This is the FAQ portion of a webinar we hosted a few weeks ago featuring our Time and Attendance software.
Q: What stops someone from punching in at home on a PC?
A: If people are punching in via PC, we have the capability of doing what we call an "IP Address lock-down." This means that the IP addresses have to be static; if I have a building or facility where everyone is punching in their on their PC, I can ensure someone punching in through ESS has to register off that IP address.
Q: Are there any potential drawbacks to using biometric clocks opposed to PC or proxy clocks?
A: Pros - Maintenance Savings: With this software, you don't have to worry about badges; if you let somebody go or an employee loses it you have to replace the badge. It's very hard for an employee to lose their finger or their face.
Eliminates “Buddy Punching”: By using biometric you greatly reduce what's called "buddy punching," or when an employee punches in using a fellow employee’s passcode.
Cons - Read Rates: When you are doing a finger/facial biometric read, there is a potential that you might have a certain percentage of employees unable to be recognized right away. Read rates on facial recognition tend to be in the 95th percentile or above, whereas finger read tend to be in the 85-90 percentile. That means out of employee group you could conceivably have a couple people with a few problems.
Q: A percentage of my employees are manual temps. Can the system handle that? How?
A: We do have the capability of handling temps. Just like normal employees, temps can:
- Be attached to a supervisor
- Use PC or clock punching
- Have their punches displayed the same way
The difference is that when payroll is processed, temps are screened. When I bring in the hours into Dominion System's payroll grid, those temp hours are screened out. We have the ability within the system to create labor reports for the temps and temp agencies. If you are a business that uses multiple temp agencies, we can identify what temps go with what agency and create reporting to reconcile your bills from those temps. We can even go as far as to put the percentage as to what you pay those temp agencies in the employee's file. For example, if you are someone who works at Manpower and my temps get paid at a 117% of their standard pay rate, in the system we can calculate their hours and exactly what the cost is to Manpower for all those temps who work for them.
Q: Do I have to uses schedules with Dominion Time and Attendance?
A: You can, but it's not necessary. The one drawback would be that by not employing schedules within the Time and Attendance system, it limits judgements. If I don't have a type of schedule in for my employee Chelsie and she shows up at 9:00 a.m. but she should have been here at 8:30 a.m., there's no way for our system to be able to tell that she's 30 minutes late. If you don't have schedules, then you are really operating on an honors system and decreasing some of the benefits of having the system; you still have the benefit of having this all electronic rather than adding up manual timecards, but many of the other functionalities goes away.
Q: What's the benefit of using time & attendance in a company that has mostly salaried employees?
A: I have seen businesses use this that have only salaried employees for a couple of reasons. Some people will have it to just take advantage of leave management for its requesting time off feature. You can also have salaried people punch in and out of the system just as a simple way of keeping tabs on employees and accounting for time. With salaried people, sometimes businesses feel like they want to make sure employees, even though they are salaried, are working the contracted amount they were hired at.
A lot of salary people resent or don't like the idea of having to punch in or out—we do have the capability of what's called "input hours." At the end of the day or week and salaried employees can go in and say they worked 8 hours here, 8 hours there, 7 hours here, and that information is recorded. There are some ancillary benefits of doing this too when you get into things like 401k reporting and profit sharing; if salaried people are imputing their hours that information goes into our systems and is then reportable by the Payroll or HR administrator.