The Best Practices of Time and Attendance Management
Timekeeping data can provide essential business insights and highlight trends. However, it can also reveal hotspots of poor timekeeping, such as particular shifts or locations. Hotspots can be easy to identify, but a simple fix may not always be available. For this reason, employers must create a company culture that rewards good timekeeping. Finally, employees should have access to an employee assistance program (EAP) if they need help dealing with personal issues.
Employees should be able to track their attendance easily.
In a recent survey, eighty percent of employees admitted to stealing time or being paid for hours they did not work. The results showed that even the most honest employees could make mistakes when it comes to keeping their own time. Automated time tracking eliminates this problem and removes the need for employees to ask their supervisors for time and attendance information. Without time and attendance software, your company could be losing money in the form of lost productivity.
Automation makes the time tracking process much more accurate and efficient. For example, a fingerprint reader or facial recognition time clock can prevent time and attendance reporting misconduct. Biometric options like these can also be used remotely. In addition, an Android-based touch-screen tablet can allow employees to confirm their schedule, review time cards, request time off, and scan job listings. The system should be easy to use and enable employees to update their information at any time and review their own timesheets.
Time tracking or a time and attendance software are crucial for compliance with federal and state laws. For example, under the Fair Labor Standards Act, employers must record the time workers clock in and out of the workplace, including overtime hours. Clock-in and clock-out times are rounded to the nearest quarter-hour. This is the only way to track employee time and attendance accurately. It is also a legal requirement to keep records of employee hours, which can be complicated.
Employers should create a company culture in which timekeeping is valued.
A culture of timekeeping should be valued across the company and not just within the departments. For example, if management is regularly late, it may encourage staff to stay later than they should. Likewise, if management is regularly late, they should also be expected to leave on time. Employers will build a more positive and productive company environment by creating a culture where timekeeping is valued. In addition, timekeepers should be held to the same standards as other employees. They should be given a clear understanding of what they are expected to do.
Employers should live out their mission and vision to build a positive company culture. For example, healthcare companies may have a generous time-off policy. In contrast, innovative companies might provide games and whiteboards as office decor. Companies that value their employees’ time should have a timekeeping policy promoting accurate practices. However, the company culture must be positive and welcoming. Positive company culture is both motivating and supportive.
Employees should have access to an employee assistance program (EAP) to help them deal with personal issues that might be affecting their attendance.
The benefits of an EAP are many for the employer and employee. For example, these services can decrease medical expenses and improve productivity while reducing employee turnover and absenteeism. Many companies also believe EAPs lower turnover rates and increase employee retention, but critics question the validity of these claims. But if you’d like to know more, let’s look at some of the essential reasons why employee assistance programs are important to your business.
An EAP should offer access to counselors and resources that can provide short-term problem-solving and referrals to appropriate resources. Counseling sessions are generally limited to eight sessions. These sessions are intended to stabilize an individual’s situation, address problems, and refer the person to appropriate care. A qualified employee must be referred to the EAP before an employee can use its services. In addition, the counselor must consider the location of the employee, their health insurance coverage, and any financial status. A follow-up appointment should be scheduled within two to four weeks of the employee’s first session.
An EAP helps employees deal with personal issues that may affect their attendance. An employee assistance program is a valuable benefit for employers and employees alike. It allows employees to cope with emotional problems that could impact their attendance, productivity, and overall health. A company’s EAP has many benefits, and it’ll strengthen your company’s benefits strategy.
