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Relationships between people are the cornerstone of human resources.

Although we like to think that performance of employees is closely connected to a type of work they’re doing as well as workload, relationships within the workplace are equally as important. This is especially true when employees require assistance from other members of a team. Bad relationships with colleagues can have a negative impact on the whole working process, it can affect the morale of a team and ultimately, will impact organizational culture.

HR management is there to smooth things over. Improving relationships between workers (as well as workers and management) can provide various benefits to your business. Here are some things that will help you do it.

Promote dialogue


Every member of your staff has a different personality so work-related issues are commonplace. In fact, you can always expect some sort of a conflict between workers as well as workers and managers.

Oftentimes these conflicts tend to escalate. One of the workers may even leave the company due to these unresolved issues. If the things get out of hands, they may affect the whole department or office. That being said, resolution of conflicts should be the main priority of every employer.

Provide employee assistance whenever possible. People who have a grievance should be able to express themselves openly. You need to create an atmosphere where employees can ask various questions and have the opportunity to confront managers without fearing for the safety of their job. There should be a support system that will allow unobstructed communication.

Team building and joint activates for employees

Oftentimes conflicts are direct results of people not knowing each other. They don’t have time to communicate outside the workplace. In other words, work relations and employee persona go hand in hand.

Your employees have to have an opportunity to communicate in a stress-free environment. It’s necessary to create new events and team building activities that will allow them to learn more about each other. Even though this isn’t a resolution to the problem, it will increase the loyalty between individuals making them feel more as a part of the team.

Focus on company mission and promote positive values

Most people search to become a part of something bigger than themselves. This is why you have to have a good company policy that will make them feel at home.

In order to reduce friction between employees and a company, employers have to focus on positive values by, not only have a mission and vision but also enforcing it on a constant basis. Workers have to buy into your policies which will reduce their natural resistance and make them more willing to cooperate with the organization and other employees.

Make employees feel appreciated

No matter what kind of a job they’re doing, most people are proud of their labor and work discipline. Unfortunately, employers usually center on negative impact of a person instead of positive. Good performance during jobs is rarely praised and is seen as a part of daily routine. Manage doesn’t show enough appreciation for person’s service and skip any kind of a praise.

This is one of the main reasons why people are dissatisfied with companies even though they might not realize it themselves. Employee forms a negative opinion about a manager, project or a company just because there is no positive feedback.

Performance management is an important part of the process and individual performance should be recognized either through praises, by providing unique development opportunities and training as well as through financial compensation.

Hire an organizational consultant

The job of an organizational consultant has become more prominent in the last several years. This coincides with the need to improve work atmosphere.

Organizational consultants are independent experts which are meant to improve the overall health of a team. They need to find a way to improve relationships between employees and facilitate easier communication. In other words, they have to promote dialogue. The consultant will be a valuable resource going forward; lots of companies employ their services on a permanent basis.

They can be the centerpiece of various employee-related programs and can lead your team building efforts. Like all other professionals, organizational consultants have professional standards guiding them in their daily work.

Use software

Nobody likes a chaotic life. This is especially true for employees as their career depends on performance. Lack of planning and numerous changes usually have a negative impact on them. All of that leads to more stress, worse environment and needless conflict. Ideally, you will find a way to program the time and delegate the tasks.

The best way of doing it? By using a great web software.

You are able to track various aspects of a business including time and attendance, HR management, scheduling, absence management etc. Some employees may say this interferes with their privacy but please keep in mind these programs provide benefits to both sides.

They are especially great in case of disputes between management and employees as they are able to track all the activity and provide better scheduling and planning. In certain cases, they are the best method of protecting employee’s rights.

Create new opportunities

Workers have a different perspective when it comes to seeking new opportunities.

While some are content with their current employment, others seek to further their careers. If they remain in the same position for a longer period of time, they might become dissatisfied and ultimately leave you. This is why you need to create new jobs that will suit ambitious employees.

Not only is this a great solution for motivated workers but it also puts them in a new spot. Keep in mind that workers tend to become dissatisfied when working for the same salary as some less talented employees. New positions will give them a new set of challenges while allowing them to stay with you.

Last thoughts

Human relations can be really tricky.

Given how much time we spend working, it is normal for conflicts to appear. Although you might think that this is something employees have to figure themselves, you will still have to step in.

On the other hand, it is necessary to prevent conflict between the management and employees. Try to create an environment where people will flourish as this is the best way to eliminate any frustrations and retain the same quality workforce.

The post How to Improve Employee Relations within your Company? appeared first on Advance Systems.

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What is Payroll Based Journal Reporting?

Payroll Based Journal (PBJ) Reporting is required under Section 6106 of the Affordable Care Act (ACA). Under the ACA, long term care facilities must submit information about staff working in direct care. This includes agency and contract staff.

To deal with this type of reporting, the Center for Medicare and Medicaid Services (CMS) created the PBJ system. This allows participating companies to submit data

  • electronically by uploading an XML file (file size limit 5MB).
  • by manually entering the data into the CMS system.
  • using a combination of both.

Since October 1st, 2015 PBJ submissions were optional. However, submissions became mandatory on July 1st 2016.

PBJ reporting requires a high level of detail and accuracy in the data provided. It has brought a new level of transparency to long term care facilities which is a positive outcome for all stakeholders. However, the level of data required means that for many facilities, the number one priority now, is ensuring their time and attendance and HR management systems are up to the task. Should these fall short, PBJ requirements have the potential to cause significant strain on employees and impact on patient care.

What kind of work is captured in PBJ?

Direct care staff are defined by the CMS as anyone that uses interpersonal contact or is involved in residential care management to provide care and services that allows the recipients to attain or maintain the highest achievable mental, physical, and psychological health and well-being.

Direct care does not include individuals that are responsible for the upkeep of the physical environment of the facility.

The CMS has defined 40 job descriptions that each have a Labor Category Code and Job Title Code. Staffing hours need to be reported per day per individual staff member under the correct labor category and job title codes.

All of the staffing categories and job titles can be found in the CMS Long Term Care Policy Manual in Table 1.

What is the CMS trying to achieve with PBJ?

The PBJ staffing reports will bring an increased level of accuracy, transparency and validation to the direct care industry.

Each company has 45 days from the start of a new quarter to submit payroll data for the previous quarter.

All the details of what exactly companies are required to submit relating to PBJ can be found on the CMS website.

What type of information is recorded in the PBJ?

Once the company has completed the registration process to facilitate filing a PBJ there are several data points required for each individual registered employee.

  • Employee Unique ID
  • Hire date
  • Termination date
  • Pay type code
    • Non-exempt
    • Exempt
    • Contract

The information required for direct care workers are

  • The work day and date
  • The job category code
  • The job title code
  • The hours worked per day/date

It is important to note that if a contractor or individual is paid directly by Medicare, those hours cannot be reported within your PBJ submission.

Treatment of night shifts

The CMS requires hours worked to be prescribed to the actual date they are worked. In the case of a night shift that starts at 22:00 on one day and finishes at 06:00 the following day, this would require 2 entries – 2 hours for the first day and 6 hours for the second day.

Performing multiple duties

If an employee has different duties to perform in a day and your system can record the change in duties CMS allows you record and submit this data.

For example, if an employee clocks in and performs four hours of Therapeutic Services as an Occupational Therapist and then clocks out for their meal break that should be recorded under the appropriate labor category and job title codes. When they clock back in and perform Therapeutic Services as an Occupational Therapy Aide this requires different labor category and job title codes.

Salaried Staff

Companies can only record up to 40 hours for exempt, salaried staff. If an exempt employee works 50 hours, they can only record 40 hours work under PBJ as they will only be paid for 40 hours work.

Non-exempt staff can claim overtime for extra work and this can be recorded under PBJ.

Will the public benefit from the data that is recorded?

All the data being collected through the PBJ system will go towards creating the 5 Star Rating system for direct care providers. Facilities are graded on

  • Health inspections – based on physical inspections of the facility
  • Staffing – based on the PBJ data input into the CMS system
  • Quality measures – based on a select set of clinical data measures
  • Overall Rating – based on the facility’s results in the above

If a company fails to meet the deadline for submission they risk losing their overall and staffing star ratings on the CMS Nursing Home Compare site.

Census Data

The PBJ systems also record some Census Data.

At the end of each month a direct care facility must submit the number of residents whose primary payer is

  • Medicaid
  • Medicare
  • Other: neither of the above
Challenges Timekeeping

PBJ is essentially an exercise in timekeeping. The more reliable your timekeeping system, the more reliable the data you provide to the CMS system will be.

Companies need to ensure that every hour an employee spends working in direct care is recorded as failure to do so could impact your 5 Star Rating.

Mitrefinch Solution

Our Time and Attendance system has several clock-in/out options that ensure employees can record their time worked accurately and easily.

  • Web Based Clocking – employees can login using a web-based self-service application.
  • Biometric Time Clock – clocking in and out is recorded by simply placing a finger on a biometric scanner.
  • Text Alert Clocking – employees send a text message containing their ID number to a virtual mobile phone which is then transferred to the Mitrefinch attendance system.
  • Mobile Phone Clocking – employees download an app and record hours worked on their mobile device.
  • Land-line Clocking – employees use a landline to call a 1-800 reverse billing number to clock in and out.

For a company’s PBJ submissions to be compliant they will need to be able to record when and where the employee administered care and how long it lasted for. It is vitally important all the information submitted contains the correct job category and job title codes.

If the timekeeping system is not linked to the payroll system this could complicate your process and require manual intervention.

Mitrefinch Solution

Mitrefinch systems are cloud-based solutions that allow you to streamline your processes and procedures. The system allows employees to manage their time directly reducing the number of touchpoints between recording, storing and processing the data.

One key strength of Mitrefinch solutions is that the reports and outputs are totally customizable and integrate seamlessly with third party HR and payroll software programmes.


One of the biggest headaches in dealing with PBJ is recording non-standard activity of staff.

As mentioned previously, night shift work will need to be recorded as 2 separate date entries.

Equally, if an employee performs one type of role in the morning and a different in the afternoon, this requires different job category and job title codes.

In addition, for salaried staff you can only record the 40 hours work they will be paid for regardless if they work extra hours to complete a task.

Mitrefinch Solution

Mitrefinch systems can automate even the most tedious of manual processes. Rules can be created within your application to make sure all employee data is recorded in accordance with PBJ guidelines. Our systems are flexible and adopt to change too.


The easiest way to ensure compliance with the Labor laws regarding PBJ is by having a robust Time & Attendance System.

If you would like to test the Mitrefinch Time & Attendance software you can receive access to a free demonstration by completing the short form below.

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The post What is Payroll-Based Journal (PBJ) Reporting? appeared first on Advance Systems.

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Once you determine that transitioning to a workforce management solution will optimize productivity, your next decision is how to implement it.

For a long time, processes and systems used to house employee information were only found at the company. From implementation to daily administrative duties, HR and IT staff typically held primary duties for ensuring all data remained secure and accurate.

This norm of on-premise systems has a competitor: cloud-based systems that also perform as a workforce management solution, but offers more flexibility and support for most companies. While there is no denying that a workforce management system in the cloud is more cost-effective to deploy, it has yet to monopolize the market.

Yes, small, mid and large companies can implement a cloud-based solution without straining their budgets. But in reality, this quick setup and low-maintenance option for tracking time and attendance, payroll, benefits administration and other data-heavy functions is not always the right choice.

An on-premise system gives you peace of mind about the safety and security of important data.

The debate of cloud vs on-premise will continue. In the meantime, you want to find the better solution for your company – whether you have 50 or 500 employees. Consider the following comparisons to determine which one will work for your company.

Workforce Management Solution in the Cloud

When compared with traditional in-house systems, there are a number of benefits to using the cloud to increase efficiency and productivity.

Implementation and Deployment

Any changes you decide to make cannot be considered without two critical steps: implementation and deployment. It can take several months to successfully install and configure the traditional solution. A workforce management solution is typically much faster in the cloud. Creating a new account, loading data and configuring the system can be completed in a few days or weeks.

Upfront Costs

The choice of implementing a system is often decided by how much it will cost. An on-premise solution costs more. Not only are you buying hardware and software, but you are also paying for installation, configuration and implementation. These costs add up quickly.

However, there is no upfront investment for a workforce management solution in the cloud. Typically, you pay a monthly fee that includes training, maintenance and support.

Operational Costs

Operating costs accrue over time when you implement an on-premise system. you must factor in the cost of running a server onsite. This includes backups, maintenance, upgrades and replacement. These costs can easily exceed budgeted amounts.

If you choose a cloud-based option, you can access the benefits of a workforce management system through shared services. With this option, your operational cost dramatically decreases.

Performance and Scalability

The size and demand of your company may evolve overtime. Making changes to an on-premise management system to meet new demands can be very expensive, if not impossible.

Starting with a cloud solution also gives you scalability due to its multi-tenant cloud computing platform. Being able to maximize the scalability of data-intensive tasks also maximizes your investment in a workforce management solution.

On-Premise Workforce Management Solution

While keeping company data in a cloud works for some companies, there are also benefits to an on-premise solution. Those that choose to deploy this model to aid in overseeing employee operations maintain control over all systems and data. Even with higher implementation costs, peace of mind about critical business infrastructure is worth the price.


If your company requires advanced security, you may want to choose a solution that offers more than the security measures taken in the cloud. Security is a legitimate determining factor in choosing whether it is best to store data in-house or on a server with other companies.

Just think of what it will cost if you lose critical information. The costs upfront to secure company data is a justifiable expense.

Visibility of Data

Can you honestly say where your data is with a cloud-based solution? Many early adopters of the cloud are still trying to come up with a comfortable answer to this question. Truthfully, it becomes very difficult to know exactly where sensitive data is once you place it on a cloud.

Until technology overcomes the visibility hurdle, you may want to simply keep company data in-house.

Ease of Accessibility

Only in a perfect world will cloud users in every location have the right amount of bandwidth and not be constrained in accessing cloud resources. Imagine working efficiently on the cloud with remote sites across the globe.

In this case, a private connection is more reliable and consistent with productivity.

Adaptability to Growing Business Needs

Regardless of the industry, your company is unique and should have systems that reflect individual business needs. If you want this uniqueness to drive the type of workforce management solution you deploy, an on-premise system is probably best.

While you can reduce costs by having a cloud-based system, you also reduce options for adaptability. Cloud-based management solutions provide a basic framework. You do not receive the flexibility of customizing the system to fit your company.

On the contrary, your IT staff can work with an on-premise management solution and fully customize it.

Choosing the Right Solution for Your Company

In the end, there is no right or wrong answer to solving the cloud versus on-premise workforce management solution debate. There is only the right solution for your company.

Here are a few questions to ask that can help you determine what’s best:

• Can your company afford the upfront investment to implement an on-premise solution?
• Does your company have the right tools for top-notch security of data?
• How important is it for you to access the latest compatibility upgrades and functionality processes?

A business – small, medium and large – must manage its workforce in the most efficient way possible. Managing human resources will continue to be a significant portion of operating expenses. Tracking schedules, assigning tasks and projects, etc., directly impacts your company’s success.

Every company is different, even those within the same industry. Those differences determine the requirements that matter most and will influence your deployment strategy for a solution to managing your workforce.

The post Explore the Differences of Cloud Versus On-Premise Workforce Management Systems appeared first on Advance Systems.

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Why are employee rights and the WHD in the news?

For much of the Obama administration the Wage and Hour Division (WHD) took an expansive interpretation of the law. They focused heavily on enforcement to protect employee rights.

So far in 2018, the WHD has been creeping into our newsfeeds with increasing regularly.

The Trump administration appears to be taking a more non-interventionist approach. It appears there will be more emphasis on education and voluntary compliance by employers.

Evidence of this occurred on April 12th when the Wage and Hour Division announced that it has issued three new opinion letters.

An opinion letter is an official document authored by the WHD on how the law applies in specific circumstances relevant to the person or entity requesting the opinion letter.

Opinion letters represent official statements of agency policy. The public are encouraged to request these letters to seek agency guidance on circumstances that have arisen or may arise in the workplace.

It is expected that there will be some developments in the coming months that will impact wage and hour law. Some of the items affected will probably include rules surrounding tip payments, a new overtime rule, and a U.S. Supreme Court decision on the enforceability of class and collective action waivers in arbitration agreements.

Individual States have been taking on wage and hour issues themselves in the face of a federal stalemate in Congress. For example, as of the 1st of January 2018, 29 States had a higher minimum wage than the federal minimum. Organisations like the Fight For $15 group has sprung up to keep minimum wage at the forefront of legislators’ minds.

There has been a huge increase in class and collective action wage and hour lawsuits filed in both federal and state courts as a pre-emptive action against any reduction in regulation or enforcement under the Trump administration.

If you don’t have time to read this article right now, we have created a short summary video below, for your convenience.

What is the Wage and Hour Division?

The WHD is the Department of Labor division responsible for protecting and enhancing the welfare of the workforce in the USA.

They achieve this by ensuring employers are following the prevalent labor standards.

According to the Department of Labor website the WHD enforces federal law regarding

  • minimum wage
  • overtime pay
  • recordkeeping
  • child labor requirements of the Fair Labor Standards Act (FLSA)
  • Migrant and Seasonal Agricultural Worker Protection Act
  • the Employee Polygraph Protection Act
  • the Family and Medical Leave Act
  • wage garnishment provisions of the Consumer Credit Protection Act

They also uphold several employment standards and worker protections provided in several immigration related statutes.

U.S. Department of Labor Issues New WHD Opinion Letters

On April 12th, U.S. Secretary of Labor, Alexander Acosta announced the Department of Labor was releasing three WHD opinion letters.

“The Department of Labor has committed to protect employees, enforce the law, and ensure employers have the tools for compliance,” Acosta said. He went on,

“American job creators and employees deserve to know how an agency will apply the law to a particular set of facts. By addressing the application of statutes and regulations in the specific circumstances presented by an employer, employee, or other entity, opinion letters provide clarity that helps increase compliance to the benefit of all.”

The opinion letters released dealt with

  1. What counts as work time under the FLSA when employees travel for work
  2. Whether 15-minute rest breaks required every hour by an employee’s serious health condition must be paid or may be uncompensated
  3. Whether certain lump-sum payments from employers to employees are considered “earnings” for garnishment purposes under Title III of the Consumer Credit Protection Act

These are the first opinion letters to be released since Secretary Acosta announced that the Department was resuming this practice in June 2017.

The Department had issued opinion letters for more than 70 years before ceasing the practice in 2010.

Key Points for Manufacturing and Wholesale

Depending on the industry you work in, the labor laws may have some slight variances. The WHD has over 100 fact sheets specific to each industry.

Regardless of what industry you company is involved in, the Mitrefinch solution can integrate rules to cover all employee rights scenarios and be able to adopt to any changes in the future.

We have distilled a number of these fact sheets for industries we have more frequent interactions with.

1: Manufacturing Establishments – (full factsheet here)


Employees who work in manufacturing establishments are defined as being involved in production, handling, or work on goods for interstate or foreign commerce.

The minimum wage and overtime pay provisions of the Act apply to employees in this industry.


The Fair Labor Standards Act (FLSA) applies to employees of a manufacturing businesses covered either on an “enterprise” basis or by “individual” employee coverage.

  • Enterprise – If the business has at least some employees who are “engaged in commerce” and meet the $500,000 annual dollar volume test, then the business is required to pay all employees in the “enterprise” in compliance with the FLSA without regard to whether they are individually covered.
  • Individual – If a business is “engaged in commerce” but does not meet the dollar volume test discussed above they may still be required to comply with the FLSA for employees covered on an “individual” basis.

The FLSA definition of individual coverage is broad and covers employees who are

  • working in the production of goods to be directly shipped outside the State
  • working on goods that are sold to a customer who will ship them across State lines or use them as ingredients of goods that will move in interstate commerce.
  • handling interstate calls, mail, invoices, or receive packages, etc.
  • guards, janitors and maintenance employees who perform duties which are closely related and directly essential to such interstate activities
  • Regardless of how the employee’s pay is calculated – time, piece, job, incentive, or any other basis – all covered, non-exempt employees must be paid the federal minimum wage.
  • The cost of tools, uniforms or other similar requirements may not be borne by the employee where such cost would reduce the wages paid in the workweek below the required minimum wage or in any way reduce the wages due for overtime hours.
  • Employers must pay a youth minimum wage of not less than $4.25 an hour to employees who are under 20 years of age during the first 90 consecutive calendar days after initial employment by their employer.
  • The law contains certain protections for employees that prohibit employers from displacing any employee to hire someone at the youth minimum wage.
  • Unless specifically exempt, all covered employees must receive overtime pay for hours worked more than 40 in a workweek at a rate of not less than one and one-half times their regular rates of pay, regardless of the payroll frequency (bi-weekly, semi-monthly etc.).
  • The regular rate of pay is defined as all remuneration (including production bonuses, shift differentials, attendance bonuses) divided by the total hours of work in the workweek.
Typical Problems

Below are just some of the issues that your payroll department may encounter.

  • Failure to count and pay for all the hours as work time, including such task as
    • time spent oiling, greasing, cleaning or installing machines at the start or end of the workday
    • time spent in travel from job site to job site
    • time spent at a designated place to receive instructions
    • moving equipment and tools to a designated place.
  • Employees cannot be exempted because they have impressive titles or are paid on a salary basis.
  • Minors under the age of 18 employed in restricted occupations, work areas, or improper hours and times of work.
  • Employees performing work in their private homes in restricted industries without prior certification from Wage and Hour.
  • Failure to keep the required records on wages, hours, etc. listed in the recordkeeping regulations.
Mitrefinch Works

If the increased scrutiny on employee rights is causing you concern, it shouldn’t.

The chief concern is probably arising from the fact that your time and attendance systems doesn’t work. It is more than likely limited in flexibility and unable to deal with change.

The big difference with Mitrefinch is it works.

Our promise is whatever rules you need we can integrate them into our software. This means that our solution does the heavy lifting for you. It is comprehensive and highly configurable.

Take a time out from reading and watch this brief explainer video on the Mitrefinch system.


2: Wholesale and Warehouse – (full factsheet here)


The wholesale industry is the sale of goods for resale, rather than sales to the ultimate consumer.

The warehouse industry includes central warehouses for a business enterprise, public warehouses, and storage establishments.


All employees of an enterprise level wholesale or warehouse business with yearly sales of $500,000 or more are covered by the FLSA.

If the wholesale or warehouse business is not a covered enterprise, most employees will be covered by the FLSA on an individual basis.

Individual coverage applies to all employees who receive, ship, transport, load goods that are moving in commerce, who prepare or transmit documents relating to such shipments for interstate commerce or the production of goods for commerce.

Other persons, such as guards, janitors and maintenance employees who perform duties which are closely related and directly essential to such interstate activities are also covered by the FLSA.

It has been the experience of the Wage and Hour Division that virtually all employees of wholesale and warehouse businesses are covered by the Act’s provisions.

  • Regardless of how the employees pay is calculated – time, piece, job, incentive, or any other basis – all covered, non-exempt employees must be paid the Federal minimum wage.
  • Employers must pay a youth minimum wage of not less than $4.25 an hour to employees who are under 20 years of age during the first 90 consecutive calendar days after initial employment by their employer.
  • No one under the age of 16 may work in a warehouse.
  • Wholesalers may have employees as young as 14 in certain jobs, but only during closely regulated hours and in very limited occupations.
  • Employees under age 18 may not engage in occupations which have been declared hazardous, including operating most power-driven hoisting apparatus such as forklifts.
  • The law contains certain protections for employees that prohibit employers from displacing any employee to hire someone at the youth minimum wage.
  • Unless specifically exempt, all covered employees must receive overtime pay for hours worked more than 40 in a workweek at a rate of not less than one and one-half times their regular rates of pay, regardless of the payroll frequency (bi-weekly, semi-monthly etc.).
  • The regular rate of pay is defined as all remuneration (including production bonuses, shift differentials, attendance bonuses) divided by the total hours of work in the workweek.
  • Regulations, 29 CFR Part 516, specify the records which are to be kept on each employee (employee names, addresses, hours of work, rates of pay, wages, deductions, etc.). These must usually be maintained for a 3-year period.
  • There may be employees within a covered business who are exempt from the minimum wage and/or overtime provisions of the Act such as outside sales persons, interstate drivers, mechanics, and loaders may be exempt from the Act’s overtime provisions.
Typical Problems

There are some problems and misconceptions which Wage and Hour investigations commonly disclose in the wholesale and warehouse industry. These include:

  • The misapplication of the executive or administrative exemptions to non-exempt persons, such as clerical workers, working foremen, dispatchers, and inside salespersons.
  • Employment of underage minors, especially in the operation of fork lifts and paper balers.
  • The misconception that salaried employees need not be paid overtime.
  • Failure to pay employees for all hours suffered or permitted to work, including time spent taking inventory, completing paperwork, etc. beyond the normal schedule.
  • Failure to maintain time records on salaried or piece rate employees.
  • Giving compensatory time off in lieu of overtime pay.
  • Deductions made for reasons other than board, lodging, etc., in overtime work weeks.

As an employer, the best way to ensure compliance with all the Department of Labor laws is by having a robust Time & Attendance System.

Mitrefinch delivered by Advance Systems can give such a system and more importantly the peace of mind that you will be compliant.

You can request a free demo of Mitrefinch Time & Attendance software by completing the short form below.

Collect and Manage Employee Time & Attendance from One System
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Employees are the greatest asset in any business and every company has the common need to figure out how to management their team’s pay rate, career growth, time, and attendance. These four management requirements are the focus of how an organization grows their revenue, product and services offered, and expands within their chosen market. Whether a business is local or global, brick and mortar or internet based, and small or large, it is necessary to compensate employees accurately and timely. The recommended path to successfully paying your team to continue working on behalf of your business interests is an efficient time and attendance system.

Exempt and Non-Exempt

Employee pay rates are regulated by government standards based on the kind of work they do and whether they are paid by the hour or a standard monthly amount that is not determined by the number of hours they spend completing their work. Exempt employees are salaried and therefore receive a standard amount of money as long as the tasks are completed according to schedule and are not entitled to receive overtime pay. Most job opportunities are Non-exempt positions that are paid according to the rate per hours worked and are subject to paying (on average) one and a half times the hourly rate to employees working over 40 hours a week. An effective time and attendance system will allow organizations to track the time and attendance of both Exempt and Non-exempt employees.


The primary purpose of any time and attendance tracking system is to provide a clear and comprehensive review of how much of the company’s revenue is allocated to payroll. Since this is the highest expense within your company, competent operational managers will need to justify payroll increases and decreases. When organizations pay more for staff time, managers need to analyze whether spending more money on employees is resulting in a revenue increase. In contrast, when organizations spend less than usual on paying employees, managers need to make sure that the savings are real and not resulting in a correlating profit loss.


Businesses run by assigning traceable and allowable costs within the organization to specific accounting categories. Tracking the amount of time spent on various efforts within the organization is paramount to knowing how you are spending on budget line items. Your accounting team bills employee time according to the number of hours spent on the effort related to the identified cost center, project, account, or client. The best way to track and report on your billing records is through a time keeping system which allows employees to let their managers know which accounting category to pay them from.


Accurately paying team members is not an easy task for any size business no matter the product or service offered. According to The American Payroll Association, 60% of its responding members do not have fully automated payroll systems and in the US alone one third of employed workers are forced to pay their bills late due to payroll errors. Payroll mistakes are linked to poor performance in that employees lose faith in organizations who do not pay them what they have earned and are promised. Something that is seemingly a small issue or glitch can easily lead up to a bigger relationship problem between employers and employees.


An ideal time and attendance system will allow managers to produce reports of various query types to analyze what budget adjustments are necessary. A great automated reporting tool has unique filters that permit the creation and viewing of custom reports. Some queries will be based on the billing types within an organization while others may be based on employee names. Whatever the strategic need, the best time and attendance system for your business will offer comprehensive reporting tools that are easy to use.


It is difficult to adhere to government requirements surrounding employee tax reporting without the implementation of a payroll system that produces the necessary data. Government oversight is unforgiving of companies reporting inaccurate tax information and leverage a high rate of fines each year for compliance violations. The automated system managing the payroll data should integrate with your accounting platform to produce these records timely.


There’s nothing like a time and attendance system that employees can access no matter where they go. While choosing a system is daunting, the most effective will allow your employees to clock in and out from any location and therefore must be cloud based. Internet based time and attendance tracking systems aren’t just great for staff but also enables managers to review data as well. The agility and convenience of 24/7 and mobile access is invaluable to business operations.


Projects fall behind when not properly managed and it is difficult enough tracking one project that has multiple stakeholders. It is much more complicated to track multiple projects with several stakeholders and time and attendance tracking tools that are project specific help Project Managers know which team members are completing tasks promptly. Without a way to accurately track the completion of tasks in real time, it is almost impossible to find the exact reason projects are not being completed on time, task, and budget.

System Selection

Market surveys have found that seven to ten years is the average lifespan of an organization’s time and attendance system. However, any business can experience drastic changes for many reasons within that time frame. Operational instincts drive business managers to hire people, equipment, and systems that meet the bare minimum needs at the lowest costs, but once a business hits a growth spurt, that strategy can actually hinder the ability to keep up with client and market demand. Migrating to a new system is extremely disruptive and it is better to have one that can easily accommodate your business needs to scale. Spending valuable time evaluating and reviewing available systems now is a sure way to avoid many hours of frustration and wasting finances in the future.

Abstract: Selecting a great time and attendance system for your business can be overwhelming. This article talks about the features a great automated system will have that meets your company’s needs.

The post How to Identify an Efficient Time and Attendance System appeared first on Advance Systems.

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Work in the 1960’s and 1970’s revolved around a 9 AM through 5 PM 40 – hour workweek.

Men were the breadwinners who supported their wives and children and most men worked physical labor jobs.

From the 1960’s – 1980’s promotion and employee development were gained by rising in the ranks through on the job management training.

Through the 1980’s – 1990’s skill management opportunities were very limited and only employees who were educated and performed well were considered.

Innovative technology in the 1990’s – 2000 presented new challenges to employee development and HR Managers had to solve a major skill gap problem.

Digital formats and technology in 2000 – 2010 made formal education and training a must have for employees. It is very difficult to secure employment without it.

2010 – 2020 requires HR Managers to form project teams and demands on the job collaboration from most team members.

Economic strategists predict that from 2030 and beyond rapid advancement of artificial intelligence and machine learning will result in balancing the need for income with a revolutionary decrease in employment.

Human Capital is our world’s greatest asset and HR Managers are no exception. Human resource leaders will be pivotal in future state employment and continue to be critical in employee development.

The post HR Management: Closing the Skill Gap appeared first on Advance Systems.

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There are two very different perspectives on California Employment Law.

From the workers’ perspective it is considered one of the most employee-friendly labor laws within the United States.

On the other hand, from the employers’ perspective there is a lot more to consider.

The California labor laws are quite prescriptive. This means it can be a time-consuming exercise to ensure compliance. In addition to the state labor laws being very complex, they are also constantly evolving within the State legislator and therefore a company’s administrative systems and practices must evolve too.

The problem is compounded for employers as there are also Federal Laws which must also be adhered to on top of the State Laws.

We recently spoke to Spates Fabricators, a client based in California. (You can read the case study here.)

When speaking with clients like Spates Fabricators, you get a real sense of the weight of the complex California Employment Law on such employers. Dennis Caplinger, Head of Special Projects, described how being compliant requires a lot of administrative heavy lifting by its Human Resources department.

We thought it would be helpful to highlight some aspects of California Employment Law that may be more time intensive to process.

California Law Challenges for Employers

California Equal Pay Act

Male and female employees in the same classification who perform the same quantity and quality of work are entitled to equal pay, unless pay differentials are based on bona fide factors such as seniority.

Minimum Wage

The minimum wage in California varies depending on the size of the employer.

  • Small companies with a maximum of 25 employees must pay a minimum of $10.50 per hour.
  • Employers with 26 or more employees must pay employees a minimum of $11.00 per hour.


There are three scenarios where an employer must pay overtime.

  1. All hours worked over the standard ’40-hour workweek’
  2. To employees that have worked more than eight hours in a workday.
  3. To employees that have worked a seventh consecutive day in a workweek.

The rate of overtime pay to eligible employees is one and a half times the employee’s regular rate of pay for all hours worked in excess as outlined above.

An employer must pay ‘double-time’, double the employee’s regular rate of pay for all hours worked in two scenarios.

  1. If an employee has worked in-excess of 12 hours in any workday
  2. And for all hours worked in-excess of eight on the seventh consecutive day of work in a workweek.

Rest Breaks

Under California Employment Law an employer must provide eligible employees with a paid 10-minute rest for each four-hour work period and this should be as close to the middle of the four-hour work period as possible.

An employee is entitled to one hour of pay for each workday that the rest period is not authorized or permitted.

Meal Breaks

An employer in California must provide eligible employees the following as a minimum:

  • No less than a 30-minute meal period if they work more than five hours a day.
  • A second meal period of no less than 30 minutes must be provided when the employee’s work period is more than 10 hours.
  • One hour of pay for each shift that the meal period is not provided.

To ensure that an employer is complying and providing the legally-required meal break, they must:

  • Relieve their employee of all duty
  • Relinquish control of the employee’s activities, and
  • Permit their employee a reasonable opportunity to take the entire 30-minute break uninterrupted.

The employer is required to enforce the taking of meal breaks or make checks to ensure no work is performed during the meal break. But they cannot restrict their employees from taking one.

Breastfeeding Breaks

A California employer must accommodate any mothers who need to express breast milk for the employee’s infant child.  They are required to provide a reasonable amount of break time to do so.

When possible, this break time should coincide with any break time already provided to the employee, for example the Rest and Meal Breaks.

Employers must also provide the employee with the use of a room or discreet space other than a toilet stall. This area must be near the employee’s work space and the employee should feel they are going about their business in private.

Temporary Disability Insurance

Any worker who is unable to perform their regular work functions due to a non-work-related illness or injury, (including pregnancy and related conditions) will receive partial wage replacement under the California’s State Disability Insurance (SDI) program.

Paid Family Leave

The SDI program also provides paid family leave (PFL) under a Family Temporary Disability Insurance program. If eligible employees need to take time off to care for a dependent they will receive partial wage replacement. Eligible dependents include:

  • Child
  • Parent
  • Spouse
  • Registered domestic partner
  • Grandparent
  • Grandchild
  • Sibling
  • Parent-in-law


Employers cannot enforce a “use it or lose it” approach to their vacation policies.

Annual vacation accruals may be capped but may not be forfeited.

Unused, accrued vacation must be paid out at the end of employment.


The California Continuation Benefits Replacement Act (Cal-COBRA) requires employers and group health plans (with 2 to 19-member employees) to offer continuation coverage to qualified beneficiaries (employees and their dependents) if a qualifying event occurs.

Cal-COBRA also has a provision that requires group health plans to offer up to 18 months of continuation coverage to individuals who exhaust their coverage under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) if they are entitled to less than 36 months of continuation coverage under COBRA.

Wage Notice Requirements

The Wage Theft Prevention Act requires an employer to provide notice of certain pay related information to non-exempt employees at the time of hire and any time the information changes, such as

  • the employee’s rate of pay
  • the basis for such rate
  • the employer’s regular pay period
  • the name of the employer, etc.

If there is an overlap between federal, state and/or local law, the employer must adhere to the law that offers the greatest rights or benefits to the employee.

California Family Rights Act

The California Family Rights Act (CFRA) requires covered employers to provide eligible employees with job-protected leaves for qualifying reasons.

The state level CFRA and the federal level Family and Medical Leave Act (FMLA) mirror each other in most respects. The main areas of differentiation are for whom an employee may take leave for, the qualifying reasons for leave and what is considered a serious health condition.

Accordingly, a California employer must look at both laws when making family and medical leave decisions.

In addition to the CFRA, a California employer is also required to comply with more than a dozen other leave laws, such as:

  • Pregnancy disability leave (covering employers with five or more employees)
  • Family-School partnership leave (covering employers with 25 or more employees)
  • School-required leave
  • Paid sick and safe time
  • Leave for organ and bone marrow donors (covering employers with 15 or more employees)
  • Leave for victims of domestic violence, sexual assault and stalking
  • Crime victims’ leave
  • Election/Voting leave
  • Leave for jury duty and appearance as a witness
  • Emergency responder leave (covering all employers for emergency responder duties, and employers with 50 or more employees for emergency responder training)
  • Family military leave (covering employers with 25 or more employees)
  • Drug and alcohol rehabilitation leave (covering employers with 25 or more employees)
  • Civil air patrol leave (covering employers with 15 or more employees)

As stated previously, if there is an overlap between federal, state and/or local law, the employer must adhere to the law that offers the greatest rights or benefits to the employee.

California Occupational Safety and Health Act

Under the California Occupational Safety and Health Act, an employer is required to maintain a safe workplace for employees. To ensure this occurs, the employer must create and maintain a written, effective Injury and Illness Prevention Program. This document must include, among other things, instruction on how to carry out the various employee functions to ensure safe workplace practices.

Organizational Exit

The California Worker Adjustment and Retraining Notification Act (Cal-WARN Act) provides employees and their families time to prepare for the unfortunate event of a prospective job loss. To this end, employers must provide adequate notice of a plant closing or mass layoff of staff.

Navigate California Employment Law with Mitrefinch Time & Attendance System

This is not a complete list of all the requirements for compliance with California Employment Law. We are highlighting these as areas that may take time for your HR department to process and maintain.

We know our Mitrefinch Time & Attendance system will help reduce the impact on your team. We’d be more than happy to have a conversation to explore the cost and time savings we could implement for your company. Why not get in touch today?

The post Employment Law In California appeared first on Advance Systems.

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The benefits of doing business in the digital age is the ability to automate functions that are crucial to operations. Human Resources are one of the most important divisions within your organization and automation saves time and effort. HR managers who have the capacity to do more than juggle tasks linked to payroll, benefits administration, tracking time and attendance, and organize document storage perform better. The best way to ensure that HR leaders are exercising their talents that you hired them for is to automate as many of the human capital management tasks as possible, leaving them to the important work of actually managing employees and assisting employees in career management.


Paying employees timely include the need to know who your team members are, their rate of pay, whether they are hourly or salary, time off accrued, and how much tax is deducted from their gross earnings. These are all components of payroll that are included in basic payroll systems and should be leveraged in any company as soon as it is financially feasible. Doing so saves time, money, and creates the capacity necessary to grow your organization. Automating payroll decreases the associated costs by 3 to 5 percent, according to Jim Wacek, the President of Insperity.

Tracking Time

Security is a risk factor in any business utilizing digital systems whether software related, or cloud-based. However, having a system that employees must use on their assigned devices as well as log in to track their time reduces the ability of having others illegally compromise time keeping integrity. Attendance and Time tracking systems also reduce human error and bias which allows managers to evaluate employee performance linked to time and attendance and address issues without data complications. When employees know that timekeeping systems are used within the organization, it also promotes productivity in that work hours reported must be allocated to assigned tasks and roles. This allows managers to clearly identify where hours that employees are paid for are spent.


Application tracking tools can help make recruiting a seamless process for HR managers. Business Intelligence (BI) that scans application materials for keywords, phrases, sentence structure, experience tags, education level, and other preferred hiring requirements aids in removing human bias and judgment from the candidate review process. Recruitment automation also helps to streamline the communication process between hiring managers and candidates reducing the error rate for communicating out the wrong information to the wrong people. A discreet benefit of recruiting BI is the time saved by filtering applicants through a system generated and managed recruiting workflow. Adjustments to the workflows are then standardized throughout the organization and applied to every applicant.


Onboarding can be a frustrating experience for both managers and new employees when using old fashion and outdated methods. Automating the onboarding process reduces potential mix-ups in schedules, orientation assignments, and provides new team members with a sense of affirmation in their decision to join the team. The average employer spends about $4,000 and spends 52 days onboarding new employees. The best way to ensure that money and time is well spent, is to deploy onboarding tools and processes that reduce frustration and encourage new employees to remain with your organization for the long haul.

Records Management

Cloud storage of employee information is very common these days, however, there must be a system- based interface for easy retrieval of data. Automated HR management tools provide the interface and functionality of managing documents necessary when hiring whether full or part time, temporary or permanent, contract or standard employee. Automated HR records management systems should have a repository for tracking the government required documents as well as an alert process for missing data. Without an automated records management system within your HR management workflow, an organization can be caught without the required documents on hand and suffer financial consequences or fines as a result.

Employee Evaluation

Performance reviews should take place regularly within your organization and can be easily automated to remain on schedule. Every valuable employee looks forward to understanding why their overall performance throughout the year is up to standard or needs improvement. Employee evaluations that occur outside of an automated system tend to be erratic, biased, and untimely which in turn causes frustration among the team. Automated performance reviews eliminate human error and judgment, which is a relief to employees as their annual salary increase and future state employment is usually determined by the evaluation outcomes. HR managers using automation for employee performance reviews have a more precise way of linking employee benchmarks and competencies to their assigned work efforts.


Competently executing management duties avoids resentment towards leaders by the employees they supervise. Automated HR management tools can help with scheduling on various levels and in different areas such as interviews, regularly scheduled one on one meetings and team training. Rather than manually scheduling appointments, the interaction between managers and employees or candidates can be preset within the tool features.


When HR management communication is automated, the right information gets to the right people. Similarities in names, especially in larger organizations, can result in human error and compromised confidentiality. Team collaborations are much smoother with automated HR management communication and amplifies accuracy in timekeeping as well as project management. Some HR management automation tools are savvy enough to extract statements from pdf documents and deliver the applicable information to only the affected employees. Imagine the productivity increase gained when communication is transmitted throughout the day by deploying these types of tools.

Payroll Taxes

Ensuring the proper taxes are remitted to the government is a key function within payroll operations. There are components to calculating payroll taxes that can easily become cumbersome to any HR management or payroll department. HR Management automation can track the amount of taxes an organization owes after paying employees. Automating your payroll taxes will not only save you time but avoid costly mistakes that consume business resources and reserved funds.

Abstract: The digital and technology advances we’re experiencing today has resulted in many automated processes throughout business operations. HR management has seen a significant rise in automation and this article outlines the most common functions that systems can manage.

The post HR Tasks that Should be Automated appeared first on Advance Systems.

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Scheduling conflicts occur for many reasons. The underlying issue is other obligations coincide with scheduled work shifts. While there is no guaranteed way to solve the problem every time it happens, there are things you can do to ensure every shift is covered.

The Dilemma for Managers

The perfect schedule may exist, but it is not protected from some type of disruption, whether work-related or not. Some employees may need to call out at the last minute. A family emergency may turn into a leave of absence.

Without a system in place, your first response might be to begin calling anyone you think might be available to cover the shift. This could take hours, leaving you unable to immediately fill the gap. In a service-oriented organization, customers will feel the brunt of the scheduling void.

Scheduling employees is a balancing act, even for well-staffed organizations. If you over-schedule shifts, you risk having outlandish labor costs. You also must deal with disgruntled employees who were either counting on the pay or scheduled outside obligations around a shift they are not working.

On the other hand, you risk horrible customer service and stressing team members by under-scheduling.

You need a system that allows you to successfully manage work schedule conflicts that do not require endless administrative hours. There are many ways to do this, including using a scheduling software system to efficiently create, monitor and make changes when needed.

Here are three common scheduling conflicts most managers face with some practical ways to resolve the issues.

Scheduling Overlaps

Scheduling overlaps are very common. The issue may arise because an employee takes college courses or has a second job. Related to this is over-scheduling, which occurs when an employee works two shifts back-to-back with very little time for a break.

Human oversight is the common culprit, but other factors may contribute to the frequency of making this error. One way to avoid this error, if it applies to the structure of your company, is to have one person in charge of scheduling. Too many people can convolute things.

Another practice is to keep up-to-date records of employee availability. An electronic system where employees report their unavailability may work best. It is easy to forget a sticky note or a comment one employee makes while passing you in the break room.

If a scheduling error has already occurred, such as a double schedule, decide which role is most important at the moment. Send everyone else a message to communicate the change.

Irregular Work Schedules

Irregular schedules can create many shift conflicts. An employee might forget they are working the night shift this week if they were working days last week. Not only can this interrupt productivity, but it can increase employee stress at home and at work. Be proactive by creating a schedule template.

Creating a scheduling template save you time duplicating the same days and hours every other week. Remember to be realistic and flexible by using the template as a guide. What looks good on paper may not look the same when real-world circumstances change things. A contingency plan will keep you from being completely surprised by emergencies or no-call, no-shows.

Errors in Labor Forecasting

While creating advanced schedules, you might have seen signs that a date in the future would be a slow one. Yet, you second-guessed yourself and did not place enough employees on a shift. Now, you are faced with an under-staffed department and increasing demands from customer orders.

Some companies keep an on-call list of employees for such times. However, this can become a major morale killer. Instead of having a roster of available employees, you have to make up for high turnover.

A better solution is to leverage the power of technology. This gives you a 24/7 communication tool and employees have the freedom to collaborate with you to plan their schedules.

Scheduling software allows you to run reports and know at all times who is available. You can quickly retrieve historical data to plan schedules three or four months in advance. Not only this but keeping track of employee skill sets gives you a preview of areas an employee could be useful, such as another department’s shortfall. This keeps them busy and off a waiting list.

Take Action to Resolve Scheduling Conflicts

Ideally, the best position to be in is stopping problems with employee work schedules before they start. However, predicting every challenge is not feasible. Even perfect schedules cannot avoid interruptions. Still, there are certain things you can do to minimize the conflicts.

Start with the big picture in mind when you begin creating schedules. Local events and weather changes can influence different components of your schedule. Keeping these possibilities in mind can help you make better decisions about staffing levels.

Make sure employee can easily access schedules. This is one way that an employee attendance system helps tremendously. The traditional posting of schedules in the break room is not a guarantee that all employees have seen and approve of the days and hours they are expected to work.

A digital system is designed to send schedules to all employees. Some may allow you to request a confirmation from employees that they accept their scheduled hours.

Technology can work for you. Attendance software programs take a significant amount of manpower and guesswork out of the process. These systems not only notify you of potential conflicts but can also make shift swapping easy for employees.

These are just a few suggestions on handling common scheduling conflicts. Whether it is the result of human error, or simply expecting too much from employees, knowing how to act before an issue occurs can help prevent a major fallout. The right combination of technology, preparation and calm can transform scheduling conflicts into rare occurrences.

The post Tips on Resolving the Top 3 Work Scheduling Conflicts appeared first on Advance Systems.

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Payroll seems like a simple part of business operations, but it can become one of the most time-consuming tasks for many companies. Managing time and attendance records can result in errors that hurt the bottom line in more ways than one.

Companies still relying on manual or paper-based attendance systems are functioning with inaccuracies of how employees get paid. Add to this a separate system for payroll, and you will find processes rife with errors.

It is too easy for employees working against deadlines and completing daily tasks to forget about filling out timesheets. Those who do remember, do it 10 minutes before timesheets need to be approved. They may forget exactly what they did, when they did it and how long it took.

Without specifics on such information like when employees arrived at work, the length of lunch breaks and when they went home can lead to employees being under or overpaid. The result is many complaints from employees and a morale problem that erodes productivity.

Enter Mitrefinch’s time clock software that is designed to work in concert with all payroll providers.

Mitrefinch Offers a Timely Solution

The need for an efficient system cannot be overstated, considering you still need to account for vacation time, sick days and company holidays. Automating your time clock software with payroll providers eliminates the time-consuming tasks of tracking when employees work. In short, your company saves money and now has a system with employee value proposition to boost morale.

Electronic time clock software quickly collects information while eliminating the need for human input. This ensures minimal errors and accurate reporting for all departments. Additionally, integrating payroll with time tracking provides real-time data analysis for more accurate processing of your company’s payroll.

Mitrefinch’s attendance software is compatible with all major payroll providers to ensure seamless integration. HR sends payroll data directly to the provider’s payroll software. This system works for all pay structures such as salaried, hourly and union.

Key Benefits to Using an Integrated System

There are many benefits to integrating Mitrefinch’s time clock system with payroll providers. An immediate benefit is seeing a significant reduction in paperwork. You no longer have to print paper timesheets with an integrated payroll system. Additionally, department managers are not spending time approving each paper timesheet for the employees who report to them.

Relieving your HR staff from such administrative tasks is a big plus for your company. You only need to enter information for taxes, employee benefits and other payroll deductions one time. This gives your HR staff more time to turn their attention to strategic activities like recruiting and retaining top talent.

Finally, an integrated payroll system helps your company defend itself against noncompliance of wage and hour claims. At any point, you can retrieve archived time records to make sure you are complying with various employment laws.

Allegations of wage and hour violations can be costly. Manually monitoring compliance with regulations is both tedious and costly. With the Mitrefinch time and attendance system, you can retrieve accurate data from an integrated payroll system. This may help facilitate the process.

Instead of spending hours trying to match schedules and pay reports, you can satisfy information needed for the audit sooner and return to the important aspects of running a successful company.

Integrate Time Tracking with Payroll Providers

Ask any manager or payroll professional what is the most time-consuming task of their day and the likely answer is calculating the number of hours each employee works. Doing this manually is a laborious process that can easily result in errors. Whether tired eyes or employees who forgot to submit their hours on time, this important task can quickly become a nightmare.

Mitrefinch attendance time tracking software automatically updates attendance and work hours. This data is used to calculate payroll for a single department or entire company with the click of a mouse.

Integrating time clock software with payroll providers will help you eliminate:

• Errors and typing mistakes

• Manually entering payroll information

• Costly stand-alone systems since you can import payroll data directly to providers

• Unnecessary payroll expenses and wasted money every pay period

• Costs associated with clerical errors

Buddy punching and time theft such as unauthorized overtime

Integrating your time tracking system works for salaried and hourly employees. Therefore, you do not need to invest in two separate processes. With one system, you can monitor, manage and pay employees.

At the same time, you have a system that also tracks how much time employees spend on different projects. If work requires billing outside vendors, you will have real-time figures from which to generate precise invoices.

An entire automated process integrated with payroll providers ensures accurate processing. With accuracy comes timely paycheck, which is essential to keeping a positive employee morale and loyalty.

Payroll Integration: The Smart Solution

One thing is true for both payroll professionals and business managers: trying to meet payroll deadlines creates enormous stress with manual processes. Errors in payroll calculation are significant, not to mention the cost of time spent calculating hours and keying the data into a system.

Integrating these steps into the Mitrefinch attendance software allows you to connect with payroll provider systems while removing those concerns. Attendance and hours worked are automatically calculated. Management can transfer employee hours directly to any payroll service that is on the market.

Instead of correcting errors from the last pay date, you can end each period with transferring data through interface modules designed to support your entire staff. Your company will realize immediate benefits by eliminating an antiquated paper system.

Employees no longer fill out last minute timesheets and hope their paycheck is correct. The gains you will see from employee value proposition is worth the investment. By showing you care enough to pay them accurately, employees will not question their value to the company.

Managers can now focus on critical tasks without policing attendance records. A bonus is easier reporting for benefits, employee reviews and IRS compliance. Simply put, incorporating Mitrefinch’s time and attendance software with a payroll provider system frees up a tremendous amount of time to devote to other issues within the company.

Another advantage to integrating both systems is to have easy access to information if your company is charged with labor violations. Having accurate, historic records to present during an audit for wage and hour noncompliance can make a huge difference in the outcome. Mitrefinch’s easy attendance reporting module gives you quick access to information that simplifies compliance requirements.

Being able to interact with payroll providers through your company’s time clock software is an affordable and smart solution to a manual process that is typically rife with errors. The added security from encrypted data stored on secure servers helps to ensure the privacy of employees.

Pairing a reliable payroll service provider with Mitrefinch time clock software helps to guarantee 100% integrity of data that impacts every operational area of your company. You can efficiently streamline payroll processing and stop losing money from this necessary task.

The post Seamless Integration between Your Payroll Provider and Time Clock Software appeared first on Advance Systems.

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