage-and-hour fraud becomes a real possibility. Time theft practices like buddy punching are difficult to detect. Even if several employees falsely change their clock-in time by just five minutes every day, employers can unwittingly pay dozens of unworked hours over the course of a month. 

Of course, the pendulum can swing the other way. Manual timekeeping opens the door to employer fraud. Unsuspecting employees can be cheated out of thousands of dollars in working hours. If and when the fraud is uncovered, wage-and-hour or overtime violations will lead to substantial penalties and potentially steep fines. 

When payrolls are prepared manually, the process is not only time-consuming, mistakes are inevitable and payroll errors are costly. With the trend toward automation, more and more companies are incorporating advanced technology into the workplace to accurately track employee hours, among other functions. 

Pen-and-paper timekeeping simply doesn’t offer the accuracy, versatility and security a digital time and attendance solution will provide. By leaving so much room for error, you risk losing big money for your company. 

2. Time clocks

Time clocks were introduced to track employee time in the late 1800s. While typically more accurate than pen-and-paper timekeeping, time clocks have flaws.

Time clocks vary widely in levels of sophistication. And as with manual timekeeping, time clocks leave plenty of opportunity for time theft and abuse. There is no guarantee that your employees are on the job when they say they are. 

Time clocks also are expensive. They require specialized equipment that is subject to malfunctions and require ongoing maintenance. 

Though card swipes or fingerprint biometrics will provide more accuracy, they are particularly costly, especially when a business owner has multiple locations. Wortime clocks, employee scheduling

However advanced the time clock may be, they’re an impractical choice for a mobile workforce that will routinely work hours at different job sites.

Cleanliness should always be a concern in any workplace. You wouldn’t set out boxes of dirty tissues. Why should a time clock that’s not sanitized after constantly being touched be the lone option for employees starting and ending their working hours? 

The functionality of a time clock is limited and typically cannot integrate with your other workforce management solutions. 

3. Automated employee time tracking solutions

Automated workforce management systems aren’t just for the Fortune 1000 anymore. Solutions exist that are built to support behemoth enterprise organizations yet are flexible and customizable enough to solve a small business’s need to track employee hours.

Companies quickly realize the ways they save time and money once they start using an automated time tracking solution to track employee hours. Timekeeping software becomes your online paper trail that produces accurate, objective accounts of employees’ time and prevents dishonest employees from inflating their hours.

Besides being a strong deterrent to costly time theft, quickly and easily accessing timesheets through an automated solution dramatically improves the accurate calculation of payroll. Time theft is easy to trace and can be quickly solved after you’ve begun to track employees’ hours. You will notice patterns of behavior and can act accordingly.

Before implementing an employee hour tracking solution, answer all questions your employees may have about the process. If employees don’t see the value of time tracking or it is not accurately communicated, your team may not buy in. A key component of streamlining the process of tracking employee hours begins with your honest, transparent communication.

Implementing Workforce.com’s time tracking solution provides your managers with an effortless time-and-attendance system that stays on top of employee productivity, eases administrative tasks and requires minimal training. Managers don’t have to send countless emails or wait for employees to turn in their timecards. The approval workflow handles it, with timesheets attached for easy review and simple approval.

Managers receive notifications when employees clock in and out, when they are running late or must call off at the last minute and when they’re about to incur overtime costs. 

Tracking time with Workforce.com’s automated solution also boosts compliance with regulatory laws. Wage-and-hour and overtime laws vary by state and locality, which makes payroll a calculation and compliance headache. 

Workforce.com’s proactive compliance tools, which were pioneered in Australia to manage the world’s most complicated wage laws, ensure simplified and automated adherence with U.S. federal FLSA, state and local labor regulations. It also includes built-in overtime pay calculations for all 50 states and territories to keep your numbers in compliance.compliance, wage and hour , overtime

Integration with all workforce management systems becomes simple and easy. You control wage costs even further by integrating Workforce.com’s software with your current payroll, POS and HR tools via the cloud for faster, more efficient workforce management operations. 

Verifying and exporting timesheets to your payroll system software is straightforward and fast thanks to the available integrations. Timesheets that have been verified and match scheduling are auto-approved, saving your managers time.

Ultimately, if your employees don’t feel comfortable using your time tracking solution, it will affect their productivity. Since they will use it every day, get them to experience a trial run with you. Building trust early on will amplify buy-in and confidence in your hourly time tracking strategy, making implementation and use simple and error-free.

4. Tracking employee hours with a mobile app

A huge advantage of an automated, cloud-based time-and-attendance system is the capability a mobile employee time tracking app or timesheet app provides to track employee hours. Mobile time tracking makes clocking in and out and sharing schedules easier for all employees, no matter their location.employee mobile app, time clock app

With a time tracker app you can watch who is coming in that day, what time they’re scheduled to start, which location they’ll be working at and their hours on the clock straight from your phone.

There’s no need to camp behind a desktop computer in an office anymore. Your managers get a powerful mobile tool that boosts their ability to track employee hours any time, anywhere. 

A mobile tracker app also empowers managers to follow employees in real time from anywhere and assure that all shifts are covered, update scheduling for any shift and continue tracking when an employee clocks in. Workforce.com’s mobile time clock app helps manage employees’ time and administer digital timesheets, payroll, budgeting and labor compliance reporting. 

Communications become immediately simpler and faster, allowing them to call in someone for an unexpected absence, approve leave requests, and receive automatic notifications on the go. 

5. GPS clock-in

While a time tracking app could be enough for your employees or those who travel between different job sites, you may need pinpoint accuracy to track employee locations. Some time tracker apps include location tracking, providing you with the ability to track enabled devices. 

GPS tracking capabilities help everyone stay in the loop regarding an employee’s clock in and clock out when they arrive at their remote work location. 

Workforce.com’s GPS clock-in takes your time tracking capabilities global. Timesheets automatically sync GPS locations of all clock-ins and outs. Some industries have varying pay rates depending on the job, location and employee’s position. Clock-in data intuitively assigns pay rates depending on the location, saving time and administrative work computing pay.

The time clock app with GPS also includes geofences. Geofencing creates a radius for a location and then it starts flagging shifts in the timesheet approval system, making it easy to track employee hours and identify shifts where someone has clocked in offsite. 

The GPS clock-in app lets everyone clock in from their mobile device and gives managers an edge to track employee hours with the platform’s photo-verified clock-in system.GPS clock in

Tracking employee hours is crucial to your organization’s operations and profitability. It provides key labor cost data, accurate payroll information and a boost in productivity. Regardless of what process you select to track employee hours, use the function that fits your company. But an automated system is scalable to your company’s size and shifting needs and offers the flexibility to stay local or go global. 

Payroll is tired of translating messy, handwritten timecards submitted by employees and managers, and a time clock is an impractical choice for your highly mobile workforce. An automated solution to track employee hours keeps you in compliance and builds your business success. 

Workforce.com’s time clock app automates how your staff clocks in and out. Ask for a free demo today.

Posted on February 22, 2021August 25, 2023

Top 5 workforce management tech trends in 2021

Organizations were forced to rethink operations in 2020 and shift their strategies overnight, prompting new investments in workforce management technology. So, what’s to come in 2021? 

We’ve compiled a list of the top 5 and specific workforce.com technology features we predict will be key trends this year. These include COVID recovery, labor compliance, automated scheduling, advanced workforce analytics and increased cloud and mobility functionality. 

Labor compliance and minimum wage changes

The Biden administration is pushing to raise the federal hourly minimum wage to $15 by 2025. While legislation has yet to be passed, organizations will be preparing for minimum wage changes and complying correctly. Companies that fail to comply are at risk of facing stiff financial penalties and negative public attention.

Webinar: What the Biden administration means for the minimum wage laws

Staying abreast of these changes will be crucial, and organizations will be looking to have an automated system in place that will make the transition easier. Organizations will require solutions that can simplify and automate labor law compliance. They will need a proactive platform that accounts for all applicable federal, state and local labor regulations from employee scheduling to payroll processing.

Workforce.com continues to invest in our fully automated and user customizable compliance engine, pioneered in Australia to manage the world’s most complicated and expensive wage laws and costs. Instead of manually updating or having to calculate different wages for schedules, overtime and payroll, organizations will be able to have changes automatically forecasted and updated. We predict labor compliance to continue to become increasingly complicated due to political, regional and union influence.

Higher wages will also mean increased labor cost and a need for companies to be smarter around how they schedule, track and spend on wages. Workforce management features that can boost employee productivity while providing wage oversight for owners and front-line teams to proactively manage will be key.

A way to address this will be the Workforce.com Live Wage Tracker, which provides a real-time view of staff count, exact costs and where there may be overspending per shift factored for compliance. It equips frontline managers to make decisions quickly and adjust staffing levels accordingly throughout the day. With this, businesses can be more efficient in controlling their labor costs and optimizing real-time operations.

live wage tracker

Also read: The rundown on wage law compliance: What organizations should know

COVID-19 recovery and employee well-being

As the world recovers from COVID-19 and shift work industries return to normal, it will remain paramount for organizations to have a workforce management platform in place for ensuring employee health, safety and feedback.

As workers return to their shifts in numbers, clear communication will be vital to responding to queries and staying agile as a team. Workforce.com innovations this year include the live 360-degree shift feedback and ratings feature so comments can be gathered from employees after each shift and proactively managed. Their responses enable managers to quickly address issues and apply necessary changes to future shifts. This tool promotes transparency and will provide an avenue for employees to speak up and be heard.

Watch: Introducing shift feedback and ratings

Tracking accurate time and attendance but minimizing contact with communal punch clocks will also continue to remain a priority for organizations. Instead of these older physical devices we predict an accelerated rise of next-gen mobile, app, GPS and tablet clocking in solutions that addresses these concerns.

For instance, with workforce.com GPS Clock ins instead of just one device for clocking in, staff will be able to use this feature to clock in on their own mobile device. Employees who are on the go can also use it to accurately log their start and end times, as well as their break and location while on shift. This results in a lower hardware and maintenance cost of ensuring accurate timesheets while reducing multiple touches to a communal device.

 GPS clock in

Workforce.com has also developed a completely free tool called Reopen to help businesses manage their capacity and social distancing requirements as they open. By allowing customers to make an appointment online, this will assist businesses in managing the number of people within their premises at a particular time. Organizations will be able to set opening hours, and customers can book in a time slot using their phone.

Auto employee scheduling

We predict further advancements in automated employee scheduling in 2021 with an introduction of advanced algorithms and automatic demand prediction, shift building and shift filling. The future of auto-scheduling looks to be creating ‘win-win’ shifts for employees and employers that drive maximum efficiency whilst optimizing for employee choice and flexibility

Demand prediction is considered the first key step in auto-scheduling. The more applicable information that can be collected about how busy it’s forecasted to be, the more accurate and confident the staff coverage. Workforce.com can currently integrate with any existing business system (I.e POS, MES, HMS, ERP’s etc) to capture this demand data and predict staffing requirements. This can then be adjusted for location unique factors such as events, weather, seasonal changes, trends and manager discretion.  

I.e., This Super Bowl will be 20 percent busier than last year. Next Tuesday will be as busy as the average of the last three Tuesdays. Next Friday will be 40 percent less busy because it will be raining.

Once managers have confidence in their demand prediction, shift building is the next step. Software like Workforce.com can help managers create shift patterns for the amount of work that needs to be done, while keeping in mind regulations that set limits on how few or many people can be working at a given time. Still, managers need to ascertain certain information from employees to help make this possible, such as by approaching employees and getting hard numbers on how long it takes to complete basic tasks within their shifts. 

Shift filling is where the most innovation comes in where managers will be able to effortlessly fill shifts factoring multiple constraints, such as labor costs, qualifications, roles and labor laws. If an employee is unavailable, managers can offer that shift to other available staff. Workforce.com can then show managers how much a potential shift swap costs, enabling them to stay on budget. 

Being smart at shift building and shift filling against projected business demand will ultimately both make employees more satisfied and help control budget efficiency. Managers will be able to accomplish this with the right tools that give them the best potential technology and algorithms while also giving them the opportunity to put the employee in the process. Technology built on this win-win philosophy will be the future of automated employee scheduling with both employee and employer achieving desired outcomes.

These advancements in “one-click scheduling” are predicted to drastically save on manager administrative time, optimize labor cost and reduce over/under staffing.

Advanced workforce analytics and open APIs

Increased adoption of the workforce.com open API is expected to bring huge advancements in workforce analytics and promote internal innovation, integration and personalization. By leveraging the power of connectivity, enterprises can quickly eliminate the chaos of using multiple applications leading to rapid innovation and deeper insights into their workforces. 

Companies that can efficiently discover patterns, spot potential problems and optimize their workforce quickly will stay ahead in 2021. This is only possible when organizations have access to their data and have the mechanisms to generate reports that are clear, easy to understand and make the most sense for stakeholders such as HR, payroll, managers and employees. 

With Workforce.com’s advanced reporting suite and API, organizations will be able create custom reports and workflows for efficient analysis. Companies can choose to use customizable built-in reports or create their own by pulling information from any data point. 

Also read: Labor analytics and reporting starts with access to the right data

Cloud, mobility and ease of use

2021 will continue the rise of native SaaS cloud applications over clunky enterprise workforce management software with organizations preferring improved frontline manager/employee mobility options and ease of use. Employees should love to use the tools provided or they generally won’t use them at all.

Simple and modern UI has long been missing from workforce management solutions with organizations needing to solve their problems and complete tasks in the easiest and quickest way possible. Workforce.com remains the leader in workforce management design as we continue to invest in simplicity and ease of use to increase employee engagement, usability and lower support and implementation issues.

It’s also becoming paramount for organizations to lead with a mobile first strategy for their workforce management. Workforce.com will continue to expand our employee mobile app that staff and managers can use to clock in, see timesheets, create schedules and communicate with the rest of the team. employee mobile app

Implementation expectations adhere to these ease of use and quick-to-learn principles with organizations expecting higher standards and tighter deadlines when rolling out or switching from a legacy solution. Workforce.com implementation is now easier and faster ensuring that users can start using the platform in no time reaping benefits of upgrading faster.

In 2021 we predict an increased migration to cloud computing services like workforce.com due to increased functionality, reliability, scalability, security, continual R&D and decrease in cost.

There are currently 300,000 users on the Workforce.com platform, with a 4.75 app star-rating average and 99 percent client retention. Find out why and try Workforce.com today.

Posted on December 16, 2020June 29, 2023

How custom fields builds flexibility and simplicity into workforce management

custom fields, workforce.com

Flexibility is crucial to managing employees.

Advanced workforce management software features such as custom fields improve that flexibility and support immediate, real-time decision making.

The benefits of custom fields

Custom fields eliminate one-size-fits-all rigidity and give managers the flexibility to add, update and store any data on employee files. It’s configurable by groupings of fields and can easily display individuals or customized teams of employees.

Workforce.com recognized the value that custom fields provide to meet employers’ operational needs. Every business has unique circumstances and demands, said Leon Pearce, Workforce.com’s lead software engineer. Integrating additional flexibility into Workforce.com’s software caters to their unique needs.

“There are core common problems that every business faces,” Pearce said. “They need to do scheduling. They need to record employees’ time and make sure they’re compliant. But maybe their industry also has unique requirements. Even down to a single business, there may be unique obligations. Custom fields improve how they’re working. We add an extra layer of flexibility, which helps them achieve their goals.”

Easily track and identify employee needs

With core operations, Workforce.com can take the full schedule experience and customize that for a mobile workforce. Because employees frequently move from site to site, custom fields provide immense value to monitor who is where and when.

Custom fields also can be used to track everything from each employees’ T-shirt size to a specific shift schedule or location assignment, said Michael Valentine, vice president of accounts. “Some organizations provide specialized equipment or clothing for their employees,” Valentine said. “Using custom fields keeps track of boot sizes for employees on a construction site.”

custom fieldsValentine added that in one case an airline needed to store data on pilots’ flight hours annually. They created a custom field and continuously reported on it while scheduling pilots. Customizing the schedules of multiple employees also eliminated the need to memorize their location.

“It can be hard to remember, so having the ability to include an address and some notes that are unique to that location is really useful,” said Pearce, who was instrumental in developing the Workforce.com custom fields feature. “Being able to add fields to schedules that are completely unique makes operations a lot easier. We designed a simplified approach to set up custom fields. We made this seamless so business admins can get in, make changes and updates and get the value out of it themselves directly rather than relying on an IT department to do it.”

Improving the user experience

Custom fields can be used with most core workforce management functions and across multiple departments.

It’s a straightforward process to add a field, Pearce said. Once the object to customize is selected — a timesheet, employee profile or a schedule, for example — the field gets a name and the information is included.

“The most common one is text, but you can make a special field, like a day, or you can make it a file and that customizes the user experience. It’ll add a button to the schedule that allows you to upload the file. And that’s basically it.”

Adding a custom field to “employee” populates the employee profile. Adding a field to an employee’s schedule shows up on the schedule-building tool, which also can appear on their mobile app.

The same is true with timesheets, Pearce said, noting that it will be added to the timesheet review process. “You can export to other systems,” he said. “So you can leverage that information going out of the system.”

Custom fields also can be set up in the mobile Workforce.com app, Pearce said. Users can automatically link information, say from a particular location, in the employee’s app so they can get background, such as the address and some specific circumstances about that site.

Workforce.com’s custom fields feature

Simplification is the key feature when comparing Workforce.com to other systems that allow for added fields. Workforce.com’s custom fields capabilities are much more simple to use compared to other systems that allow for added objects. Customization also evolves along with an organization’s changing needs, shifting with what’s important to a business. 

Interestingly, custom fields have yielded at least one unintended consequence since the COVID-19 pandemic hit, Pearce said.

“People have come up with some great ideas to use custom fields for storing information around COVID-19,” he said. “People are being empowered to solve these problems themselves. As someone who’s building the software, it’s been the coolest thing to see.”

While custom fields are not new to workforce management software, Workforce.com’s integration into the operational process is innovative and provides exciting new results. Integrating custom data points to employees’ schedules or exporting it into a payroll and invoicing system improves workflow. Tracking shift data and embedding into the time and attendance process saves money.

“That is a big breakthrough that we’ve had,” Pearce said. “We’re definitely leading and paving the way in that direction. Custom fields are taking our software to the next level in terms of helping businesses solve these problems.”

Organize your employee data with custom fields and get Workforce.com’s scheduling platform working for your business. Request a demo today!

Posted on December 8, 2020December 14, 2020

How SMBs can survive and thrive during and after COVID-19

SMB, small business, COVID-19

The COVID-19 pandemic has thrown a curveball at businesses, but small and medium-sized organizations have found themselves in a unique predicament. With limited resources, smaller organizations need to realign their priorities given current market conditions and quickly do so. 

A crucial part of the economy

As the pandemic continues, governments are focused on more stringent health and safety protocols. But at the same time, they try to keep the economy moving despite restrictions. SMBs are a crucial piece to doing this. 

There are 31.7 million small businesses in the United States, accounting for 99.9 percent  of U.S. businesses. SMBs also account for 45 percent of total employment in emerging countries globally and 60 percent in the U.K. 

Governments have offered different forms of aid for SMBs. While helpful, such assistance is more focused on helping SMBs survive in the short term. It’s essential to recognize that the speed of recovery will depend on the ability of SMBs to return to sustainable operations post-pandemic after current stimulus measures run out. 

Here are some ways SMBs can quickly adapt and remain on track for recovery. 

Reopen safely with technology

According to a Salesforce Research survey, 64 percent of SMBs have focused on safety and health policies due to the pandemic. Cleaning physical spaces is a huge part of it, but another way to promote health safety is to enforce social distancing and manage the number of customers coming in. 

Reopen is a free tool that lets customers make appointments. Through the platform, businesses can set their operating hours and customers can book a time slot that’s suitable for them to visit. With bookings set in advance, businesses can control foot traffic, anticipate demand and let clients know that they are safely open for business.

Make cost-efficient decisions 

Cost efficiency is crucial for SMBs, especially when demand tends to shift depending on changing restrictions. They need a mechanism that will enable them to optimize quickly to save on costs. 

Workforce.com’s live wage tracker enables small businesses and their managers to make cost-efficient decisions on the fly because it tracks demand and labor costs in real time. Managers can see staff count, exact costs and spot potential areas for overspending. 

Create schedules that stay on budget

Scheduling for SMBs can be more challenging these days. There has to be a balance between having enough staff, ensuring team safety and staying on budget. 

Workforce.com offers a scheduling platform that allows managers to input their labor budget to create a schedule that stays within a set amount. The platform can also pull in data from their POS, which can help forecast demand based on historical data. 

Ensure staff safety

Health issues are detrimental to how SMBs operate, especially now. Creating rotational shifts to minimize contact is a good step. It also pays to conduct health check-ins during each shift where employees can declare any symptoms they’re experiencing. This will help managers optimize operations, conduct contact tracing and assist employees should they need to be tested and isolated. 

Also read: Staying resilient: 10 ways to use Workforce.com to manage the impact of COVID-19

Workforce.com provides ways to keep track of these things automatically. Managers can create and track qualifications for safety processes such as COVID-19 test results and quarantine expiration dates within the platform. They can also set shift questions that remind staff of sanitation requirements or ask them if they’re experiencing any symptoms.

Adapting to market volatility with technology

SMBs that utilize technology are better poised to overcome market challenges. According to the same Salesforce Research survey, technology influences SMB operations in different ways, especially with customer interactions (51 percent), the organization’s ability to stay open and in business (46 percent) and growth of customer base (40 percent). 

The Workforce.com platform is designed to meet the workforce management needs of businesses of any size. It has different functionalities that can help SMBs thrive even in today’s volatile market. See how it can equip your team to make cost-effective decisions and optimize operations promptly. See it in action and try Workforce.com for free today.

Posted on December 3, 2020February 23, 2021

Hearing Care Solutions improves onboarding and simplifies scheduling with Workforce.com

employee communication, hearing, talk, schedules

Since its founding in 2009, Hearing Care Solutions has become a leading health care company by understanding how hearing-loss technology vastly improves its patients’ lives.

Knowing that hearing loss left untreated hinders communication and ultimately affects social interaction and quality of life, HCS is advancing hearing care through a variety of fully digital instruments at varying levels of technology from nine leading manufacturers.

As Denver-based HCS continues to implement new technologies to grow its hearing-solutions business, they also have embraced Workforce.com’s workforce management platform to improve the lives of its employees.

HCS already is reaping the benefits since introducing Workforce.com to its employees in August 2020. HCS is saving 30 minutes per employee every two weeks by using Workforce.com, said Nallely Yearwood, executive director, operations at HCS.

Yearwood also cited three advantages since implementing Workforce.com.

  • Saving time on payroll days.
  • Saving time during onboarding.
  • Accessibility for all staff for schedules and time off requests through the app, which makes it easier for management.

Simplify the scheduling process

Yearwood discovered Workforce.com through research of workforce management applications, including reviews. Since its rollout, building schedules for its 100 employees has become more efficient and strategic with Workforce.com, Yearwood said.

“Workforce.com relieves me of the handwritten schedules and saves me a lot of time pre-payroll as well,” said Yearwood, who has been with HCS for five years. “It has also helped our payroll department save a significant amount of time.”

Efficiently onboard new employees

As an essential service, HCS is bullish on its plans for growth over the next 12 to 18 months as it adds new employees to meet business demand. Since the pandemic swept across the business landscape in March, Yearwood said candidate interviews have been held virtually via video calls.

Workforce.com has been a crucial partner to bring new employees into the fold, she added.

Since its implementation, “Hearing Care Solutions has been able to streamline the onboarding process in addition to giving us a more effective way of managing both remote and on-site employees,” Yearwood said.

There have been several lessons learned from operating a business during COVID-19, Yearwood said.

“While it is a new challenge to actually implement a full-blown pandemic policy, we welcome the challenges as it strengthens our internal community and our commitment to providing services to our clients,” she said.

Easy access for all employees

Everyone on the HCS staff uses Workforce.com, Yearwood added, both management and employees. “It gives us the opportunity to ensure staffing and scheduling follows our business needs and also allows our employees to easily manage their schedules and PTO requests,” she said.

With an efficient staff management system in place, Yearwood and her team want to continue improving their online platforms and seek ways to provide the best service to their customers as they expand. Employees have endorsed several Workforce.com features, she said.

“The (time clock) app is great, and it allows them to see their schedules ahead of time and to request time off,” Yearwood said.

Keeping employees healthy and productive will always be top of mind for HCS executives.

“Our priorities are always the safety and health of our staff and ensuring our policies and supporting processes are compliant and as staff-friendly as possible,” she said.

Hearing Care Solutions has made its workplace more efficient and productive. Book a demo and see how Workforce.com can help you.

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