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Written by Alex Tolbert. Alex is the founder and CEO of BerniePortal, the founder of Bernard Health and an EO Nashville member. The following article appeared on the BerniePortal blog. This column was originally published in HR Technologist.
If you have hourly employees, you know how important it is to keep an accurate and compliant record of employee hours. On paper, this is challenging, and it has traditionally created a significant administrative burden for the human resources (HR), payroll, or project management departments.
As a result, more and more employers are taking their HR administration online, including time and attendance tracking. But how do you know if you have the right solution for your organization and whether your time-tracking processes are optimized for compliance and efficiency?
In general, there are five criteria that will help the HR department evaluate the best time and attendance system for their needs.
1. Ability to clock in and out
If you aren’t familiar with time and attendance systems, it may surprise you that many of them do not actually allow the employee to clock in and out within the system. Some are manual entry systems, which require employees to keep their own record of how many hours they worked.
This raises some compliance concerns. Some organizations with this type of system find it incentivizes a culture of rounding up or “just clocking eight hours,” regardless of how long employees actually work. If there is ever a compliance audit, this puts the employer in a disadvantaged position. If your organization intends to invest time and money in a system to track time compliantly, it’s worth asking if this is the best type of platform to accomplish that goal.
Alternatively, a system that tracks t… Read More
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