Interested in learning more about our Employee Self Service application? Join our webinar at 2 p.m. (Central Time) on September 7 for the latest tips and information from our experts!
In an ever-changing workplace landscape, an agile human resources department is the difference between keeping business moving and trying to keep up.
Business agility is the ability to respond and adapt quickly to both internal and external environment changes. Technology helps with this agility by allowing us to not only be aware of changes, but also to react to them.
The technology you use and changes you face depend on your business, but both of these factors will always impact your HR professionals. Without HR agility, your business may slow or suffer when changes occur.
What does an agile HR team look like?
An agile human resources model approaches the typical office responsibilities from a more efficient direction. In addition to setting, monitoring, and enforcing workplace policies, agile HR teams adapt these policies to internal and external requirements.
An agile HR team is one that:
- Delivers a strong, focused mission and keeps all employees engaged with it
- Encourages collaboration, information-sharing, and project management
- Offers peer-to-peer rewards and recognition
- Motivates employees to be innovative and adaptable
The result is streamlined and productive collaboration among employees, empowering them to be ready for any changes that occur.
How do you get there?
With everything that your HR team does, there are countless practices and technologies to make them more agile—and time tracking software is one of them.
Time and attendance software from Time Management Systems helps your HR team monitor everything from government policy changes to employees’ paid time off. Encourage collaboration with Employee Self-Service modules that allow employees to enter hours worked, access schedules, and view benefits. Use the Incidents and Points module to reward and recognize employees for accurate attendance.
Our modules will communicate with any software you have, allowing you to adapt to whatever situations arise.
We can help!
At Time Management Systems, we’re committed to making your workplace more agile and efficient. Our products are designed to adapt based on your needs—and are backed by our expert customer service. Get in touch with us to learn more!
Summer is upon us, and the warmer temperatures bring daydreams of beaches, boating, and barbecues. If your employees are like most, they’re starting to plan their vacations accordingly.
Employee schedules and their unpredictable summer fluctuation requires accurate tracking—and that’s where we come in. Check out our most helpful software options for managing summer schedules.
Nice weather has a way of bringing out your employees’ spontaneous side. Before you know it, they’re taking off on Friday morning for a weekend of camping—and not telling you until Thursday on their way out the door.
With power scheduling, you can create, view, and change schedules for today, next week, or next month. Track sudden schedule changes accurately with the power to adjust both full-time and seasonal employees’ as changes—both planned and unplanned—occur.
This technology also gives you schedule summaries from individual to groups of employees. View as much as a month’s worth of information, see which employees left when, and who filled in for whom.
Long summer nights are great, but can sometimes mean later hours for your employees. Instant timecards recalculate as soon as changes are made and are the best way to keep up with those spontaneous summer schedules. Change clock-in and clock-out times simply by typing them in. When you get that five-minutes-before-closing-time rush, your employees’ extra time will be accurately accounted for.
You can also transfer employees to other workgroups. This is great for seasonal employees as it lets you easily schedule them across departments. If you anticipate certain aspects of your business being busier than others for the day, you can transfer staff and adjust timecards accordingly.
For businesses with multiple locations, the end of the summer doesn’t mean a loss of help. Instant timecards also transfer across locations while letting you keep an employee’s schedule and work data.
With one click, your employee data is compiled into one streamlined view. Real-time dashboards provide a holistic view of payroll, scheduling, and human resources information. Each summarized statistic links to detailed information so you always know where the numbers are coming from.
Dashboards also flag and highlight critical issues that you (or your HR professionals) need to address. When employees work too many or too few hours, for example, you’ll receive notice before exporting payroll information. This saves yourself, your HR staff, and your employees the headache of incorrect payments and resulting corrections.
Once issues are fixed, you can export your payroll information with one click. It’s a convenient way to make sure everyone is paid correctly and on time.
Nobody likes keeping track of organizational leave policies—but it still has to be done. Let our leave management software do the work for you.
The system automates employee requests for time off, evaluating each one against other schedules and outstanding leave requests. You’ll know right away whether requests are manageable and in line with company policies. As an added bonus, automated requests make employee supervisors’ and managers’ lives easier with convenient online or app-based approvals.
Want to learn more?
At Time Management Systems, we offer more than time and attendance software options. You’ll also receive the industry expertise and customer service to help you implement whichever options you choose. Get in touch with us today to learn more or request a quote.
The House of Representatives recently passed the Working Families Flexibility Act (H.R. 1180), an act that would provide employees more workplace flexibility. The bill aims to give private-sector employees a choice in how they’re compensated for working more than 40 hours during a given workweek: either with cash wages or in the form of paid time off (PTO).
Employees could earn 1.5 hours of PTO, rather than being paid time-and-a-half, for every overtime hour worked. The bill has sparked much debate—despite the fact that 85 percent of employees consider workplace flexibility a major factor in taking a new job.
While waiting to see whether it passes through the Senate, here’s what you and your employees should know about the Working Families Flexibility Act.
Compensatory paid time off is optional
Private-sector employers can choose to offer PTO accrual as an alternative to overtime wages. However, they must offer both options—no employer can make compensatory PTO a requirement. Employees then have a choice between the two, and it’s entirely up to the employee.
Both employees and employers are protected
No employee can be forced to choose compensatory PTO instead of wages. Employers and employees must complete and sign a written agreement stating that the employee accepts, knowingly and voluntarily, to use compensatory time in lieu of wages. If a union represents an employee, the union must also be part of the collective bargaining agreement.
Employees will be paid for overtime—no matter what
Employees can earn up to 160 hours of compensatory PTO and are free to “cash out” their hours as they choose. The bill states that an employee who requests time off “shall be permitted by the employer to use such time within a reasonable period after making the request if the use of compensatory time does not unduly disrupt the operations of the employer.”
Employers have to approve the amount and dates of time requested off. This particular detail has caused the most debate, due to the fear that employers might “scam” employees and reject time off requests. However, no bill can be without regulations, as there will always be those who try to take advantage of the system.
The bill therefore ensures that employees are compensated for working overtime, no matter what. Employers designate and communicate to their employees a 12-month period—either a calendar year or some other 12-month period determined by the employer—during which the compensatory time must be used. Any PTO not used within 31 days of the designated 12-month period must be paid out to employees at the time-and-a-half overtime rate.
What does this mean for you?
This idea is nothing new—state and local government employees are already given the option between PTO and overtime pay. However, as of now, the Senate will have to vote in favor of the bill before it can move forward. If it passes, the proposed law would offer private-sector workers the flexibility to attend to personal needs and balance them more evenly with workplace commitments.
Argus Leader Column Highlights ACA Insights
Mindy Kroll, TMS co-owner and sales manager, was featured in the Sioux Falls Business Journal, a weekly Argus Leader section. Writing for the Insight column, Mindy offered advice on Trump and Affordable Care Act changes. Head over to the Argus Leader to read more.