Automate Attendance Tracking and Accruals for Peace of Mind
Manual attendance management processes are not only complicated and error prone, but they make it difficult to document infractions and prove compliance. Workforce Ready automates policies for attendance and accruals to drive more accurate, consistent enforcement.
The system automatically updates employee attendance points/occurrences to reflect the accurate balance — with no manual intervention required — giving managers immediate visibility to current status. In addition, with the Workforce Ready Accruals module, the system calculates accrued time off based on an employee’s performance/attendance points.
Managers can easily enforce absence-related policies, including federal, state, and organization regulations. The system makes it simple to confirm each employee’s eligibility for paid and unpaid leave based on vacation, sick time, and other user-defined criteria. Workforce Ready automatically notifies managers when employees exceed established point thresholds to help ensure compliance.
Leave Manager
While managing unplanned, incidental absences — such as those caused by sickness, accident, or weather — can have an impact on daily operations, managing employee leave of absence requirements and intermittent leave can ultimately require more administration and have a more significant cost impact on your bottom line.
Employees may require extended time away from work for a variety of reasons, including illness, injury, disability, bereavement, military or jury duty, maternity/ paternity, child/elder care, and labor disputes. Federal and state regulations, such as the Family and Medical Leave Act (FMLA), Parental Disability and Leave Act, as well as internal company policies, determine what employers are required to provide to their employees and what conditions an employee must meet to be eligible for leave of absence benefits.
Without accurate, automated leave of absence management, employers are at risk of noncompliance with leave regulations and potentially subject to fines or class action lawsuits. Granting leave requests to ineligible employees or extending leave benefits beyond the accrued time period can drive up labor costs. And administering leave requests, tracking leave eligibility, and reporting on granted time off can be time-consuming and error-prone, resulting in inconsistent policy enforcement.